Developing Individuals, Teams, and Organizations: HRM Report

This report, focusing on Alexandra-Reisse, a financial company, delves into the essential aspects of Human Resource Management (HRM). It begins by identifying the required knowledge, skills, and behaviors for HR professionals, emphasizing the importance of Continuous Professional Development (CPD). The report then examines personal skills audits, highlighting strengths, weaknesses, and the creation of a professional development plan for a staff development manager. Furthermore, it differentiates between organizational and individual learning, exploring training and development programs. The report also evaluates the impact of high-performance working on employee engagement and competitive advantage, concluding with an assessment of strategies to foster a high-performance culture and commitment within the organization. The report provides a comprehensive overview of HRM practices and strategies for enhancing employee performance and organizational success.

Developing individuals,
teams
and
organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Appropriate & professional knowledge, skills & behaviour s required by HR department. .1
P2 Completed personal skills audit which helps in identifying knowledge, skills & behaviour 4
TASK 2............................................................................................................................................6
P3 Difference between organizational and individual learning, training & development..........6
P4 Need for continuous learning................................................................................................8
TASK 3............................................................................................................................................9
P5 Contribution of high-performance working to employee engagement and competitive
advantage....................................................................................................................................9
TASK 4..........................................................................................................................................10
P6 Evaluate the ways which supports high-performance culture and commitment.................10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refers to process of recruitment and selection, training and
development, performance appraisal and reward management. Skill audit refers to the process of
identification of skill gaps in organisation. It analyses the area where training is required for
improvement. Learning cycle is process of learning new skill and gathering new knowledge
either from training or experience. To improve the performance of employees in organisation,
performance management techniques are required. Present study lay emphases on Alexandra-
Reisse which is a financial company. It is founded in 2004. Its headquarter is in London. This
report analyses knowledge of employees, their behaviour and skills which are required in
professional career. It also explains the differences between organisations and an individual
learning and training programs. It evaluates the importance of continuous learning for
sustainable business performance. It also frames importance of collaborative working in
organisation.
TASK 1
P1 Appropriate & professional knowledge, skills & behaviour s required by HR department
Human Resource Management is an activity performed by human resource managers
of a company to manage its employees which in turn enhances performance of the employees
and profitability of the company. Staff development manager of Alexandra-Reisse performs
various activities such as employee training & development, recruitment, selection and
performance appraisal. Human resource management in Alexandra-Reisse also helps staff
development manager of the company in establishing industrial relations & adapt the changes
made in the organisation(Aguinis and Kraiger, 2018).
Staff development manger of Alexandra-Reisse company requires special knowledge,
skills & behaviour because it helps them in managing human resources in an efficient manner.
This required skills, knowledge & behaviour are discussed below-
Knowledge- HR managers of the company must have knowledge regarding the operations of the
Alexandra-Reisse company as what type of financial services(insurance, mutual fund &
brokerage) are provides by the company, who are the competitor's of the company and what type
of employee profiles are needed according for this business for this company needs employees
having professional degree of MBA & Chartered accountant. HR managers of the Alexandra-
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Reisse company also require knowledge of all the HRM practices and knows which recruitment,
selection, training & development approach is used by the company so that the company can get
skilled employees. HR professional of company requires knowledge of all the rules, regulation,
policies & acts related to employee welfare & protection such Data protection act, Health &
Safety Act and Anti Discrimination Act.
Skills- HR professional in an organisation requires different type of skills so that they can
manage complex situations occurring in the company. Skills required by the HR professional of
Alexandra-Reisse are discussed below-
 Communication Skills- Effective communication skills are required in Human resource
mangers of Alexandra-Reisse company so that they can influence companies employees
and it also requires in establishing relationship among the employees & employers.
Communication skills also helps in resolving conflicts & negotiation.
 Decision Making Skills- Alexandra-Reisse company offers various type of financial
services so, companies performance is get affected by the change in various economic
factors. Thus, HR mangers of the company requires skills that helps them to make
decision in the emergency situation as how to manage people in the changing scenario.
 Technological Skills- HR managers of Alexandra-Reisse company also require
technological skills so that they can store all the data regarding employees, workers,
payroll in the system and technological skills are also needed in communicating with the
people working in an organisation(Tannenbaum and Yukl, 2015).
Behaviour- Behaviour of HR managers in an organisation is required to manage all the ethical
challenges. HR managers Alexandra-Reisse company are required to behave ethically so that
they can manage companies employees and their protect their private information and their
ethical behaviour helps establishes trust among the employees & company. Ethical behaviour
also helps in avoiding discrimination and follow all the legal rules & compliance.
Importance of CPD in HRM- Continuing Development Programme helps HR managers in
analysing knowledge, skills, behaviour and experience gained by the individuals of an
organisation while working in a company or during the training period. CPD is important for
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both the employer, employees and it is also important for the HR department in the following
ways-
 CPD is important in managing individuals of Alexandra-Reisse company because
through this HR managers of the company can check that the employees of the company
are capable or not and whether they are suitable for the current working conditions of the
company or not. CPD is relevant for the staff development manager of the company
because with this HR manager can check efficiency of the employees and their ability of
generating output.
 CPD also helps HR managers to decide the best HR practices and to select best training
& development approach which helps in maximizing performance of its employees.
Because, the best HR practices helps Alexandra-Reisse company in retaining & acquiring
talented employees.
 CPD helps HRM in ensuring that employees of Alexandra-Reisse company have
professional knowledge & skills which are required in offering services to the customers
and retaining the customers.
 CPD is important for the HR department of Alexandra-Reisse company in establishing
effective workplace which in turn increases interest of the employees and motivate the
employees to produce innovative ideas and techniques.
 With the help of CPD human resource department of Alexandra-Reisse company in
providing quality of life to its employees & provides sustainable growth. If the staff
development manager of the company use CPD than employees get satisfied and they
focus on improving their performance.
Recording & Evaluation CPD- All the activities completed by the employees of Alexandra-
Reisse company should be recorded so that the HR manager can evaluate & analyse the
performance of its employees and it is also recorded to compare the current performance of the
employees with the past performance. CPD is to be recorded because it helps in improving the
skills, knowledge & performance of employees of the company. CPD is evaluated to check that
the performance of employees of the company is in accordance with the current environment of
the company or not. Evaluation is must for the company so that the HR managers of Alexandra-
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Reisse company can organise training & development programs by tracking performance of
employees of the company(Diller, 2018).
P2 Completed personal skills audit which helps in identifying knowledge, skills & behaviour
Personal Skill Audit- Personal skill audit is a process of evaluating & analysing skills and
abilities of the individual working in an organisation. HR managers of Alexandra-Reisse
company does personal skills audit to identify strengths & weakness of employees of the
company and organise training programs if needed.
Personal skills audit is created in the following way-
Knowledge, Skills &
Behaviour
High Moderate In Need of Training
Communication skills YES
Decision Making
Skills
YES
Organizational
Knowledge
YES
Knowledge of HR
Practices
YES
Ethical Behavior YES
Analysis of Completed Personal Skill Audit-
Personal audit is done by the company to analyse & evaluate skills of individuals
working in a firm. As I am a new manager in the Alexandra-Reisse company personal skill audit
is done by the company to analyse & audit my skills, knowledge & behaviour and it also
compares required & actual skills. Analysis of personal skill audit is discussed below-
1. As per completed audit my communication skill is effective so there is need to improve
my communication skills and company does not need organise training program for the
same(Aguinis and Kraiger, 2018).
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2. I am newly appointed manager in Alexandra-Reisse company and not have much
knowledge about the operations of the company thus I am not able to make fast
decisions . So, the HR manager of the company need to organise training programmes for
that.
3. I need to gain knowledge about the functions and operations of Alexandra-Reisse
company as what type financial management services are provided by the company and
how it operates. For this training program is organised by the company.
4. I have some knowledge of HR so it is easy for me to improve my knowledge on that
regard and I can enhance my knowledge by interacting with other HR manager working
in the company.
5. I follow ethical behaviour in the work place which builds trust and as a new employee of
Alexandra-Reisse company it is important for me to behave ethically and to follow all the
rules & regulations and that also leads to promotion and rewards.
Revised Personal Skill Audit
Knowledge, Skills &
Behaviour
High Moderate In Need of Training
Communication skills YES
Decision Making
Skills
YES
Organizational
Knowledge
YES
Knowledge of HR
Practices
YES
Ethical Behaviour YES
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Professional Development Plan- Professional development plan is developed by the HR
manager or staff development manager of Alexandra-Reisse company to depict required skills
and it also states reason & goal behind improving that skill(Wang and Ahmed, 2015).
Skill Target Proficiency Development
Opportunity
Criteria For
Judging Success
Time Scale
Priority 1 Organization
Knowledge
Giving knowledge
about all the operations
running with in the
company and all the
type of services
provide by the
company.
If manager have
knowledge about
the organisation
than he can give
detailed
information to the
new recruiters or
employees.
When the HR
manager can
entertain all the
information asked
by its employees.
1 months
Priority 2 Decision
Making
Skills
Giving training to the
HR manager to
improve decision
making skill.
Manager can
develop this skill
by participating in
the decision
making process
and giving his
reviews & ideas.
If managers is able
to make decision
in the complex
situation than we
can say that he is
good at making
decision.
2-3 months
TASK 2
P3 Difference between organizational and individual learning, training & development
Difference Between Organization & Individual Learning- Organization learning is an activity
of gaining, retaining & transferring knowledge with in an organisation. Organization learning is
done through sharing knowledge & experience among the individuals working in Alexandra-
Reisse company. On the other hand, Individual learning is a process which aims in improving
performance of employees. Organization learning focuses on increasing overall performance of
the company whereas, individual learning aims at enhancing performance of employees of
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Alexandra-Reisse company by organizing training & development programs, mentoring and
coaching(Tannenbaum and Yukl, 2015).
Difference Between Training & Development Program- Training & development both the
programs are organized by the HR manager of Alexandra-Reisse company to improve skills &
performance of its employees(Armstrong, 2016).
Training Development
Training is organized by the company to
enhance & develop skills & knowledge of
employees of Alexandra-Reisse company.
Development programs helps employees of
Alexandra-Reisse company to gain more
knowledge by interacting with other employees
.
Main aim of training program is to enhance a
particular skill or knowledge of employees
working in Alexandra-Reisse company.
Main aim of development program is to
improve overall performance of the employees
of Alexandra-Reisse company .
It is a short term process. Development is a long term process because it
generates overall growth of the employees.
Training is organized for group of people. Development is done for an individual only.
Types of Training & Development- There are various type of training & development used by
the Alexandra-Reisse company which helps employees in improving skills and gaining
knowledge, and these types are discussed below-
 Coaching & Mentoring- Staff development manager of Alexandra-Reisse company
taker coaching of its employees for coach & guide them to use new ideas & innovative
skills.
 Lectures- Lectures are conducted by the staff development manager of Alexandra-Reisse
company to guide them how they can improve their performance & educate them about
various techniques which enhances performance of the employees.
 Group Discussion- Group discussion is a type of training & development which is used
by Alexandra-Reisse company to motivate & to make them confident.
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Learning is based on Strategic & Tactical Goals- Strategic goals are long term goals of a
company such as overall growth of the employees working in a company. Whereas, tactical goals
are for short term goals set by the HR manager to develop skills of individuals of an
organisation. So, learning of employees of Alexandra-Reisse company is truly focused upon this
two goals. All the training & development program is organised on the basis of this two goals.
Learning can be done by doing GAP Analysis and evaluating skills. Employees of Alexandra-
Reisse company can learn & grow fast if their skills & knowledge is evaluated. According to
GAP Analysis comparison of actual & standard performance of employees of Alexandra-Reisse
company is done by staff development manager and if there is any gap between both the
performance than learning program is organised by staff development manager. On the other
hand, in the skill evaluation skills of individuals of the company is evaluated by staff
development manager and on that basis company organises learning program to improve missing
skills. Employees of an organisation can learn only if their skills & performance are compared
and that comparison & evaluation is done by GAP analysis. After determining learning by
analysing GAP & evaluating skills training & development programs are implemented for that
by the staff development manager of Alexandra-Reisse company(Noe and et.al., 2017).
P4 Need for continuous learning
Learning refers to the procedure of acquiring innovative skills, knowledge and values. In
an organisation, employees can learn new skills through training & development which makes
them proficient in their work. It is the self determination of employees to learn new skills and
implement them to gain more efficiency in their work (Sessa, 2015). Learning can also be done
from experience basis taken from others. Learning need analyses first to know the area where
employees are lacking in skills. Then, plan accordingly to organise training programs for
improving their skills. Learning is classified in two types:
Formal learning: - It is specific learning which is organised and structured by training
and development department of organisation for improvement in skills of employees. It helps to
achieve the business objectives efficiently and within time. This learning is done intentionally by
employees to gain new knowledge and skills (Al-Shedivat and et.al., 2017). This learning gives
certification or degree of their training. Learning and development department analyse the new
technologies that are in current trend and then by having healthy discussion with mangers, they
organise training programs for the employees. Learning is delivered in perfect structured path to
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employees. It also includes e-learning, seminars, workshops, web-based training. These all
training are done on scheduled time basis, therefore, it is also knows as synchronous learning.
Use of formal learning:- In Alexandra-Reissue, formal learning for employees provides
compliance training of some topics which makes them desirable and consistent for their work. It
is also easy to capture training programs and to understand the skills efficiently by individual for
achieving the business objectives. It also helps and motivates individual to work in a team to
gain more knowledge and skills in bulk and to achieve proficiency in their work. It indirectly
leads to more market share of organisation. It gives specific idea for the weaker sections of
organisation to get rid of problems in less time by having appropriate knowledge through
specialised training.
Informal learning: - it refers to non formal learning means knowledge is gained by
experience or by self-directing. In this, objectives are not set for employees to gain that much
knowledge. It is just informal knowledge gained by listening or observing others. It includes the
habit of reading articles, self-study, participating in activities or events, support from seniors. It
does not take certification or degree of training because it is just prior to self learning (Allamanis
and et.al., 2017). This learning is also done from outside environment to gain knowledge of
different sectors too. It includes activities like presentation, talk to others, advice, group
discussions. This type of learning is not time bounded therefore, it is also known as
asynchronous learning.
Use of informal learning:- In Alexandra-Reissue, To gain knowledge through informal
means saves time and money of organisation because it does not need specific instructors to train
employees. Learning from different sources gives enhanced knowledge of different sectors
which helps to develop innovative ideas for improvement in their work. It develops self-directing
knowledge and skills. Sharing of knowledge is appropriate tool in informal learning.
Need for continuous learning and professional development – Continuous learning
refers to learn regularly for improving skills and abilities to meet the business objectives. It
involves potential learning, values, experience, policies, values, practices and methods. For
sustainable business performance, regular learning is must for employees for maintaining
consistency in their work. Continuous learning leads to more profitability and increase the
chances of adopting changes in work environment. It is lifelong process for development in their
professional skills. It helps to maintain the knowledge or information up to date by having group
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discussion in organisation. It makes the employees to increase interest in their work environment
by gaining more knowledge.
TASK 3
P5 Contribution of high-performance working to employee engagement and competitive
advantage
Covered in presentation.
TASK 4
P6 Evaluate the ways which supports high-performance culture and commitment
Performance management refers to the process of providing work environment to employees
so that they can give their best to do work. It begins from joining the organisation and ends till
the leaving request. It also defines employee relation in organisation by having good interaction
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Illustration 1: performance management
Source: ( What is an Effective Performance Management System
2017)

between each other (Bianchi, 2016). It gives opportunity to each and every employee to do their
best. Overall performance of organisation is improved by increasing performance of individual
and team. It guides employee for their professional career and support them to implement the
approaches made. Process of performance management includes:
 developing appropriate job description and specification
 recruiting and selecting right candidate
 provide continuous learning and training for improvement
 Analyse performance quarterly to reward them.
 Hold meetings to know strength and weaknesses
 provide support and guidance to employees for directing right path
Collaborative working:- It is also known as joint working or partnership working. In this, it
refers to the working of more than two organisation together. In Alexandra- Reisse, It can be for
both temporary and permanent purpose (Ratzliff and et.al., 2016). It includes some mutual
agreements between organisations that benefits both users. Collaborative working increases
effectiveness and efficiency of work as per legal laws and regulations.
Importance of collaborative working: collaborative working gives different befits
which are explained below:
6. Improve flexibility – To handle uncertain and sudden changes in work environment,
collaborative working helps a lot to adopt and implement changes (Biringer and et.al.,
2016). It is done by easily sharing of information between skilled candidates of
Alexandra- Reisse to other candidates of other organisation.
7. Engagement of employees – Collaborative working gives scheduled work according to
their time basis which makes employee engaged in their work. Due to this, employees do
not get time to do uncertain things. They are just focussed on their targets in Alexandra-
Reisse and keep planning tactics to achieve them.
8. Productive meetings – Collaborative working needs to hold meetings continuously for
analysing threats and opportunities in Alexandra- Reisse. It makes employee updated for
current and future trends (Vangen, 2016). It helps to make strategies to gain competitive
advantage. Information is shared effectively mangers of different organisations.
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Effective performance management :- it refers to the better process for improving performance
of employees by identifying, planning, organising and implementing strategies. It is a continuous
process. Monitoring of employee performance is required through meetings or taking feedback.
Most performance is evaluated by their achievement values. Employee performance results in
organisation performance (Kroll, 2015). According to the ability and capacity of employees,
work is distributed to them as per advice from mangers for effective and efficient performance.
Regular meetings are necessary to hold to share information effectively between employer and
employee to know the individual performance, team performance which combine gives
Alexandra- Reisse performance. As Alexandra- Reisse is a financial company, so it requires
crucial handling of account holder. More number of accounts lead to more productivity and more
market share. Feedback that is received from employees helps to make new strategies or
planning for formal and informal training so that performance of workers increases. To set goal
in advance is major tool in performance management. It gives advance idea and strategies to do
the work and achieve the target on time. It helps to both individual and their team. One thing that
is important in performance management that it does not done to make employee happy, it is
done to make them motivated and informatics. In Alexandra- Reisse, When skill full discussions
are combined with discussions of pay then, individual is focussed on pay only not on
development. Reward pay management is also a major factor in performance management
because money matters to everyone.
CONCLUSION
This report summaries human resource management in a company. Further, this report
outlined skills, knowledge and behavior required by HR department of Alexandra-Reisse
company. Furthermore, this report outlined importance of CPD in HRM and benefits of
recording & evaluating CPD. Moreover, this report outline personal skill audit. After that, the
report create and analyze personal audit skill of a newly appointed manager. Further, this report
outlined development plan. Furthermore, this report outlined difference between organisational
& individual learning and training & development. Moreover, this report outlined strategic &
tactical goals by using the example of GAP analysis and evaluating skills. After that this report
conclude need of continuous learning & professional development in the sustainable growth of
the company. Further, this report outlined contribution of HPW in employees engagement and
competitive advantage. Furthermore, this report concluded different approaches to performance
12

management and their support to high performance culture and commitment. At last, this report
concluded that skills & performance of employees of Alexandra-Reisse company improves with
the help of human resource management.
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