Individual Development Report: HRM Practices, Skills, and Development

This report examines individual development within the context of Human Resource Management (HRM). It begins with an executive summary outlining the report's purpose: to understand HRM practices and their impact on organizational progress. The report then delves into the knowledge, skills, and behaviors essential for HR professionals. A key component is a personal skills audit of an employee, Jane Cambridge, assessing her proficiency in areas like Excel and interviewing, while identifying areas for development, such as database usage. Based on this audit, a development plan is proposed, including workshops, mentorship, and vocational training to address skill gaps and enhance Jane's capabilities. The report further distinguishes between organizational and individual training and development, highlighting the benefits of continuous development for sustainable business performance. Overall, the report emphasizes the importance of effective HRM in fostering employee growth and contributing to organizational success.

Running head: INDIVIDUAL DEVELOPMENT
INDIVIDUAL DEVELOPMENT
Name of the student
Name of the university
Author note

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Executive summary
The main purpose of undertaking the report is to understand the requirements of the human
resource management and the way in which it affects the progress of the organization. It
enumerates ways in which the the issues can be resolved and the practices undertaken by the
human resource manager. Training is also taken in order to make sure that the practices are
helping the work force. The main purpose of this report is to understand the values of the human
resource and their function in determining the progress of the organization.

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Table of Contents
Section 1..........................................................................................................................................3
1 Introduction...............................................................................................................................3
2 Knowledge, Skills and Behaviors of an HR.............................................................................4
3 Personal skills audit for an employee: Jane Cambridge...........................................................5
4 Development plan for Jane Cambridge....................................................................................7
5 Differences between organizational and individual training and development........................9
6 Continuous development and sustainable business performance.............................................9
Conclusion.................................................................................................................................10
Section 2........................................................................................................................................11
References......................................................................................................................................15
Appendix........................................................................................................................................19

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Section 1
1 Introduction
The practices that are being undertaken by the organizations are based on the changes in
the external and the internal environments. Human resource is the integral part of the
organization, which helps in undertaking the desired change. The most important consideration
undertaken by the organizations are based on the requirements of the clients.
The report enumerates the ways in which the management of the human resource can be
undertaken. It helps in managing the resource effectively which helps in undertaking the gradual
progress of the organizations (Ridder, Baluch & Piening, 2012). The major parts of the report
states in which an employee can be trained in order to undertake effective human resource
management practices. Effectiveness of the human resource management helps in undertaking
the steps in order to enhance the functionality of the employees. The effectiveness of the skills
and behaviors of the managers helps in motivating the employees and thereby increase the rate of
productivity (Alfes et al., 2013). The human resource helps in undertaking the developments of
the organization. Therefore, proper management of the human resource is an important
consideration undertaken by the organizations.
The main purpose for undertaking this report is based on the effectiveness of the practices
that are being undertaken by the organization in order to hold on to the changes in the internal
and the external environments (Alfes, Shantz & Truss, 2012). The report focuses on enumerating
a plan to train an employee based on the requirements of the HRM practices that are required to
be undertaken.

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2 Knowledge, Skills and Behaviors of an HR
The knowledge, skills and behavior that is being required in order to undertake the
processes of conducting the management of the human resource is being discussed in this section
of the report.
 The HR must be able to work and integrate with all the departments in order to assist the
line mangers in performing their job roles. This practice enables the HR in understanding
the progress of the departments (Terera & Ngirande, 2014). It also helps the HR in
understanding the issues faced by the people in the departments and thereby resolve the
issues.
 Promotion of the equality and the diversity in the departments is another aspect that must
be undertaken by the HR in order to excel in the business (Giauque et al., 2013). It helps
in improving the efficiency of the functions undertaken by the organizations.
 The main role of the HR in the organization is to recruit skilled workforce, which helps in
the organizational progress in the market (Lamba & Choudhary, 2013). The HR of the
organization also must take steps in order to train the employees based on the changes
that are being planned by the organization in order to cope up with the market conditions.
 It is also the prime responsibility of the HR to review on the remunerations that are being
received by the workforce (Ferreira, Proença & Proença, 2012). The steady check of the
remunerations and the grants as per the policies of the organization helps in negotiating
with the representatives of the workforce (unions) relating to the remunerations received
by the employees of the organization (ALDamoe, Yazam & Ahmid, 2012).
 The HR of an organization also deals with the grievances of the employees. They
function more like an intermediary between the employees and the management in

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communicating the grievances of the employees to the management. It is through the
efficient functioning of the HR that the organization understands the requirements of the
internal stakeholders of the organization, particularly the employees.
3 Personal skills audit for an employee: Jane Cambridge
The skills that are being portrayed in the audit is being discussed in this part of the report.
It helps in understanding the requirements of undertaking the training program. The report helps
in maintaining a record of the progress that is being made by Jane by contrasting the position
before taking the training and after the completion of the session.
 The employee is being portrayed as an expert of using excels’ and word formats, but
there are certain issues that the individual is facing in utilizing the professional HR
software. The usage of database in order to understand the situation of the Human
resource is again an important point to be focused in order to enhance the capability of
the individual in taking decisions (Clarke & Hill, 2012). Jane lacks in the knowledge of
using a database in order to understand the situation of the workforce, which is a serious
issue she might face in the end while determining the assets and the issues. The data
helps in understanding the long term goals, and thereby helps in the proper management
of the work force.
 She also has little or no experience in using the data to undertake the drafting functions
that are being undertaken in the employment. It is a serious issue, which she might face
while recruiting people in the organization. Data helps in understanding the proficiency
of the work force. Therefore, it will be affecting the organizational progress largely.
 She has proficiency in resolving issues and interviewing which will be helping her in
undertaking her job role (Jimenez-Jimenez & Sanz-Valle, 2012). Enhancing the

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proficiency of her verbal reasoning will help her in undertaking negotiations relating to
the remuneration and the other issues that are being faced by the work force. The
proficiency in the negotiations that she will be undertaking will help in the proper
communication activities that a HR is supposed to undertake.
 The most important step that the HR must take is the promotion of the diversity in the
departments. In order to ensure the diversity, the HR must be comfortable with the
different cultures and heritages in order to understand the different requirements of the
people she is going to recruit in favor of the organization.
 The HR is required to come up with varied range of ideas in order to deal with the issues
faced by the people in the organization. The most important consideration undertaken by
the HR is based on the requirements of the employees. On the other hand, the HR must
function based on the policies and norms of the organization. Adhering to both the
concerns of the employer and the employees, the HR must be able to manage and resolve
the issue. The malfunctions of the HR might cause problems in the smooth functioning of
the organization. Therefore, Jane might have to inculcate the habit of using different
perceptions in order to resolve a management related issue.
 Selective use of information is an important step that must be undertaken by the HR in
order to avoid situations of the discrepancies. The discrepancies that are being faced by
the manger is based on the requirements of the employees and the enforcement of the
policies of the organization on the employees. The HR manager must be able to balance
the two dimensions of the change and thereby help in the development of the
organization.

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4 Development plan for Jane Cambridge
The development plan is being formulated in order to make use of the resources and train
the individual in outnumbering the limitations for achieving the effectiveness of the actions. The
most important consideration undertaken y the organization in undertaking the training is to help
the individual in coping up with the issues that are being faced by the human resource of the
organization (Jiang et al., 2012). It is the prime responsibility of the manager to enumerate
strategies in order to resolve the issues faced by the work force. In order to come up with
strategies and implement them on the work force, the HR must follow some set of steps. The
steps are being enumerated by the organization in order to create an equal opportunity for the
people working in favor of the organization. The progress of the business is based on the
efficient functioning of the work force. Therefore, the management of the workforce is an
important aspect that must be undertaken by the organization in order to ensure the smooth
functioning of the organization.
The steps that are being taken by the organization after assessing the capabilities of the
individual is being enumerated and discussed in this part of the analysis. It helps in the clear
understanding of the needs and requirements of the HR to undertake steps in order to manage the
workforce more efficiently.
 Undertaking workshops in order to make use of the practical circumstances helps in
making the individual understand the issues and the solutions that must be enumerated.
The undertaking of the workshops and the seminars helps in making the most of the
environmental factors, which provides a perfect ambience in order to cope up with the
circumstances. The most important consideration undertaken by the organization in
undertaking the workshops is based on the criteria of creating awareness of the issues

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faced by the human resource and the critical designs of the solutions that the HR must
undertake in order to solve the issues. The workshops create an atmosphere of the
activities undertaken by the organization in order to make use of the processes based on
the policies and the norms.
 Mentorship is again another way in which effective training of the individual can be
undertaken. In this system, examples are cited of prominent managers and their
operations in order to help the individual in understanding the steps involved in the
process (Long, Ajagbe & Kowang, 2014). The most important consideration undertaken
by the organizations are based on the requirements of the organization and the work
force. The step helps the individual in understanding most of the issues that are being
faced by the work force and thereby resolve the critical issues in order to manage the
functionality of the workforce.
 Vocational training is also an important point that must be emphasized in order to
improve the negotiable attitude of the individual (Jiang et al., 2012). It helps in
undertaking proper interviews and thereby analyzes data in order to select the best person
for the job role while recruiting.
 Training on the technology helps in making the HR understand the value of the software
and the usage of the same in order to determine the progress of the organization. It helps
in the production process by determining the data that is being kept by the HR (Eslami &
Gharakhani, 2012). The training helps in enhancing the capability of the individual in
using the Excel and the Word formats and makes the individual proficient in undertaking
ways to analyze the data, which helps in determining the progress and the smooth
functioning of the organization.

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5 Differences between organizational and individual training and development
There are certain differences which can be enumerated while considering the individual
learning and organizational learning objectives. The individual learning is the micro process of
the organizational system, which aims at making the individuals more proficient with the job role
while undertaking the responsibility. It helps the individual in understanding the job role and
thereby act accordingly based on the norms and the policies. The individual learning is
associated with the growth and development off the individual. It is an individualistic approach
of learning where the learner gains a hike in their positions and thereby gain stability in the
organization.
On the other hand, organizational learning is based on the requirements of the clients and
the consumers for which the organization is manufacturing the products and the services. In
order to make the business sustainable in the market, the organization makes a note of the
patterns and observes the trends of change that the society is undertaking. The most important
consideration undertaken by the organization is based on the actors leading to the change and
therefore, the company undertakes the changes in order to expand and grow. The individual
learning also helps the organization in undertaking the growth of the organization. Individual
learning initiatives are supported by the supply of skilled work force to the company’s resources.
The most important consideration undertaken by organizations is based on the appointment of
the skilled workforce as it helps in the smooth functioning of the organization.
6 Continuous development and sustainable business performance
The continuous development that is being undertaken by the organizations are based on
the changes in the internal and the external environments. The changes are based on the
technological advancements and the trends that are ever-changing in nature. In order to adhere to

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the changes, the organizations modify their policies and structure in order to hold on to the
market. continuous development of the organizations based on the requirement of the consumers
is an important criteria that is being undertaken. Sustenance of the organizations are based on the
concepts of the change.
Conclusion
Therefore, from the above analyses it can be stated that the HR manager plays an
important role in managing the work force. It help in determining the smooth functioning of the
work force and result to the organizational progress. The responsibilities of the HR in solving the
issues relating to remuneration and determining the recruitment of the skilled work force helps
the organization in making its smooth progress in the market. the most important part of the
analysis holds the job role of the individual, Jane and assessing the HR related qualities in her.
After the assessment is being undertaken, certain steps are being undertaken by the organization
in order to train her. A brief of the training plan is being enumerated in this context. it helps in
the understanding of the responsibilities and the job role of the HR managers.

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Section 2
The organization makes its progress on the effort of the employees. It determines the
achievement of the common goal of the organization based on the administration. The change
that is being undertaken by the organizations is based on the requirements of the clients. The
client’s requirements help the organizations to modify their services (Park & Shaw, 2013). The
smooth functioning of the organization depends on the smooth functioning of the human
workforce of the organization. in order to make the organization sustainable in the market, the
major consideration that is being undertaken by the company is to improve the conditions of
work (App, Merk & Büttgen, 2012). The motivation that is being provided through the
incentives and the grants helps the company in undertaking the motivational activities. It helps in
determining the smooth functioning of the work force.
The high performance working (HPW) is an important step undertaken by the
organization in undertaking the significant progress in the process of motivation. It is through the
motivational activities and the employee empowerment that the organizations have undertaken
the change. The basic consideration undertaken by the organization is based on the requirements
of the improvements in order to sustain the organization in the market (Refer to Appendix). The
influence of the HPW in maintaining the competitive advantage of the organization is based on
the quality of the work that is being done by the employees. The management of the human
resource helps in determining the type of services and the products that are being manufactured
by the organization. The organizational situation that might preferably bring in the change is
based on the consideration of the organization as per the change in the requirements of the
consumers. The change in the requirements have greatly affected the organizational structure

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and thereby affected the functionality of the organization. The situation most preferably is based
on the issues faced by the employees in adopting themselves to the changed working
environment. The most important consideration undertaken by the organizations are based on the
effectiveness of the human resource management (Bambacas & Kulik, 2013). The effectiveness
of the functions involved in the planning process determines the success of the organization. The
workforce of the organization is involved in the production process where the implementation of
the plans is being undertaken. It helps the organization in making the considerable changes based
on the requirements of the clients (Laddha et al., 2012).
The HPW helps in monitoring over the functions of the employees. It keeps a track of the
improvements made by the individuals in the production process. It is an individualistic
improvement approach in the micro level, but helps in determining the progress of the
organization to the large extent. The concept helps in determining the function of the HRM in
order to keep the employees motivated and focused on the work (Festing & Schäfer, 2014). It
helps in the smooth functioning of eth organization through the quality control measures. The
idealistic approach of the organization and the leadership style affects the work force largely.
There are issues that are needed to be addressed, and therefore the HRM undertakes the steps in
order to enumerate the issues faced by the people and solve the issues accordingly.
The different approaches to the performance management are being discussed in this
paragraph of the discussion. The performance approach helps in understanding the
performance of the employees based on the requirements of the organization. The performance
of the employees helps in the progress of the organization (Rehman, 2012). It helps in
determining the organizational aims and goals and focuses on the employee’s adherence to the
performance. It helps in understanding the requirements of the organization and determines the

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ways in which the improvements can be undertaken by the organization. On the other hand, the
comparative approach undertaken by the organization promotes the organization to rank an
individual from among the group based on the rate of the performance. It helps in keeping the
others motivated and focused on the work that is being undertaken by the organization (Bal,
Kooij & De Jong, 2013). This kind of approach helps the organization in making a quick
progress as the people puts in hard labor in order to retain the rank. Therefore, it facilitates the
smooth functioning of the business.
The attribute approach ranks an individual based on the teamwork and the contribution
that the individual made to the team (Kim, 2012). It simply helps in motivating the people in
their respective job role and enhances the teamwork undertaken by the organizations.
Behavioral approach is based on the behaviors of the people towards performing their job role.
The most important step undertaken by the organization is based on the requirements of the
functions (Caligiuri, 2014). The functions of the organization are based on the people working
under the system. The effectiveness of their work helps in determining the progress of the
organization. Results approach is based on the results that are being borne out of the efforts of
the employees. It is an approach where the organization undertakes the ranking activity based on
the performance (Hussain & Rehman, 2013). It helps in keeping the people motivated and
focused in the systems undertaken by the organization. The quality approach of the
organization helps in determining the quality of the products and the services undertaken by the
organization. It helps in determining the necessary steps in order to improve the quality and
thereby facilitate the change and sustenance of the organization (Hom et al., 2012).
Therefore, from the above analysis it can be concluded that the important steps that are
being undertaken by the organizations in order to enhance their functions and stability in the

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market is based on the employee motivation. The motivational activities undertaken by the
organization helps in determining the steps that the organization must undertake in order to
sustain its existence in the market.

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References
ALDamoe, F. M. A., Yazam, M., & Ahmid, K. B. (2012). The mediating effect of HRM
outcomes (employee retention) on the relationship between HRM practices and
organizational performance. International Journal of Human Resource Studies, 2(1), 75.
Alfes, K., Shantz, A., & Truss, C. (2012). The link between perceived HRM practices,
performance and well‐being: The moderating effect of trust in the employer. Human
Resource Management Journal, 22(4), 409-427.
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), 839-859.
App, S., Merk, J., & Büttgen, M. (2012). Employer branding: Sustainable HRM as a competitive
advantage in the market for high-quality employees. Management revue, 262-278.
Bal, P. M., Kooij, D. T., & De Jong, S. B. (2013). How do developmental and accommodative
HRM enhance employee engagement and commitment? The role of psychological
contract and SOC strategies. Journal of Management Studies, 50(4), 545-572.
Bambacas, M., & Kulik, T. C. (2013). Job embeddedness in China: How HR practices impact
turnover intentions. The International Journal of Human Resource Management, 24(10),
1933-1952.

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Caligiuri, P. (2014). Many moving parts: Factors influencing the effectiveness of HRM practices
designed to improve knowledge transfer within MNCs. Journal of International Business
Studies, 45(1), 63-72.
Clarke, M. A., & Hill, S. R. (2012). Promoting employee wellbeing and quality service
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702-713.
Eslami, J., & Gharakhani, D. (2012). Organizational commitment and job satisfaction. ARPN
Journal of Science and Technology, 2(2), 85-91.
Ferreira, M. R., Proença, T., & Proença, J. F. (2012). Organisational influence on volunteer
satisfaction and attitudes towards HRM practices: the case of hospital
volunteers. International Review on Public and Nonprofit Marketing, 9(1), 27-42.
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework
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Giauque, D., Anderfuhren-Biget, S., & Varone, F. (2013). HRM practices, intrinsic motivators,
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criterion. Psychological bulletin, 138(5), 831.

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Hussain, T., & Rehman, S. S. (2013). Do Human Resource Management Practices Inspire
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Appendix
Figure 1: HR value model
(Source: Eslami & Gharakhani, 2012 )
Strategic
initiatives
Design of
human
resource
Employee
motivation
Productivity
Improved
performance
Profit and
growth
Market value