Developing the individuals as well as the team members is one of the crucial roles of the managers whether those individuals are newly hired or already experienced. This is very necessary because the managers have the duty to manage as well as carry out the tasks of the organization to achieve the objectives of the organization. This report is prepared to provide a deep understanding of the skills and roles required for the HR professionals. A skill audit will also be presented in the reportgiving the overview on the skills as well as characteristics of the individual. This report will further consist of the concept of training and development as well as the concept of high-performance working. The HPW concept contributes towards the employee engagement as well as the competitive advantage. The organization taken for the analysis such concepts is “Marriott International”.
It has been analyzed that in the business world, the role of HR is a very important role and it is required for the individuals handling such position to possess such characteristics as well as the skills that are required to be an HRprofessional. The major roles of HR includefunctions such as hiring, training, recruiting, selecting as well as retaining. Following are the required behavior as well as the skills for the job role of HR professional:
Communication skills: It is very necessary for HRto have good communication skills as they are the very first person with whom the employees directly coordinate. The HR is responsible for the hiring as well as recruiting the employees for which there must be good communication skills present in the HR. If there is any conflict faced by the employee or any other person during the process of hiring, then HR is responsible to effectively make communication and resolving such conflict. The HR is required to have great negotiation skills with the staff as they are also responsible for fixing the salaries of employees (Kirkpatrick and Kirkpatrick, 2015).
Problem-solving behavior: It is necessary for HR to have a problem-solving behavior so that the organization and the employees can operate smoothly their functions. It is the duty of HR professional to ensure that there is no conflict between the people having different personalities or the people came from different backgrounds to work together.
Multi-tasking: It is required from an HRprofessional that he should be able to do multiple tasks within the organization. The HR is responsible to manage the professional issues as well as the personal issues of the employees. They are also required to continuously review the salary of the staff in the organization. Apart from this, the main work of the HR is to recruit, select as well hire people and make arrangements for their development and training.
Organizing: It is also one of the important skills required for an HRas he is the person who has the knowledge regarding how to manage the time as well as all the files within an organization. Organizing the whole company is the responsibility of HR.
Planning: The Human Resource management is responsible to make plans and strategies for the workforce requirements in the future. The HRM is responsible to pay attention towards each and every need of the employees.
Managers within an organization are required to possess several skills. For the job role of a manager these are some skills that should be there in anHRprofessional in order to ensure the smooth functioning of the organization:
Communication skills: In any organization, an HR professional is required to deal with the people coming from the different background and from the other culture so it is required for the HR professional that he must possess great communication skills to interact with them.
Leadership Skills: These are also very important skills as the professionals are required to direct, manage, operate as well as review all the tasks within an organization done by the employees. There should be the abilityin HR to lead the group of the employees (Martin and Manley, 2018).
Management skills: These skills are required to manage the tasks within an organization and to provide the orders as well as directions to the employees working as their subordinates.
Technical skills: These skills are related to the awareness and knowledge regarding the software as well as Microsoft Office to work properly.
Problem-solving skills: These skills are used to cope- up with the situations of the conflicts within the organization. There are several employees in an organization so it’s necessary that there should be any person to resolve the conflicts among them if arise (Falola, et. al., 2014).
Following is the SWOT analysis made on the personal skills:
Great communication skills
Great leadership skills
Week IT skills
No time management
Not able to meet deadlines in pressure
Lack of confidence
Lack of analytical thinking
The abilityto deal and coping up with bad situations
There will be a greatproblem-solving technique to resolve disputes.
The changing technical environment can cause a problem.
I have analyzed that I have week IT skills as I am not so good in information & communication technologies. I have analyzed that there is lack of time management skills in me as at the time of workload I feel pressurize and sometimes miss the deadlines.Sometimes I feel that I have lack of confidence as at the time of handling new tasks I feel quite nervous. My analytical thinking is not so good and I need to improve them.
Type of training required
Requirement of Training
Time to start
Use of Database
Thereis a requirement of ongoing services for use of knowledge.
The training manager support is required (Van De Voorde and Beijer, 2015).
Training and development
Employment contract formulation
Appropriate procedure and guideline required.
Letter of approval
HR special Software
A person specialized
Training and development department
It is the process of developing, teaching in oneself or others. It can be asserted that training has specific objectives and goals to improve the capacity and capability and performance. If training is provided to employees, then there will be an increase in the productivity of employees. It can be termed as the learning experience that seeks a change in individuals that helps to improve the capability to perform the job. The training is a short term process which usually ends after 6 months or one year and it is for some specific purpose.
It can be termed as the improvement in managing the area and resources for Marriott International. It is the method of helping organizations that can be improved through the change in power, policies, control. The main objective is to improve the effectiveness and efficiency within the organizations (Sommer, et. al., 2016).
Training is recognized as the method through which the knowledge and skills of an employee can be boosted ion organizations. On the other side, development can be recognized as the knowledge that leads to an increase in the workforce. Apart from this, the training can be applied at the operational level. At the managerial level, the function of development can be applied. It can be asserted that Marriott international requires both training and development to increase their shares and attain the goals. It is the responsibility of Marriott international to use the effective use of resources and accomplish the activities according to that manner (Pollock, et. al., 2015). Development is a long term process and it continues for the future development and development to ensure more career opportunities.
Individual learning and organizational learning
· This type of learning relates to the skills of individuals and leads to improvements in performance.
· It applies to the individuals in a particular manner.
· It improves the performance of individuals.
· Role of an employee in the processes of Marriott International is a key source for learning.
· It helps to develop the individuals and contributed towards the success.
· It is the method of retaining, creating and transferring the skills and knowledge within the Marriott International.
· It relates to the staff members in the Marriott International.
· It fulfills the needs and interests of the organization.
· In this role of employee results in healthy outcome to the problem of business.
· It provides the opportunities not for groups but to employees also.
Figure 2: Table showing difference between Individual and Organizational Learning
Continuous learning expands the capability to learn in regular periods and that helps to upgradethe knowledge and skills. It can be performed to adapt the changes in the Marriott International. The theory of learning cycle can be explained through the model of Kolb that can be determined to analyze the significance of continuous professional development. It can be asserted that there are four modes that help in the learning cycle.These are reflective observation, concrete experience, abstract conceptualization, and active experimentation. This theory is concerned with the process of learner internal cognitive. During these stages, the concept of learning can be initiated to develop the experience and development according to the past experience. According to the Kolb,the impetus for the development of new theories and concepts are developed reflecting on experiences (Andersen, 2018).
The continuous professional and learning development help in progressing the career of the employees and competitiveness in the industry. The Marriott international has formed many learning and development programs to improve the productivity of the resources of the organization. The professional development can help the employee and organization to achieve the goals and objectives effectively and efficiently. The need for learning and professional development is:
Marriott international company has rapidly changing environment which requires the work-forces to develop and innovate according to the requirements. High-performance working helps in increasing the productivity and effectiveness of the employees and the management. The programs and techniques used to improve the performance of the employees are called high-performance work practices. These systems help in decreasing the cost of the organization and increasing the value of the employees. High-performance work systems are required to eliminate unresponsiveness of employees to change, remove barriers coming in the creativity and improvement, employee behavior and participation.
The Marriott experiences a different situation in the internal and external business environment. The Marriott International has experienced high competition in the market as there are numerous other companies establishing in the same market which is increasing the competition. This type of situation has an effect on the employee working and the market. The increasing competition affects the profits and revenue of the company. The new company can offer better products and services to the customers affecting the customers of the Marriott. The high-performance work can help in coping with this situation (Kerzner and Kerzner, 2017).
The high-performance working contributes to the employee engagement and competitive advantage in the following way:
The approaches that can be used for the performance management of the workforce are:
For example the best, average, good and low performers can be shoed as 10%, 40%, 40%,and 10% respectively.
This clearly shows the top performers in the organization which should be rewarded. These performers show that proper training and guidance can promote their positions. The poor or average performers can be involved in high performance programs and practices to improve their performance.
They can support high-performance culture and commitment:
The benefits of the high-performance working are:
l This approach focuses on customer satisfaction through error reduction and service improvement.
l This focuses on the top performers and worst performers.But it ignores the rest who are in the middle and doesn’t motivate them.
l The system and person factors are considered.
l The person factors are analyzed to provide the training and guidance programs.
l The problems are solved through teamwork (Miner, 2015).
l The employees are rewarded in terms of better pay and benefits.
l There are multiple sources to evaluate the employee's performance.
l The employees are evaluated only on the performance basis.
l The internal and external factors of the business environment are involved.
l The performance of the employees is rated within a group.
Thehigh-performance working helps in the following:
It has been concluded from the above presented report that individuals are the most important human resources within an organization and for their recruitment, there is a requirement of an HRprofessional. HR professionals possess several skills to be anHRmanager and make recruitment within the organization. The concepts of HPW have been explained in this report along with its importance. This report has also provided acomparison between the individual learning as well as organizational learning.
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