HR Report: Developing Skills for Individual, Team and Organisation

This report analyzes the essential knowledge, skills, and behaviors (KSB) required by HR professionals, emphasizing equality, teamwork, salary reviews, record maintenance, and grievance handling. It outlines a personal skills audit for an employee, focusing on IT, communication, and problem-solving skills, and develops a professional development plan addressing communication, technical, problem-solving, conflict management, decision-making, and ethical skills. The report distinguishes between organizational and individual learning, highlighting flexibility and quickness in the context of team-based versus individual learning approaches. Furthermore, it illustrates the contribution of High-Performance Work (HPW) systems to employee engagement and competitive advantage, examining various performance management approaches that support high-performance cultures and commitment within organizations. The report concludes by underscoring the significance of continuous learning and professional development to enhance organizational performance.

Developing Individual, Team
and Organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(A) Discuss knowledge, skills and behaviours (KSB) that are required by HR professionals
across the department.............................................................................................................1
(B) O utline personal skills audit for an employee to identify...............................................2
training and development needs considering the knowledge, skills and behaviours............2
(D) Distinguish between organisational and individual learning, training and development 5
(E) State the need for continuous learning and professional development to enhance
performance of organisation...................................................................................................8
TASK 2............................................................................................................................................9
(A) Illustrate how HPW contributes to employee engagement and competitive advantage
in organisational situation......................................................................................................9
(B) Different approaches to performance management and how they
support high performance culture and commitment in organisation...................................11
CONCLUSION..............................................................................................................................12

INTRODUCTION
The organisation is required to develop team work in the organisation. This will help it to
have the maximum productivity of the employees. The HR is required to be knowledgeable and
skilled in his work. The enclosed report deals with the development of team and individual in the
organisation. The organisation is required to impart training and development to employees so
that their efficiency can be maximised to full extent (Buengeler and et.al., 2017.). For this
continuous learning is required so that employees can be effective in accomplishing the allocated
tasks. Organisation also measures the performance with the help of performance approaches
which helps to measure the efficiency of employees on the graph scales. By measuring
performances of employees, organisation achieves its set targets.
TASK 1
(A) Discuss knowledge, skills and behaviours (KSB) that are required by HR professionals
across the department.
1. Promoting equality and diversity-
The equality and diversity is essential in the organisation. The principle of equality are
about creating a society to fairer where everyone can fulfil regarding their potential in effective
way. This will enhance the equality among the organisation. This also will make employees
equal and no discrimination will be observed. This role of HR will help to remove the obstacles
and barriers in the organisation by spreading equality and diversity.
2. Working with closeness-
The HR has the role of managing the department in effective way so that closeness and
coordination among the various departments like sales and purchase departments and operation
departments can be coordinated in that way which will enhance the productivity ibn the
organisation. As a result, organisation will be able to achieve the goals in the effective way. The
coordination between various departments will create synchronised in the organisation and as
result organisation can accomplish the desired set targets in effectual manner.
3. Salary reviews-

HR is required to draw out the responsibility of undertaking the salaries of various
employees in effective way. This will make sure that all the employees are able to receive the
salary in time. This will create the positive attitude in the employees as they will see that HR is
quite responsible in delivering his role in effective way (Crichton, Moffat and Crichton., 2017).
HR is required to be efficient in taking out the staff salaries.
4. Maintaining employee records and payroll-
The personnel file is maintained by the HR of each employees. The file contains
confidential documents and employee application is included in it by the HR. Payroll file record
is also maintained by HR department. Payroll contains history of employee jobs, departments
and compensation changes. It also contains garnishments, loans and other information essential
to paying the employee and keeping the record of each of the employee. HR personnels are
required to perform the duties so that clarity between them and employees could be effectively
maintained.
5. Dealing with grievances-
HR department deals with the grievances that are observed within the organisation so that
it can be resolved between them in effective way. This means that grievances among employees
or regarding the work environment in the organisation can be resolved to full extent that will be
required to create the healthy environment in the workplace. HR maintains and apply
disciplinary procedures so that discipline in the organisation is maintained and no problems
between the employees which affects their assigned work is accomplished with no discrepancies.
As a result, organisation can maintain the healthy environment with the effective role of HR.
(B) Outline personal skills audit for an employee to identify
training and development needs considering the knowledge, skills and behaviours.
The consideration for employee personal skills audit is as follows:
1. IT (Information Technology) Skills-
IT skills of an employee is required to be profound and effective. He should have
complete knowledge of the Microsoft office. In this scenario, employee has good command over
the Microsoft word. Using excel sheet, he is adequate in its skill (Emke and et.al, 2015). The
internet skills and mail messaging is also very good in his behaviour. PowerPoint presentation is

also good. However, he needs to be trained in using HR specialist software which is used to
maintain the information by HR. He is required to be trained also in using the database.
2. Communication Skills-
The communication skills regarding with writing reports is good. Product materials in
support of the presentations is also good. Resolving disputes among the workers and advising on
HR related issues is adequate. While drafting the employment contracts and delivering training
session is required to be effective and as a result, he needs to trained to accomplish tasks. The
communication skills required to be develop in effective manner so that employees can have
clarity in communicating with the fellow workers. Thus, he will be able to enhance his skills in
best possible way.
3. Problem Solving Skills-
He is good in exploring the problem and have ability to state more than one solution for
it. He is good in considering the ideas of others to solve the problem to arrived at a solution. He
is adequate in solving the complex data and uses the verbal reasoning skills to solve the problem.
The problem solving skill in the employees will help him to be efficient in his approach to build
his personality in effective way. By having problem solving skills, he can be able to solve the
complex problems which posses great ability to solve it in effective way buy the employee. BY
solving the problem in effective manner, his personality will be developed in proficient manner
(Hawkins, 2014).
4. Supervisory management-
The experience of employee in the placements is less than one month. He is required to
be trained by making able to manage people effectively so that management ability in his
personality can be developed in the behaviour of him. This will help him to be the future leader
of the organisation. He will be able to develop his skills and abilities to full extent. This will help
him to develop his overall behaviour in the best possible way. For this, he is required to be
trained by the superior so that inner skills and capabilities and abilities can be channelised for the
betterment of the employee
(C) Develop a professional development plan for HR in his role.

Objectives Strategy to achieve Time
needed
Short term and
Long term
Communication
skills
Technical skills
Problem solving
skills
The communication role is important in HR profile. The ability to
talk with the workers is required to be effectively conveyed to
them so that they can communicate the problems or grievances if
occurred in the organisation. When there is clarity in employees
regarding their assigned work, then coordination between them is
observed which is essential. HR tries to resolve the grievances so
that effective atmosphere is maintained at the workplace.
The technical skills which involve handling the software of the
organisation in effective way. For this, HR is required to be trained
to compute the software in efficient way. He should be trained to
operate the software so that he may be able to solve the problems
of employees in effective manner.
The problem solving skills can be achieved by making the analysis
of the problem to its roots. By making this initiative, problem
could be solved by the HR personnel. This is required so that
problems between the employees or conflicts among them be
resolved in much clarity to them (Keville and et.al , 2017). Thus, it
will solve the problem among them and cooperation will be
established.
3 weeks
4 weeks
1 year

Conflict
management
skills
Decision making
skills
Ethical skills
The HR manager is required to solve the conflicts if among the
employees is observed. For this, strategy to be applied to have a
look to each one's perception. After, analysing the problem and
listening to their perception, then only solution for that conflict
should be solved. By applying this strategy, organisation can
effectively.
HR needs to make decisions for the company which ranges from
hiring and selecting the efficient employees who can meet the
organisational objectives in stipulated time with full enthusiasm. It
also makes decisions to solve disputes among employees.
Therefore, HR should be a critical thinker who can effectively
make variety of decisions for the betterment of organisation. For
this. Strategy should be applied like deep thinking so that decisions
taken are in contrast of the goals of the organisation.
HR handles lot of sensitive and confidential information of the
employees in the organisation. As such, strategy should be made
not to leak the personal information of the employees (Kiratli and
et.al , 2016.). HR should be discrete and should share the
information only to appropriate person. HR need to be sure that all
the employees are following the information. If employees violate
any law, this should not be ignored. By applying this strategy,
organisation confidential information regarding the employees will
not b violated or leak in any manner. Organisation can flourish
with the ability of HR.
6 weeks
1 year

(D) Distinguish between organisational and individual learning, training and development
Basis Organisational Learning Individual Learning
Learning In organisation, learning is
done with the team in effective
way
While, individual learning is
done by individual only, no
team is involved for learning
purpose
Flexibility It is much flexible as problems
can be solved with the help of
the team so that solution is
obtained quite easily.
No teamwork is observed. As
a result for solving any
problem it is much rigid as
compare to organisational
learning. Individuals faces
difficulties in arriving at
solution.
Quickness Organisational learning is
much quick to grasp and be
efficient. It involves team
learning. As a result, much
faster learning is possible in
this type of learning.
Individual learning is not
quick as compared to the
organisational learning. As, it
takes time to learn
individually. It is not much
effective than organisational
learning.
Effectiveness Organisational learning is
much effective in nature. As
team learning is possible in it.
This makes learning in team,
quickly and efficiently (Lie
and et.al, 2015).
Individual learning is not as
effective as organisational
learning because individual
takes time to learn to accord to
his potential which consumes
lots of time in learning new
things.

Difference between training and development:
Basis Training Development
Nature Training is short term process
as it concerns with the
objective of making efficient
the employees skills in
channelised way.
Development is long termed
process. It is long termed
because employees are trained
first then they develop
according to their skills,how
capable they are in achieving
the stated objectives of
organisation.
Requiste Training always required
guidance from the superiors so
that they may achieve and
accomplish the allocated tasks
in better and effective way by
complying with the
organisation's goals.
Development often requires
the philosophical and
theoretical concepts so that
employees accomplish the
tasks in accordance with the
organisational objectives.
Specific Training is often specific to
train and impart the
information to the newly hired
employees in the organisation
It does not deal leadership
activities. This does not
involve the leaders skills to be
imparted.
Development is specifically to
meet and develop the
relationships among the
employees. It leads to
improvement of leadership
skills. Developing relationship
is required so that effective
atmosphere is maintained in
the organisation.

Purpose Training is often imparted to
employees so that they
undertake the tasks efficiently.
They understand hoe to do
work in stipulated time and
quickly to achieve efficiency
in the work.
The main purpose of the
development is to make
employees more effective in
their day to day work so that
more productivity can be
maximised. It involves
capabilities are enhanced in
better way.
Job Training is imparted to
employees to make them
efficient only ion one job.
While, development involves
overall development of the
employees in the organisation.
(E) State the need for continuous learning and professional development to enhance performance
of organisation.
The need for the continuous learning and professional development is required:
1. Maintaining current standards-
The current standards and trends should be met by the organisation so that it may be able
to make effective and enhanced decisions. For this, continuous and professional development is
needed by the organisation (Mathieu, Tannenbaum, Donsbach and Alliger, 2014.). Employees
should be motivated to accomplish their work in effective way and continuously learn new things
to make the task easier to achieve.
2. Maintaining skills-
The skills needed to accomplish the tasks are required by the employees so that they are
capable enough to achieve their tasks error free and more efficiently. This is required so that
customers can be given professional services by the organisation. Collectively, organisation and
its employees need to deliver the quality services to the customers according to their needs and
wants. For this, continuous learning is required.
3. Need for contribution-

The Employees need to be continuous learn new things so that they may effectively
contribute to success of the organisation. Organisation is formed by the individual and mutual
contribution of the team. This is required so that the goals of firm is met inn timely manner. This
makes individuals to assist the organisation and advance to the personal career (McNeese and
et.al, 2017). This helps for personal goals so that individual can enter into new positions where
they can mentor, lead and manage others quite efficiently.
4. Deeper understanding-
Deeper understanding can be developed in the individual which makes him efficient and
confident in achieving different tasks in delightful manner. It increases the inner self confidence
in them which is required to build up so that they may accomplish the tasks more efficiently with
little or no mistakes. It enhances individual thinking power so that they can make better decisions
collectively to meet the organisation's performance.
5. Flourishing profession-
The profession can be build better by the effective continuous and professional
development. This makes individuals to be efficient in accomplishing the allocated tasks to them
by the organisation. This makes the profession of the individual sound enough so that he can
develop according to the guidelines and as directed by the superiors to achieve it for the
betterment of both individuals and organisation.
6. Softer skills-
Every role requires soft skills whether it is communicating with others or handling the
conflicts in the workplace. This is required and can be achieved by continuous development and
learning. This is essentially needed so that management skills in the employees can be
effectively met in the workplace. This develops the employees skills in effective manner.
TASK 2
(A) Illustrate how HPW contributes to employee engagement and competitive advantage
in organisational situation
HPW ( High Performance Working) is making or creating a culture where there is trust
and good relationship among all the employees. It means to have transparency among the
individuals so that they work effectively in accomplishing the tasks of the organisation. HPW is

performance working of employees in the workplace so that they are able to make most of their
allocated work with full efficiency (Morgan, Fletcher and Sarkar, 2017). The HPW contributes to
the employee engagement in following ways:
1. Induction training-
The organisation should provide well developed induction training to the newly hired
employees so that they be able to engage themselves in the achievement of goals of the
organisation in effectual manner. By providing better induction training, organisation ensures
that employees are engaged in the organisation. This provides organisation a competitive
advantage over rivals.
2. Regular appraisals-
For high performance working, organisation should make regular appraisals of the
employees so that they performed their duties quite efficiently and proficiently. By providing
regular appraisals, employees are motivated quite effectively. The monetary benefit to
employees makes them perform their work in better manner. They are highly satisfied and they
accomplish organisation's goals in effectual manner.
3. Bonus-
Bonus is an effective way to increase the performance of the workers in workplace. They
should be provided the bonus if they have done the work exceptionally well. This will give good
feeling and he will feel appreciated by the higher personnels. This will make him to do more
work with full dedication. Eventually, it will increase his productivity at higher level. As such,
organisation will flourish and the performance of the employees will be enhanced in better way.
This will automatically help organisation to attain goals and have edge over its competitors.
4. Training for experienced employees-
The training is required to employees who have gained good experience. This will make
sure that they are provided with good training so that they may increase their potentials to great
extent. By applying such practice, organisation can involve experienced employees so that they
may accomplish their work in effectual manner. This makes employees more productive and
ensures that they engage in the organisation in the best possible way which makes organisation
more productive in totality to achieve stated objectives (O’Leary, 2016).

5. Flexible job description-
The organisation needs to make the job description in flexible way. This is required
because job description is provided to the employees and they are informed about the task to be
accomplished in adequate way. This makes employees realise that what tasks he has to
accomplish to the stated goals of the organisation. Also, the job which has to be accomplish by
the employees should be flexible so that he may be able to achieve easily. This eventually makes
the involvement of employees in the organisation.
(B) Different approaches to performance management and how they
support high performance culture and commitment in organisation
The different approaches to performance management and support high performance in
organisation are as follows:
1. Comparative Approach-
The comparative approach involves ranking an employees' performance with the other
employees in the team. Employees are ranked from highest to the lowest performance. There are
various techniques in comparative approach such as Forced distribution technique, paired
comparison and graphic rating scale (Engaging in employees through high involvement work
practices, 2015). However, there is a chance of biased behaviour because it is based on
subjective judgement.
2. Attribute Approach-
The attribute approach is based on the parameters like problem solving skills, team work
and communication. It also based on judgement and creativity and innovation. It is based on the
graphic rating scale where employees are rated on the basis from 1 to 5 on the graph scale. The
major disadvantage with this approach is that it is based on the subjectivity. It is only based that
it is accurate at identifying only the best and worst performers.
3. Behavioral approach-
This is the oldest technique of measuring employees performance. This is based on using
BARS (Behaviorally Anchored Rating Scale) consists of 5 to 10 vertical scales. These are based
on parameters named as anchors. Employees are ranked on the basis of anchors according to the
performance. It provides more specific description along with the frequency with regards to
employee's performance. This is suitable for reliability and accuracy.
4. Result Approach-

This approach is based on simple parameters where organisation rate employees
performance on the basis of results. The result approach is based on balanced scorecard
technique. This technique focuses on four parameters like financial, customer, internal and
operations, learning and growth. The second approach is based on Productivity Measurement and
Evaluation System (ProMES). It is effective in motivating employee so that they may
accomplish their work in efficient manner (Serrat, 2017). This will help organisation to flourish
as well as to achieve the stated goals in effective manner.
5. Quality approach-
The quality approach is based on providing the good services to organisation. This is
focused on improving the customer satisfaction by reducing the errors and accomplishing
continuous service improvisation. This approach is quite handy and takes into consideration both
person and system factors. Also, employers constantly takes feedback from the employees to
resolve the performance related issues in accomplishing the tasks.
CONCLUSION
Hereby it can be concluded that organisation should develop the continuous improvement
in team as well as professional growth of the employees. It is based on the concept that
organisation is required to train the employees in effective way which increases their
productivity too much extent. The development is also essential because it will give the
employees benefit to develop the management skills in them so that they may be placed in high
positions in the organisation so that their professional growth is maintained. The different
approaches are also used to measure the performance of employees in the organisation. HPW is
also needed in the organisation so that employees' efficiency can be maximised to great extent. It
is used to make the employees more productive. For HPW, organisation engages employees in
the way by which they offer bonuses, regular appraisals and providing training for their
development. This all tactics motivate employees in better way by which they become loyal to
the organisation. It also results in maximisation of their productivity, which is the ultimate
objective and goal of the organisation.

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