Developing Individual Teams and Organizations: An HRM Perspective

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Developing, Individual Teams
and Organisations

Table of Contents
Introduction......................................................................................................................................5
Task 1...............................................................................................................................................2
Define HRM, what are the employee’s knowledge, skills and behaviours required by HR
professionals of Alexandra- Reisse which specializes in financial management........................2
Explain and complete a personal skill audit and professional development plan with an
analysis of gap areas....................................................................................................................3
Produce a detailed professional skill audit that demonstrates evidence of personal reflection
and evaluation..............................................................................................................................4
Produce a detailed and coherent professional development plan with your different learning
goals training in relation to achieving sustainable business performance objectives..................5
Task 2...............................................................................................................................................7
Explain and analyse the difference between organizational and individual learning, then
training and development............................................................................................................7
Apply to learn cycle theories to analyse the importance of implementing continuous
professional development............................................................................................................7
Task 3.............................................................................................................................................10
Explain your understanding of High-performance working (HPW).........................................10
Explain how HPW can help to create a competitive advantage and improve employee relations
...................................................................................................................................................10
How will HPW be perceived and viewed by internal and external stakeholders?....................12

Role of HPW and mechanisms to improved employee engagement, commitment and
competitive advantage for Alexandra- Reisse...........................................................................12
conclusion..................................................................................................................................13
Reference list.............................................................................................................................13
Task 4.............................................................................................................................................15
Explain what is meant by performance management (PM) as a concept and also as a process.
...................................................................................................................................................15
Do a critical analysis of different approaches of PM by making mention of at least 4
approaches and write how effective the mentioned approaches can be to an organisation.......16
Explain Organisational culture: How this can be both a facilitator and barrier to effective PM
explain........................................................................................................................................17
Conclusion.....................................................................................................................................18
References......................................................................................................................................19

LIST OF FIGURES
Figure 1: Phases of Kolb's Learning cycle......................................................................................8

LIST OF TABLES
Table 1: Personal Skill Audit Plan of Staff development manager.................................................3
Table 2: Professional Development plan of Staff development manager.......................................3
Table 3: Professional skill Audit.....................................................................................................4
Table 4: professional development plan..........................................................................................5

Introduction
The present report has highlighted the significance of human resource management and required
knowledge and skills for efficient HR professionals in an organisation, like, Alexandra- Reisse, It
is a consulting organisation that offers risk management strategies and deal in financial aspects
of different organisations, like, insurance coverage, wrap consulting to owners, etc. Human
resource management is the foundation for learning and development of employees in an
organisation through effective approach of performance management. A personal and
professional skill audit plan and personal development plan is discussed in the report in relation
to staff development manager of the organisation. Besides, the significance of high performance
working system is highlighted in the report that focuses on the improvement of overall
performance and productivity of Alexandra- Reisse.
1

Task 1
Define HRM, what are the employee’s knowledge, skills and behaviours required by HR
professionals of Alexandra- Reisse which specializes in financial management.
The effective management of workforce in an organisation requires an HR department that can
develop appropriate strategies for workforce planning, hiring, and compensation, labour
relations, and risk management. All the efforts of HR management are directed to help the
organisation to attain a competitive advantage in the market.
The knowledge that HR manager requires in relation to employees management includes an
understanding of organisational procedures, and policies to ensure team collaboration and
positive team outcomes (Albrecht et al., 2015). In addition, it requires basic knowledge of
employment contracts and applicable legislation pertaining to it. The knowledge of job
descriptions and specifications is also essential to recruit the required number of persons for
Alexandra- Reisse at the right time.
HR professionals must have the skills of both categories: personal and professionals. For
example, personal skills of HR managers include communication skills for better coordination
with the team, public speaking skills to better guide and involve employees in different matters,
and problem-solving skills to ensure tasks are completed within the scheduled time without any
issues and conflicts (Jackson et al., 2014). Besides professional skills may include, planning
skills for better strategic decisions, leadership skills to ensure employees engagement, and
decisions making skills to make the right decisions at the right time for sustainable growth of the
organisation. The behaviour of the HR manager is required to be adaptable so that it can easily
face challenges and explore new organisational growth opportunities. In addition, the HR
manager must value its manpower and be calm and positive to encourage them towards high and
quality performance.
Importance of CPD to HRM
2

Continuing professional development (CPD) is vital for an individual as it supports to develop
professional expertise in a continuous manner. It is essential to record and evaluate CPD to
maintain and improve the skills and knowledge required to perform the task in a particular
profession (Friedman, 2013). In addition, it supports the employees to be aware of changing
trends in the profession and therefore they can effectively contribute their efforts towards the
accomplishment of team goals.
Explain and complete a personal skill audit and professional development plan with an analysis
of gap areas.
Table 1: Personal Skill Audit Plan of Staff development manager
Areas of skill audit Skill assessment
Strength Weaknesses
Communication skills I am good in oral presentation
and communication.
I face difficulty in conveying my
views in written format.
Problem solving skills I always try to understand the
problems from all the angles
to find out the best solution.
However, understanding of critical
situations and relevant issues is
difficult.
Public speaking skills I can easily influence my
team members with my
confidence and oral
presentation
However, I feel difficulty in
speaking in front of large number
of team members
Table 2: Professional Development plan of Staff development manager
Skills to be
developed
Expected goal Actions required to
be taken
Application Time
period
3

(weeks)
Communication
skills
Overcome the
issue of writing
speed and
grammar
mistakes
Reading books, and
writing practices
For presentation
and preparation
of reports and
documents
2-3
Problem solving
skills
Increase the
ability of
solving
complex
problems
Learning from the
success stories of
higher management,
interactions, and
communications
For better
coordination of
team efforts and
better
understanding of
complexity in
different tasks
2-3
Public speaking
skills
Overcome
nervousness
Getting engaged in
Group discussions,
debates and
seminars
To lead and guide
the team in an
effective and
influential
manner
3-4
Produce a detailed professional skill audit that demonstrates evidence of personal reflection and
evaluation.
Table 3: Professional skill Audit
Areas of skill audit Skill assessment
Strength Weaknesses
Planning skills I am good in planning the However, I have lack of patience
4

every aspect of team tasks and creativity
Leadership I try to establish good
relationships with my team
members for better leadership
practices.
However, sometimes informal
relationship may leads to delay in
execution of tasks.
Decision making skills While making decisions, I
prefer to listen and
understand the opinions and
views of others.
However, lack of critical thinking
ability results in undesired
outcome.
Produce a detailed and coherent professional development plan with your different learning goals
training in relation to achieving sustainable business performance objectives.
Table 4: professional development plan
Skills to be
developed
Expected goal Actions required to
be taken
Application Time
period
(weeks)
Planning skills Enhancement of
creativity and
patience
Meditation and
attending seminars
that support
creativity and
innovation.
To better execute
the allocated
tasks to my team
1-2
Leadership skills To understand
the behaviour
of employees
and accordingly
leadership
Learning new
leadership styles
from seniors,
seminars, and
To effectively
guide and support
my team
members
2-3
5

styles is
required to
apply.
training.
Decision making
skills
Development of
critical thinking
skills
Attending
educational
programs
To attain the
desired outcome
3-4
6

Task 2
Explain and analyse the difference between organizational and individual learning, then training
and development.
Continuous learning supports the HR professionals to acquire higher skills, knowledge and talent
for better application of tasks at Alexander Reisse. Learning can be of two types: organisational
and individual learning. Organisational learning supports the overall development of employees
performance so that they can better execute their work while individual learning emphasises
sharing of employees experiences, employees engagement, participation, etc. so that they can
develop their personal and professional skills to execute tasks in a particular field better (Sessa
and London, 2015).
Continuous learning requires timely conduct of training and development programs at Alexander
Reisse. Training programs are arranged for the new workforce to make them better understand
what they are expected to do and how it can be done. On the other hand, development program
supports the existing employees in fostering their career through the enhancement of their
existing personal and professional skills and knowledge.
Need of continuous learning
Continuous learning refers to a cornerstone of Alexandra- Reisse as it helps business and its
employees to remain competitive and efficient in attaining their goals. Individuals that do not
upgrade their skills rapidly according to the circumstances, they will be unable to execute the
business plans effectively. Continuous learning develops the ability of learning and progress
among the staff of Alexandra- Reisse and therefore with their continuous reinvention they can
offer a competitive edge and long term growth to the organisation (Pieters, 2017).
Apply to learn cycle theories to analyse the importance of implementing continuous professional
development.
Kolb’s learning cycle theory
7