Developing Individuals, Teams and Organisations Assignment sample 2

INTRODUCTION

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Knowledge and skills are most important for an individual in business organization. Knowledge and skills can help person to perform efficiently as per the requirement of company. There are different practices are performed by the organization management to improve internal performance. Human resource department of the organization is responsible for employee development and skill development. In other words, knowledge and skill development process is comprises of different process that is designed by the organization to improve performance of organization in target market (Michael, 2019). For example learning, growth, expert theoretical knowledge, practical training, supervision, and leadership is used by the organization to develop knowledge and skills of employees. This report is about Clarks & Neil HR Consultants that is known for providing HR services to the other business organization. Knowledge and skills that are required by HR professional in business organization will be discussed in report. Personal skill audit will be provided in the report to analyse their skills and knowledge. Differences between organizational and individual learning, training, and development will be presented in report. For sustainable business performance importance of continuous learning, professional development will be analysed in report. Role of high performance working for employee engagement and competitive advantage for business organization. Various approaches of performance management will be analysed in report and importance of performance management for high-performance working will be analysed for business organization with support of various examples.

TASK 1

Skills and Knowledge Required for HR Professional

Different skills are required by HR professional to perform various tasks effectively. This knowledge and skills can be used by the person to keep operational failures and errors minimum. Some of the main skills that are important for the HR professional are- Employee relation, on-boarding, Human Resource Information Software, Performance Management, Team Work and collaboration, Scheduling, customer service and project management. Along with these skills, this is also important to have technical skill to deal with new technology. These skills are helpful for HR to perform various tasks with high success rate.

Employee Relation

Employee relation is considered a process in which relationship between employees and employer is considered by the Human Resource Department for further improvement. In this process, connection between employer and employee is supported to reduce communication gap between top-level management and front line worker of organization (Kianto, Sáenz and Aramburu, 2017). This is how employee relation skill can help the Human Resource Professional to manage better environment in organization and improve the internal performance of organization. This skill also can improve the credibility of HR official in organization.

On-Boarding

On-boarding is considered a process in which recruits that are introduced to the organization and various processes that are performed in organization. This is considered as most important operation of organization to onboard an employee who is recently recruited in organization. This is most complex process to make a person comfortable within the workplace. For this process, HR professional needs proper experience and communication skill to make new employee comfortable in organization working condition. This skill can help the HR professional to perform effectively with new employees in organization. This is most complex skill that can help person to effectively perform employee management process.

Human Resource Information Software

In HR department, there are different software and systems are used to perform different operation. These processes and software are used by the organization to manage the organization information effectively. Different tasks are performed by the HR department to manage the men power of company. This is not easy to manage all information within time. To perform all operations within time HR department uses the software. This is highly required for the HR professional to have knowledge and experience of this software. If the HR professional has skills to operate this software in organization than it can improve their credibility in organization. This how these skills can be considered as most important skill for HR professional. For example, ERP software, Payroll software and employee management software are common software that is used by HR department in organization.

Performance Management

In the business organization, this is responsibility of HR department to manage the performance of organization in target market. Some different operations and processes are used by the HR department to manage motivation level of workforce of the organization. In the performance management, process HR of organization tracks the performance of employee in various operations to analyse their effectiveness in organization. On basis of the performance data, various training and development sessions are designed by the HR officials to improve the skills of employees in organization (Delery and Roumpi, 2017). This is how performance management is one of most important skill for HR officer. To improve performance as HR professional this is important for person to have this skill.

Team Work and Collaboration

Team working is most important skill for person in organization. Most operations in organization are based on teamwork. Team working and collaboration skill is considered as capability or tendency of a person to work in a team. This skill can help the person to work effectively in a team. Team operations are required in organization to maintain profitability in target market. HR professional with team working and collaboration skill can help the organization to maintain performance in internal and external operation. This skill is most important skill for person in business organization.

Scheduling

Scheduling skill is considered a skill that can help the person to arrange the sequence of work based on priority. This skill can help the HR professional to perform various operations as per the priority of task. This skill is also important for Human Resource officer to manage workload within the time limit. This is how scheduling skill is most required in business organization. This skill also can help the organization to evaluate the estimated time to complete range of operations within a sequence.

Customer Service

Customer satisfaction is considered as most important thing for the business organization. As the customer of organization are on top priority than it is most important for the organization to maintain customer services ineffective way (John and Taylor, 2016). Customer services are most important for the business organization. Most customers have responded to I different reports that this is most important for the customer's services agent to answer the client to satisfy the client. This skill also can be considered as communication skill or negotiation skill. This skill is most important for the Human Resources Professional to improve their productivity in the organization.

Project Management

Project management is most critical process for business organization. Different projects are implemented by organization to keep company profitable in market place. This is highly required for the person to have skill to manage all tasks efficiently (Mondy and Martocchio, 2016). This skill can provide vision, mission, and inspiration to the organization and person. These skills can be helpful to the person to effectively manage tasks and maintain productivity in the operations. This skill is required to stay productive in organization and support Client Company in its operation and human resource management.

These are different skills that are most important for a person in organization who is working as human resource professional. All these skill, knowledge, and behaviour is required to maintain effective performance in organization.

Skill Audit

Personal skill audit is considered as evaluation of own skill to find the skills that are lacking and need more attention. For the personal skill audit, various process can be used. For example, SWOT analysis is one of the most effective self-evaluation tools that can be used for the skill audit procedure. This can help person to evaluate own skills that are needed to be developed.

SWOT Analysis

As per the SWOT analysis, I have analysed that I have some skills that can be helpful in business organization. Skills that I have are most important in the work environment. I can use these skills to get success in the corporate culture. In different ways, these skills can help to grow efficiently in corporate culture. I have complete graduation in human resource management and this will provide more opportunities to grow in organization. Effective communication skill will help me to perform various operations ineffective way (Shen and Benson, 2016). This communication skill will also help me to perform employee management effectively. Presentation skills will be effective to make better impression on the senior leader of organization and it will increase the chances of company growth. Time management skill will help me to perform and complete various tasks within time limit. Ability to work in pressure condition will help me to maintain quality of work in difficult situation. This is how my skills will help me manage operation with higher quality. Some areas are needed to be considered to implement personal develop plan. Workaholic behaviour can affect the balance in professional and personal life. Discomfort situation in long meetings can affect the concentration and listening skills at moment which is not productive for the business organization. Hesitation in asking question can affect the work process in organization. There are some opportunities I have in organization which can help me to gain success in the corporate culture. This will be great opportunity to improve own skills and abilities in corporate culture. This process will help me to grow in corporate culture and develop career in Human Resource Management department. I have evaluated some threats that are needed to be considered in the personal development plan. Competition can affect job security in the organization. Working condition can demotivate and affect the quality of work in organization. This is how SWOT analysis has provided me range of information that can help me to implement personal development plan effectively.

Personal Development Plan

Personal development plan is considered a process that is used to develop own skills that are important for professional and personal life. Personal development plan can be implemented by person. This is considered as most effective process to develop some crucial skills that are important for person in business organization. The skills that are focused on in the personal development plan are based on the skills that are needed to be developed to maintain credibility in the business organization. The personal development plan is consists of those skills that are considered as weaknesses and threats (Guest, 2017). Opportunities are also considered in the personal development plan to improve the chances to develop some crucial skills that can help person to maintain high performance working in the organization. Goals that are considered in the personal development plan can be divide) in three different parts, on basis of time that is required to acquire the skills that are planned to be developed in the personal development plan. These three categories of goals in personal development plan are- long-term goals, medium-term goals and long-term goals. These skills can be targeted with different approach in an effective way. Goals that are considered in the personal development plan are-

Short Term Goals

The short-term goals that are considered in personal development plan can be achieved in few months. For example, the skills that are considered in the short term goals can be developed within rage of 2 to 6 months. The action plan that is required for this skill is also easier to apply.

Medium-Term Goals

Medium Term goals are considered as skills that can be achieved in range of 6 months to 2 years. This is how skills can be developed in this period are considered as medium-term goals in the personal development plan.

Long Term Goals

Long term goals are considered as targets of personal development process that require time more than 2 years is considered as long term goals. These goals require complex process to learn these skills and role of experience is also high in this type of goals.

This is how various goals can be classified into three different categories to develop effective personal development plan.

Personal Development Plan

This is how personal development plan can be implemented in organization to improve own performance and capability work effectively in business environment. This personal development plan also can help to perform various operations with higher success rate.

Importance of Continuous Development Plan

In different ways, continuous development plan can help person in organization to perform different activities with high effectiveness. Some of the main advantages of continuous development plan are- this process can improve the productivity of person in organization that is providing Human Resource services to the client organization, this process also can help the person to work with higher quality standards (Nankervis, and et. al., 2019). This process also can reduce the operational issues in the tasks that are performed by the person in organization, time is taken in each operation can be reduced by this process, and this process also can improve the employee satisfaction in business organization.

Importance of Organizational and Individual Learning

Organization and individual learning are considered as process in which employees are provided with opportunities to learn new things that are important for them in future. Some of the main benefits of organizational and individual learning process are- This process can improve the efficiency of both organization and employees in operations. Organization and individual learning process also can reduce the operational issues within the workplace. Productiveness of each employee can be improved in the operations. This high productivity can help the organization to gain higher profit in market place. Organizational and individual process can help the organization to reduce employee turnover (Nankervis, and et. al., 2019). This is how organizational and individual learning can improve the performance of organization in target market.

Difference between Organizational Learning, Training and Development

Both processes are important for the performance of person in organization and performance of organization in target market. Organization & individual learning and Training & Development process are considered as part of continuous development process in which on regular basis various processes are implemented to meet the quality requirement and perform various operations within time (Cooke, 2018). This is how it is more important for person and organization to implement learning, training, and development process to maintain effectiveness of skills in operations.

Kolb Learning Cycle

There are main four steps are followed in the learning cycles that can help person to learn various skills and operations effectively.

Concrete Experience- This is the initial stage of the learning process where person faces a situation that can be considered to improve own capabilities in future operations.

Reflective Observation- At this stage, the complete experience that is faced by the person is explained to fine possible outcomes from the experience.

Abstract Conceptualization- The outcomes which are developed from the experience are developed as concepts that can be utilised in similar situation in future (Karami, Farokhzadian and Foroughameri, 2017). This is how person can effectively learn from situations and experience.

Active Experimentation- The experience that is gained from a situation is considered in the further process to minimise the errors that are faced previous time. This is how experiences of person can be used to reduce the number of failure in the operations.

TASK 2

Step 1: Define High-Performance Working and its key elements (Culture, Behaviour, teamwork)

High performance working in business organization can be explained as process in which all the human resources of organization are managed effectively to improve the employee engagement and involvement in organization processes to gain a high-performance level in internal and external operations. High-performance working is commonly explained as process in which employee development and employee retention is performed to develop the workforce of organization. By performing these activities, the performance of the organization can be improved to the level of high performance working. Three main elements of the high-performance working must be focused on by the organization to gain high performance working standard. These elements are - culture of organization, behaviour of employees and organization and team working. All these considerations must be considered by the organization to gain higher performance standard in organization.

Culture- Culture is considered a key element of high-performance standard in the organization. Positive culture can help the company to retain their experienced and highly skilled employees for longer time and it can help the organization to develop higher performance working in workplace.

Behaviour- Organization behaviour and employee behaviour in organization are also crucial to gain higher performance working in organization. With positive behaviour of organization and employees, better culture can be developed in the workplace of company. This positive culture can help the organization to gain high performance working in operations.

Team Working- Team working is considered as collaborative working between the employees of company. Better team working can help the organization to maintain high quality and accuracy in the operations. This can help the organization to gain high performance working.

Step 2: How those elements improve employee engagement?

All the elements of the high-performance working can be focused on by the organization to meet the level. Better team working can help the employees to work together ad be more productive with it. This can help the organization to improve the employee engagement in I organization. Other elements like culture and organization behaviour can help the organization to develop better engagement to develop better interaction between the employees and involve them in the various actions that are performed by the management of the organization.

Performance depends directly on productivity and organizational competitiveness. In turn, these depend on human capital and motivation policies. Therefore, amongst the positive effects of High performance working (HPW) for both employers and employees are increased productivity, profitability, low staff turnover, improved teamwork, enhanced training opportunities and skills development as well as higher commitment which leads to increased profitability and therefore higher potential earnings for employees. Negative outcomes include increased worker responsibility and workload which can impact negatively upon the employees work-life balance and increase stress or 'work intensification. These authors also refer to values. Thus, it is the fundamental responsibility of the organisational culture and values to ensure that the practices involved in HPW do not negatively impact the workers if due consideration is not given to the organisational culture and shared values and HPWP's are introduced without exploring the impact of those practices on employees intrinsic satisfaction [the worker-centred approach] workers are unlikely to buy into the idea viewing the new practices as exploitative; giving credibility to the work intensification argument. Therefore, a high degree of effort is required to create the positive environment needed to gain the full benefits of HPW, to reap rewards careful proactive consideration must be given to the organisational culture before setting off on the high road to high performance, simply adopting those practices to reap the rewards without paying the toll' 'the low road to high performance' will lead to failure.

Step 3: Explain the advantages of the employer

The high-performance working is considered as most effective concept that can be used by the organization to gain higher productivity in market place. High-performance working is defined as practices that are implemented by the business organization to improve the organizational capacity to gain higher profit in market place. In high performance working, Human resource department of organization hires various expertise and officials that can improve the performance of the organization in target market (Brewster, 2017). Some of the Main Benefits of High-Performance working are- this process can help the employees to feel their responsibility in various operations that are related to the productivity and performance of organization in market place. This process also develops cooperative environment in organization. Better organization environment can be developed in company. High-performance working can be used by the organization to gain competitive advantage over other organizations.

Step 4: Explain the relationship between employee engagement and performance.

Employee engagement in the organization is directly related to the performance of the organization. This is all about the relationship between management of organization and employees. Employee engagement can help the management of the company to make positive relationship with employees and it can lead to developing positive culture in workplace. This positive work culture can improve the performance of employees in workplace of company. This is how employee engagement can improve the performance of employees in organization.

Step 5: Relationship between engaged employees and competitive advantage

Respect for others: to highlight what type of acceptance individuals have for others, and how individuals value and show consideration for each other;

Autonomy: to identify whether individuals are responsible for their actions and if there is a feeling of self-confidence in individuals;

Teamwork: to ascertain the degree of joint effort and collaboration between individuals in the organisation;

Creativity: to determine whether individuals apply originality and imagination in their activities; Enthusiasm: to seek evidence whether individuals have eagerness and dedication towards their work;

Individual commitment: to identify whether individuals are dedicated to their own goals and values as well as aligning these personal goals to those of the organisation;

Collaboration: to find out whether individuals can create an environment which is tuned towards creating alliances between individuals revealing more openness and enthusiasm;

Social commitment: to ascertain whether the organisations adhere to a pledge towards solidarity, social innovation and is dedicated to nurturing social networks

Tolerance: to ascertain the quality of dialogue and open-mindedness amongst individuals, to create an organizational culture which instils openness for self-development of individuals to produce spillovers in favour of the organization;

Solidarity: to perceive the degree of harmony, unity, collegiality, team spirit and shared values amongst individuals in organisations

All the above elements are playing vital roles in increasing employee engagement that improves performance and finally competitive advantage in the organisation.

Benefits of High-Performance Working

Approaches of High-Performance Working

There are different approaches to high-performance working can be achieved by the organization to gain higher profit in market. Most common approaches to high-performance working are- Hiring expert employees to maintain higher quality within operations. This is most effective process to develop high performance working in organization. Staff engagement is also considered an effective process to develop high performance working in organization. Talent development is also considered an effective process to develop high-performance working environment in organization (Ren, Tang and Jackson, 2018). Front line employees of organization can be trained to improve the performance of organization and improve the services of organization that are provided to the customers.

Step 1: Define performance management and its importance

Performance management is the process of ensuring that a set of activities and outputs meets an organization's goals effectively and efficiently. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.

Highlights training needs

Boosts employee morale

Helps with identifying the right employees for promotion

Supports workforce planning

Increases employee retention

Delivers greater employee autonomy

Step 2: Discuss Performance Management process, barriers, and facilitators

Performance management is a communication process by which managers and employees work together to plan, monitor, and review an employee's work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress, and providing ongoing coaching and feedback to ensure that employees are meeting their objectives and career goals. There is much more to performance management than the annual performance review meeting. Performance management is a continuous process of planning, coaching, and reviewing employee performance.

Lack of trust can be a major barrier in the path of success of high-performance teams as the members will fail to work towards a single purpose and will give importance to individual concerns. In the absence of trust, team efficiency, productivity, quality, and probability will be adversely affected.

An effective performance management system ensures that there is a continuous process of performance enhancement through setting individual and team goals that are aligned with the strategic goals of the organization. This involves reviewing and assessing performance and ensuring the training and development of knowledge, skills, and abilities (Kozlowski, 2012).

One of the most important elements of effective performance review is that employees accept and react positively to feedback, especially when the feedback includes constructive criticism (Murphy & Cleveland, 1995). It is not the performance feedback per se that is important but employees' reactions to the feedback. Consequently, an effective performance management system includes an annual performance evaluation, along with ongoing discussion with employees to help strengthen relationships between management and employees (CEBMA, 2016).

Step 3: Explain importance of organisational culture for performance management

Strong corporate cultures indicate that employees are like-minded and hold similar beliefs and ethical values. 

When these beliefs and ethical values align with business objectives, they can prove to be effective in building teams because rapport and trust quickly ensue. 

The bonds that the teams build help them avoid conflicts and focus on task completion. 

Strong corporate cultures ease communication of roles and responsibilities to all individuals. Employees know what is expected of them, how management assesses their performance, and what forms of rewards are available.

Oftentimes, employees work harder to achieve organisational goals if they consider themselves to be part of the corporate environment. 

Different cultures operating in one company can also impact employee performance. For example, if the organisation maintains a reserved "talk when necessary" culture, employees may work accordingly - however if the organisation allows one area, say the sales team, to be outspoken and socially active, the organisation may experience rivalries among areas. Thus, allowing an area to set up their own culture can affect the performance of the employees deployed elsewhere in the company.

Step 4: Expectancy Theory and High performance depends on motivation [Possession of necessary skills and abilities, Appropriate roles and understanding of the role, Appropriate role structure, Employee involvement and engagement High investment]

Expectancy theory has three components: expectancy, instrumentality, and valence. Expectancy is the individual's belief that effort will lead to the intended performance goals. Expectancy theory operates on the premise that employee's base an individual level of effort on what is necessary to perform well and earn rewards within the workplace. If you want workers to put forth a certain level of effort, set up a reward structure with clear, defined goals and routine evaluations. Apple Inc. uses expectation theory to motivate the employees to achieve the goals which are measurable, attainable, and specific. Employees attempt to increase their job performance level to get valued rewards.

Judgement on High-Performance Working

There are different operations and practices implemented by the organization to gain status of high performance working. For the high performance, working it is most important to use knowledge and information. This knowledge and information can be used by the organization to implement high performance working in organization (Plaskoff, J., 2017). In high performance, working the main objective of organization is to develop work culture in organization that can improve the internal efficiency within operations. In this case, organization can use information and knowledge to develop various practices that are important to maintaining quality within operations. This is how knowledge and information can be used by the organization to

CONCLUSION

This report is concluding importance of various skills that can be used by person to be successful in professional career. Different skills, roles, and responsibilities of the human resource professionals have been discussed in the report. On basis of the personal audit process, personal development plan has been developed in report to gain success in personal and professional life. Difference between organization & individual learning and training & development has been provided in report. Concept of personal development cycle and high-performance working has been analysed in report to implement high performance working in organization.

References

Books and Journals

Brewster, C., 2017. The integration of human resource management and corporate strategy. Policy and practice in European human resource management, pp.22-35.

Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.

Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles?. Human Resource Management Journal. 27(1). pp.1-21.

Guest, D.E., 2017. Human resource management and employee well?being: Towards a new analytic framework. Human resource management journal. 27(1). pp.22-38.

John, R. and Taylor, B., 2016. Human resource management.

Karami, A., Farokhzadian, J. and Foroughameri, G., 2017. Nurses' professional competency and organizational commitment: is it important for human resource management?. PloS one. 12(11). p.e0187863.

Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.

Michael, A., 2019. A handbook of human resource management practice.

Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.

Nankervis, A. and et. al., 2019. Human resource management. Cengage AU.

Plaskoff, J., 2017. Employee experience: the new human resource management approach. Strategic HR Review.

Ren, S., Tang, G. and Jackson, S.E., 2018. Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management. 35(3). pp.769-803.

Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of management. 42(6). pp.1723-1746.