Developing Individuals, Teams and Organisations: HRM Report Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) principles and their application in developing individuals, teams, and organizations. It begins by defining the essential knowledge, skills, and behaviors required by HR professionals, emphasizing the importance of training and development, recruitment, and legal compliance. The report then delves into the significance of personal skills audits and the creation of Personal Development Plans (PDPs) to identify skill gaps and foster individual growth. It contrasts organizational learning with individual learning, highlighting their distinct focuses and impacts on innovation and competence. The report also examines the role of High-Performance Work (HPW) in enhancing employee engagement and driving competitive advantage, as well as different performance management approaches to support HPW and organizational commitment. The report uses the example of Alexandra Reisse, a financial institution, to illustrate the practical application of these concepts, emphasizing the importance of team spirit, leadership, and continuous professional development in achieving sustainable business performance.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Defining the appropriate and professional knowledge, skill and behaviour that is required
by HR professionals....................................................................................................................1
P2. Analyse the personal skills audit to identify the knowledge and skill or to identify the gap
and develop a PDP......................................................................................................................3
M1...............................................................................................................................................6
D1................................................................................................................................................6
TASK 2............................................................................................................................................6
P3 Analyzing the differences between organizational and individual learning, training and
development................................................................................................................................6
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
M2...............................................................................................................................................8
TASK 3............................................................................................................................................8
P5 Explaining the importance of HPW for employee engagement or to gain competitive
advantage....................................................................................................................................8
M3...............................................................................................................................................9
D2................................................................................................................................................9
TASK 4..........................................................................................................................................10
P6 Defining the different approaches to performance management and how they support
HPW and culture commitment..................................................................................................10
M4.............................................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In present competitive environment, it is become very necessary for the organizations to
maintained the stability of the employees and improve the collective and individual capabilities
of its people. Present study will be describing the individual development and its importance in
terms of employee development. It will explain HRM and their skill knowledge required by |HR
professionals. Further the study will also be explaining the concept of continues professional
development which is required of higher performance. However, to develop the individual
person study present the skill audit and supported by personal development plan.
To conduct this study further, report will be taking Alexandra Reisse which is the
financial institution in the England. This study will be presenting the deep understanding of
human resource management and their roles in employee development process. Further in the
study will also presenting the importance of high performance working that helps to develop the
employee performance and team spirit.
TASK 1
P1 Defining the appropriate and professional knowledge, skill and behaviour that is required by
HR professionals.
Human resource management which is devised for the performance of management within an
organization (Bin, 2015). Essentially this will help to regain the positive environment and long-
lasting goals in order to develop the maximum and long lasting performing goals and results.
Essentially, the purpose of HRM is to maximise the productivity of an organization of its
employees.
Knowledge of HR professionalism
Training a development: T&D is the most essential and required knowledge that HR
manager should have in their professional areas. Coordinate all human resources programs and
planning goals will help to motivate the long-lasting management task. Manager also responsible
to give new methods or techniques to employees.
Recruitment & Selection: This is another recruitment and selection process that deals with new
long lasting performing manner (Bolden, 2016). HR should have knowledge to bring new
methods or strategies through they recruit new employees in within Alexandra Reisse.
Recruitment of employees is the initial or foremost knowledge of HR that should have in their
career.
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Human Resource information system: This is another knowledge area of HR that
should company needs to adopt in order to meet the needs and wants of the organisation. HR
should have knowledge to manage the development and maintenance of the Human resource
sections of both the company website, recruiting, culture and company information. Besides, it
also very necessary to build up the new managing goals and make the more generalised
knowledge and goal performance.
Laws: to lead company and compliance with all existing governmental and labour legal
government reporting requirements including any related to the Equal employment opportunity.
Laws are the essential tool that for that HR should need to be aware to protect the company from
unnecessary implication of government (Denhardt and et.al., 2018).
Skills of HR professionalism
Employee Relation: this is the foremost need that HR professional should have in their
business career. Successful HR managers is the way to promote the long lasting behavioural
goals and make the best outcome results and best performing goals. HR professional have skills
to maintained the good relation with employees and encourage them towards the quality
performance.
Team work and collaboration: this is another skill that HR have in their career that
helps them to build new networks and maintained the working environment in within the
business areas.
Behaviour of HR professionalism. The main focus of HR is on the creating the best workplace
possible, it is extremely important we find collaborative team members who believe in the
company mission.
Negotiation Skills: this is the significant need that all HR have to negotiate with
employees at the time of interview or in several process. Negotiation skills in which HR
negotiate with employees in terms of salary, or in any problem-solving situation.
Decision making skills: there are several situations has raised within an organisation for which
HR manager required to take some action (Fidalgo-Blanco and et.al., 2015). For all those
process, HR should have good decision-making skills to take the business on the right path.
Behaviour of HR professional
Transparency and trustworthiness: HR professionals are the leader who always support
employees and their needs. In employee certain issues HR who always help them and give good
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advice to resolving the conflict. This supportive behaviour helps person to become a HR
professional in future career.
Optimistic: HR always think new ideas for employee enhancement and make environment
positive and optimistic. This kind of behaviour helps employees to get confident and motivated
towards the company achievements. This behaviour of HR can make employees motivated
towards the achievement that helps them to get position in the company.
P2. Analyse the personal skills audit to identify the knowledge and skill or to identify the gap
and develop a PDP.
Personal skill audit is the process to identify their own skills or knowledge in the particular area.
In this present skill audit personal skill audit is prepared for a team leader (Fu and et.al., 2015).
Personal skill defines the person knowledge and intelligence and the level of performance. It also
helps to defined the skills required to perform the goals in upcoming situations. This will make
the long lasting and developing growth results. This will help to motivate the long range of
development issues. Apart from that, it develops the new managing projects.
Personal Skill audit
Communication skills Very skilled Moderately
skilled
Need of
training
11 I am very well aware about all
body languages.
✓
Evidence Provided: I have good communication sense that helps me to identify the body
language of others. This skill helps me to know each employee and their strength and
weaknesses.11 I have good skills to spoke
with other members in polite
manner.
✓
Evidence Provided: I have good communication skills that helps me to make good friends. This
skill helps me to make employees more enthusiastic and challenges. Besides, this also help to
determine the long-lasting development and effective managerial skills.11 I can comfortable in both
formal or informal meetings.
✓
Evidence Provided: I need to develop my this skills to attend formal or informal meetings as I
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am not good at interacting people in meetings.
Planning and Organizational skills Very skilled Moderately
skilled
Need of
training
1. I can organise my own work ✓
Evidence Provided: I am not good enough to plan my own task as per the time and schedule, I
need to focused on my time management skills. In other words, it also need to required and
manage good development skills and goals to develop the deep understanding results.
2. I can make good planning of
my professional work.
✓
Evidence Provided: I am less experienced to make plans of people as I am not as much aware
the whole things and having lack of proper knowledge to brings new managerial tools and
techniques.
Analytical Skills Very skilled Moderately
skilled
Need of
training
11 I can able to handle the critical
situations.
✓
Evidence Provided: It is difficult for me to handle the critical situation to make decision making
approach. I need to focused on this skills and goals.11 I can handle the conflict
management
✓
Evidence Provided conflict management is the necessary task that should handled by the team
leader and staff development manager. I need to adopt, I also need to more focused on the new
managerial goals that continue by the organisation and goals.11 I can modify my work ethic
and very well capable of
evaluating my own work.
✓
Evidence Provided: I need to learn new development skills and performing long lasting
development growth to build up the new range of development task. I also need to learn ethic
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goals new business ethical behaviour to make my team effective award winning.
Professional development Plan
Skills required Action required Outcomes Resources Time required
Conflict
management
I need to develop
conflict
management
skills to make
my team more
effective.
I use this conflict
management
skills in my team
building process
and also solve
the conflicts in
between the
employees.
Workshops,
conflict
management
skills and
knowledge.
1 month
Time
management
To learn time
management
skills. I need to
learn how to
manage work in
a less time
requirement.
I can use this
skill in order to
develop my own
performance
goals and new
working
performance
goals and
required
management
task.
Time
management
resources,
practical
knowledge
practices.
1 month
Work ethics I need to learn
work ethics to
make my career
more advanced
and productive.
Outcomes it
helps to bring
new management
process goals.
Besides, this
work helps me to
manage my own
development
Resources
required,
knowledge to
gain work ethics.
1 month
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targets.
M1
As identified the professional skill plan above it has been identified that, some skills
required to develop the team spirit and team leader knowledge to take the new process and goals.
In order to fill the gap. I need to focus on some skills that I need to required. Such as conflict
management, time management, work ethics. That helps me to increase my overall performance
objectives.
D1
To learn new task, it would be great for my future being in other words, it helps to build up
the new upcoming sources and new opportunity development growth. professional development
plan helped me to meet my set objectives to being as a good team leader.
TASK 2
P3 Analyzing the differences between organizational and individual learning, training and
development.
Individual learning and Organizational learning
Organizational learning Individual learning
Organizational learning starts when
individual and teams take correction action
on their beliefs.
Individual learning should always
have focused on individual
performance. In other words,
individual learning is performance
oriented.
Organization based on three components are
open mindedness, commitments, shared
vision.
In contrast Individual learning, it is
based on individual goals,
performance and personal
development.
Organization learning led innovation and
company enhancement.
Besides, individual learning makes
persons more competent to deal with
the challenges.
Organizational learning is the profit oriented Individual learning goals will make
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(Jones, Woods and Guillaume, 2016). They
only want profit and effective business
performance.
the all things more clearly explained
and managing. In order to generate
the long-lasting results and make the
effective learning goals.in other
words, individual learning is the
personal development process.
Organizational learning is the free paid
learning process that conducted by the
organization.
In other ways, individual learning is
the paid services which is bear by
individual person itself.
Differentiate between Training and development
Basis Training Development
Motivation In the process of training, trainer is the
individual person who give motivation
level to the team mates.
In the process of development
motivation, individual need to
get motivation by itself.
Orientation Training is a system towards the job
oriented.
Development is the system
which is career oriented of an
individual.
Objectives The aim of the training is to enhance the
individual performance within the
workplace.
This will help to recontinue
the process in an appropriate
manner.
P4 Analyze the need for continuous learning and professional development to drive sustainable
business performance.
Continues learning and professional development is the most required task for the company to
make the best outcome results. This will be more effective generating goals that helps to make
the long-lasting results and bring new working strategies’. This will help to recontinue the
process and effective management goals (Manuti and et.al., 2015). In the company team leaders
hould required to build the continuous development plan to build the productive approach for the
effective management goals. This process can help to new leader to build up the new plans for
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team to get the success. CPD also helps to build up the effective team building support to make
all employees happy and satisfied the organization objectives.
Company can adopt both formal or informal training system goal in order to sustained the
new learning opportunity and task. It must also have required to bring new bring opportunity
and goal to make the best output for the cited company.
The use informal or formal meeting is required to build effective team performance in
order to accomplish the company aims and objectives (Noe and et.al., 2017). This process of
learning constantly developing the individual performance and organizational skill set to perform
the task. Alexandra Reisse required continuous learning to make the effective team building and
let them employees get new reward and functions to make new performance areas and goals.
New working goals and new product development process will help to all team mates
productive and challenging for the new development goals.
M2
As per my own study skills and observation I analyzed that, Alexandra Reisse required
CPD as per the situation of team performance. On the basis of Kolb’s learning cycle model, it
has been present the importance of CPD.
Concrete Experience: As per the situation of Alexandra Reisse it has been analyzed that,
continuous performance development is the long lasting performing goals that helps to build yup
the new skills and knowledge to ineffective team members.
Reflective observation on the new Experience: I analyzed that, CPD is the best
application to deal with new changes as also develop the new skill in employees as well.
Abstract Conceptualization: CPD generate the new ideas for Alexandra Reisse that helps
business for new product development or opportunity (Schuchmann and Seufert, 2015).
Active Experimentation: New idea into the business that helps to generate the quality
performance outcomes from team members.
TASK 3
P5 Explaining the importance of HPW for employee engagement or to gain competitive
advantage.
High performance working is the significant tool that helps to build the employee
performance and quality performance management team. This comprise a group of highly
talented and motivated professional working together for the common goals. it will help to
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recontinue the management objectives and build up the new management ideas for the
employee’s development as well.
Benefits of HPW
To improve employee performance quality: HPW can make employees more productive
and efficient that will be more effective to gain competitive advantage. Better cooperation
through better quality is more fruitful for individuals to work as a team member.
Competitive advantage: Achieving higher quality and effective management task is give the
better financial results. Through company can achieve high financial results. This can help to get
the highest average HP score in the industry or sector that will be helpful to gain competitive
advantage (Shin and Konrad, 201). This will help to recontinue the goals and higher satisfactory
result-oriented task. This will more helpful and challenging management task to make the
effective learning styles.
Improved employee engagement: This is another advantage or results that makes the
good outcomes and effective management performance. This also helps to improve the employee
engagement process of employees to build up the new opportunity or growth.
Employee motivation: by learning new styles or method of learning will help employee to
gain new set of learning style and knowledge that makes individual people productive and
enthusiastic.
In order to promote HPW process company need to promote teamwork across the
company structure by building cross functional teams across the al department. Besides, HPW
can also be forming and develop by encouraging employees and let them taken the decision for
new development goals.
M3
Alexandra- Reisse can apply this high performance working styles and approaches that
helps company to build the effective team building. As per the analysis of the benefits of
applying HPW that, it makes team more energetic as compare to previous performance. This
style of management will help to make employees award winning team. This positive attitude
generates team spirit of Alexandra- Reisse employees to gain awards (Thorpe, 2016). There is
also one new team member who was recruited externally but has a qualification in banking and
finance. It bring new managerial skills and goals to gain the competitive advantage.
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