HR Professional Development & High-Performance Culture Assignment Sample

Introduction Of Organizational Performance through HR Professional Development and High-Performance Culture

Human resource (HR) experts are increasingly important to the success of any organisation in today's rapidly shifting business climate. As an HR officer with Qatar Airways, the purpose of this report is to create a professional development plan for my personal and professional development (Stone and Deadrick, 2015). The report will be divided into four major sections: professional standards in HR, a personal SWOT analysis and career development plan, an analysis of inclusive learning and growth factors that drive long-term success and an evaluation of performance leadership, collaborative working, and effective communication that promote a high-performance culture and commitment. The report will include a clear and cohesive professional development plan that outlines learning objectives and training to accomplish long-term company performance goals.

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The employee knowledge, skills and behaviours required by HR professionals

Recognition of professional standards in HR:

Recognizing professional standards is a crucial component of managing human resources (HR). It aids in the development of a set of fundamental abilities, know-how, and attitudes required by HR professionals at various career levels (Pradhan and Jena 2017). HR professional standards are the essential knowledge, skills, and attitudes expected of HR professionals in various jobs and degrees of seniority, according to the Chartered Institute of Personnel and Development (CIPD).

For a number of reasons, it is crucial that professional standards in HR are acknowledged. First off, it ensures that HR specialists have the abilities and information required to perform their jobs well. This is especially crucial given the rapidly changing and increasingly complex corporate world of today.

Second, the acceptance of professional standards in HR contributes to the development of a shared vocabulary and set of expectations within the industry. This makes it easier for HR experts, organizations, and other stakeholders to communicate and work together.

Third, the professionalization of the HR function is encouraged by the acknowledgement of professional standards in the field (Chaudhary, 2020). This is significant because successful organisations depend heavily on human resources, and attaining this requires a professional, knowledgeable, and ethical HR function.

A number of HR professional standards have been identified by the CIPD, including:

• Business knowledge: HR specialists need to have a solid grasp of the organisation's objectives, strategy, and internal workings. This involves being aware of both the external and internal environments, including the organisation's culture, structure, and processes, as well as external factors like market trends and rival activity.
• Professional conduct: HR professionals must always act with ethics, professionalism, and honesty. In their interactions with workers, managers, and other stakeholders, they must exhibit respect, honesty, and secrecy.
• Delivery of HR services: HR experts are responsible for providing high-quality HR services that are tailored to the needs of the company and its personnel. This covers hiring, relations with employees, performance management, training and development, and reward administration.
• HR data and analytics: To guide decision-making and boost organisational performance, HR professionals must be able to gather, analyze, and interpret HR data. Data management, analysis, and reporting abilities are needed for this.
• HR technology: To support the delivery of HR services and enhance HR procedures, HR professionals must be proficient in using technology (Bratton et.al 2021). This encompasses social networking, e-learning, e-recruitment, and HR information systems.
• Organizational development: HR professionals need to be well-versed in both theory and practise of organisational growth. This involves abilities in team building, leadership development, and change management.
• Talent management: HR professionals need to be able to locate, entice, nurture, and keep the talent necessary to meet the organisation's objectives. This includes knowledge of succession planning, talent acquisition, development, and management.
• Employment legislation and regulation: HR practitioners need to be well-versed in this area. This covers employment contracts, data protection laws, health and safety laws, and laws governing discrimination.
• Promoting diversity and inclusion inside the organisation is something HR professionals must be able to do. This includes flexible work schedules, diversity and inclusion policies, and training on unconscious prejudice.
• Employee engagement: HR specialists need to be able to motivate staff members and foster a fulfilling work environment (Boon et.al 2019). This involves abilities in communication, criticism, appreciation, and worker welfare.

The adoption of professional standards in HR is essential for the growth of knowledgeable, moral, and efficient HR specialists. Business understanding, professional conduct, HR service delivery, HR data and analytics, HR technology, organisation development, talent management, employment law and regulation, diversity and inclusion, and employee engagement are just a few of the areas of HR professional standards that have been identified by the CIPD. HR practitioners may help their organisations succeed and advance the professionalization of the HR function by upholding these ethical principles.

A detailed self-analysis and career development plan

Personal SWOT analysis

The personal SWOT analysis helps in creating a professional development plan to identify relevant knowledge for my present work and future career goals.

Strengths:	Weaknesses:
I have outstanding interpersonal and communication abilities, which are necessary in human resources. I have a solid awareness of HR processes and procedures because of my education and past job experience.	I lack expertise and knowledge in HR data and analytics, which is critical in today's data-driven HR environment. In order to effectively manage HR programmes and projects, I must improve my project management skills.
Opportunities:	Threats:
Qatar Airways is an organisation that values learning and growth, and it has provided me with several opportunities to learn new skills and gain knowledge through both internal and external training programmes (Teoliet.al 2019). Within the organization, I can also seek mentorship and help from experienced HR experts.	The HR world is continuously changing, and staying up to date on the latest HR trends and technologies can be difficult. Competitiveness for HR jobs is extremely fierce, and I must constantly improve my skills and expertise to stay competitive in the employment market.

Personal skills audit:

A personal skills audit is required to identify areas of strength and weakness in order to design a professional development plan. A personal skills audit is a self-evaluation method that aids in the identification of abilities, knowledge, and behaviours required for a certain employment role. As an HR professional at Qatar Airways, I must have knowledge and abilities in employment law, recruitment, development and training, employee relations, and talent management. As a result, I completed an individual skills audit to assess my abilities in these areas.

Professional development plan:

Following the completion of the personal skills assessment, I identified areas for growth and created a professional development plan to help me accomplish my learning objectives (Whitworth and Chiu, 2015). My professional development strategy involves attending training courses, reading appropriate books, engaging in seminars and workshops, and seeking mentoring and coaching from experienced human resources managers. To reach my goals and improve my knowledge, abilities, and behaviours for my present and future job responsibilities, I have set explicit and measurable learning objectives.

Based on my SWOT analysis, I have developed a career development plan that includes the following steps:

• Participate in HR data and analytics training programmes and courses to gain knowledge and skills in this field.
• Look for opportunities to handle HR projects in order to hone my abilities to manage projects (Fawehinmial 2020)
• Seek mentorship and advice from experienced human resources professionals inside the organisation to improve my interpersonal, leadership, and problem-solving skills.
• Attend professional meetings and conferences to stay current on the newest HR trends and technologies.

Personal reflection:

Reflecting on my own skills audit as well as professional development plan, I realised the value of continual learning and growth in the human resources industry. I have identified my skills and areas for development, which will help me, achieve my career goals and contribute to Qatar Airways' success. I have also learnt how important it is to seek mentorship and coaching from knowledgeable HR professionals in order to improve my knowledge and skills.

Personal evaluation:

I will evaluate my progress against my professional growth strategy and learning objectives on a regular basis to make sure that I am on track to meet my objectives (Patton et.al 2015). In addition, I will solicit input from my line manager and co-workers in order to identify areas for additional progress and alter my career development strategy accordingly. Personal evaluation is essential to ensuring that I am constantly developing and contributing to Qatar Airways' success.

The learning and development to drive sustainable business performance

Differences between Organizational and Individual Learning, Training, and Development

Organizational learning, training, and development relate to the processes and activities used by an organisation to improve its employees' knowledge, skills, and competences in order to achieve its goals and objectives. Individual learning, training, and development, on the other hand, refer to an employee's personal and professional progress within or outside the organisation. There are a number of distinctions between these two forms of learning and growth.

Organizational learning, training, and development relate to the processes and activities used by an organisation to improve its employees' knowledge, skills, and competences in order to achieve its goals and objectives (Albionet.al 2015). Individual learning, training, and development, on the other hand, refer to an employee's personal and professional progress within or outside the organisation. There are a number of distinctions between these two forms of learning and growth.

Second, organisational learning, instruction, and development are frequently driven by the organisation's strategic objectives. They are intended to address the specific needs of the organisation while also ensuring that personnel have the necessary skills and expertise to achieve those goals. Individual learning, training, and development, on the other hand, are frequently driven by the employee's personal and professional aspirations. They are intended to assist employees in improving their skills and knowledge in order to progress their careers or follow their interests.

Finally, organisational learning, training, and growth are frequently focused on improving the overall skills and knowledge of the workforce. They are intended to meet the demands of a certain set of employees or the entire workforce. Particular learning, training, and development, on the other hand, are centred on the needs of the individual employee. They are intended to assist employees in improving their skills and knowledge in order to attain their goals in both their professional and personal lives.

Need for Continuous Learning and Professional Development to Drive Sustainable Business Performance

Continuous learning and professional growth are critical for achieving long-term corporate success. As the business environment advances and gets more complicated, organisations must guarantee that their staffs have the necessary skills and expertise to keep up. This can be accomplished through programmes of continual learning and professional development.

Employees can improve their performance by acquiring new skills and knowledge through continuous learning and professional development. This can lead to increased productivity, higher job quality, and higher client happiness (Girvanet.al 2016). It can also assist organisations in innovating and staying ahead of their competition through the development of new products or services.

Furthermore, ongoing professional growth and education can aid in increasing employee satisfaction and retention. Employees are more likely to feel appreciated and interested in their work when they believe their organisation is investing in their personal and professional development. This can result in higher morale, lower turnover, and increased loyalty.

Finally, constant development and education can assist organisations in meeting their strategic objectives by making sure their staff possesses the necessary skills and knowledge. It can also help to foster a culture of constant enhancement by encouraging staff to seek out new possibilities for learning and advancement.

Importance of Implementing Continuous Professional Development using Learning Cycle Theories

Employees must engage in continuous professional development (CPD) to remain competitive and relevant in their area. Using learning cycle theories to implement CPD can assist organisations in creating an effective and sustainable atmosphere for learning.

The learning cycle theory is a learning model that includes four phases: planning, doing, reviewing, and applying (Waldet.al 2015). According to the notion, effective learning happens as individual’s cycle through these stages.

Organizations can ensure that staffs are engaged in an ongoing procedure of learning and improvement by implementing CPD based on the learning cycle hypothesis. The stage of preparation

Identifying learning goals and objectives that are connected with the organisation's overall strategy and objectives is part of the planning step. This stage is crucial for ensuring that the CPD programme is relevant and focuses on the skills and information required by employees to satisfy current and future employment demands.

Employees participate in the learning activities selected during the planning stage during the doing step (Bocken and Geradts, 2020). Attending training programs, attending workshops or meetings, or engaging in independent education through distance learning or reading materials are examples of these activities.

The reviewing stage entails reflecting on the learning that has occurred and determining if the learning objectives have been met. This stage is critical for identifying areas where extra learning may be needed as well as evaluating the performance of the CPD programme.

Finally, the applying stage is applying the knowledge and abilities gained during the CPD programme to the employment function. This stage is critical in ensuring that learning results in increased job performance and organisational outcomes.

Implementing CPD based on the learning cycle theory can also help inclusive learning and development by allowing employees with different learning styles and preferences to participate in the learning process. Employees who prefer hands-on learning, for example, may benefit from hands-on workshops, whilst others who prefer learning on their own may benefit from distance learning programs or reading materials.

Finally, implementing CPD based on the learning cycle theory can assist organisations in creating an effective and long-term learning environment (Bag et.al 2020). Organizations may drive sustainable revenue growth and competitive advantage by ensuring that workers engage in a continual process of growth and development.

The high-performance working (HPW) contributes to employee engagement and competitive advantage

High-performance working (HPW) is a human resource management strategy that attempts to boost productivity, satisfaction with work, and competitive advantage. HPW entails developing a culture of collaboration, empowerment, and constant enhancement in which employees are given the tools, assets, and autonomy to achieve to their full potential. In this section, the report will show how HPW contributes to employee involvement and competitive advantage through an analysis of HPW benefits justified through a hypothetical organisational setting.

How HPW Affects Employee Engagement HPW fosters employee engagement by fostering a fascinating, challenging, and gratifying work environment. Employee motivation, work satisfaction, and commitment are increased by HPW practises such as job design, staff engagement, and empowerment (Di Vaioet.al 2020). Employees are more inclined to be engaged and devoted to the organisation's goals when they have feelings of ownership over their job. Work-life balance, job stability, and chances for personal and professional advancement are also important variables in employee engagement.

In a given organisational context, such as Qatar Airways, HPW practises can help to increase employee engagement in a variety of ways. Qatar Airways, for example, can use job rotation, which involves rotating personnel across various tasks within the organisation. This practise can introduce new challenges, skills, and experiences to employees, increasing their engagement and job happiness (Kontoghiorghes, 2016). Furthermore, Qatar Airways can implement an employee participation system in which employees are encouraged to take part in decisions being made, exchange ideas and suggestions, and provide feedback on organisational policies and practises. This practise can increase staff engagement and motivation by instilling a sense of ownership and commitment.

How HPW helps to gain a competitive advantage HPW improves organisational performance, creativity, and customer happiness to gain a competitive advantage. HPW practises such as education and growth, performance management, and reward systems enable staff to perform at their peak, increasing productivity and efficiency while contributing to the overall success of the organisation (Alqudahet.al 2022). HPW practises also develop an innovative culture in which staff are encouraged to generate new ideas, play around, and take measured risks. This culture can result in new goods, services, and procedures that provide a competitive advantage to the organisation.

In the case of Qatar Airways, HPW practises can help the airline gain a competitive advantage in a variety of ways. Qatar Airways, for example, can provide its employees with substantial training and development programmes that allow them to learn new skills, knowledge, and competencies while also improving their job performance. This practise can boost the organisation's efficiency and productivity while also lowering costs and increasing customer happiness (Smith and Smolianov, 2016). Furthermore, Qatar Airways can put in place a performance management system that gives employees regular feedback on their performance, appreciation for their accomplishments, and opportunity for development. This practise can boost staff motivation, job happiness, and commitment, resulting in improved customer service and an edge over others in the airline sector.

The Advantages of Using HPW The advantages of implementing HPW are varied and substantial, ranging from enhanced productivity, staff engagement, and creativity to lower turnover, absenteeism, and expenses. HPW practises can help to establish a pleasant and supportive work environment, allowing people to give their all, contribute to the organisation's success, and realise their professional and personal objectives. HPW practises also encourage work-life balance, job stability, and possibilities for professional advancement, all of which can boost employee loyalty, dedication, and retention.

In the instance of Qatar Airways, implementing HPW can result in greater employee engagement, efficiency, and innovation, as well as decreased turnover, absenteeism, and costs. work rotation, employee involvement, and empowerment are examples of HPW practises that can improve employee motivation, work satisfaction, and commitment, resulting in greater customer service, lower costs, and a competitive edge in the airline sector. Furthermore, HPW practises like training and development

The high-performance working (HPW) is a critical factor that contributes to employee engagement and competitive advantage (Buick et.al 2015). HPW practices, such as employee involvement, flexible working, and performance management, can improve employee satisfaction and motivation, leading to higher productivity and business success.

Organizations that implement HPW practices can reap many benefits, including improved customer satisfaction, reduced employee turnover, and increased profitability. However, to ensure the success of HPW practices, organizations need to provide employees with the necessary training, resources, and support.

As a result, it is critical to take an integrated strategy to HPW that includes all stakeholders, including employees, managers, and human resource specialists. To guarantee that they are delivering sustainable performance, organisations must define a clear strategy for HPW and integrate it with their business objectives.

Finally, the advantages of applying HPW practises are obvious, and organisations who do not do so risk falling behind their competitors (Flood and Klausner, 2018). Organizations can achieve long-term commercial success while enhancing employee satisfaction and engagement by investing in their employees and fostering a high-performance culture.

Ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment

Performance management, working together, and effective communication are essential components that can help an organisation foster a high-performance culture and dedication. Employees are helped to understand their goals and expectations through performance management, which also gives regular feedback and coaching and rewards them for their accomplishments. Collaborative working promotes teamwork, cooperation, and creativity by enabling employees to share their knowledge and expertise in order to achieve common goals. Effective communication keeps people informed and involved, fostering a sense of responsibility and ownership for organisational goals. When applied properly, these practises can result in increased levels of employee involvement, inspiration, and dedication, leading in improved business performance.

Approaches to Performance Management to Support High-Performance Culture and Commitment

Performance management is essential for fostering a high-performance culture and increasing employee commitment. It entails establishing specific goals, offering feedback and support, and assessing performance against predetermined standards. Here are several techniques to handle performance and how they might help foster a high-performance culture and commitment:

Working in Collaboration: Collaborative working entails workers working together towards a shared purpose, exchanging knowledge and abilities, and helping one another achieve goals. This performance management method can help to foster a high-performance culture and commitment by encouraging teamwork, cooperation, and shared responsibility (De Waal et.al 2015). It can also help employees develop a sense of being part of something, trust, and respect. In a sales team, for example, cooperation can be fostered by creating team goals and rewarding team accomplishments rather than focusing on individual achievement.

360-Degree Evaluation: 360-degree feedback entails gathering feedback from a variety of sources, including peers, managers, and customers, in order to provide a full appraisal of an employee's performance. By presenting employees with a more realistic and fair assessment of their strengths and limitations, this method to performance management can foster high-performance culture and dedication (Ramous Agyareet.al 2016). It can also aid in the identification of areas for improvement and the improvement of communication between employees and supervisors. 360-degree feedback, for example, can be used in a software development team to assess the effectiveness of collaboration and teamwork, as well as individual performance.

Setting Objectives Setting clear and quantifiable goals for employees that are connected with the organisation's objectives is what goal setting entails. This method to performance management can help to foster a high-performance culture and dedication by giving staff a clear direction and focus, as well as pushing them to meet their goals. It can also improve staff engagement, job satisfaction, and retention (DeNisi and Murphy, 2017). Goal setting, for example, can be used in a marketing team to match one's goals with the organisation's sales targets as well as marketing efforts.

Critical Evaluation of Different Approaches to Performance Management

While numerous approaches to performance administration can support a high-performance culture and dedication, their effectiveness is dependent on a number of factors, including organisational culture, motivation among staff members, and the nature of the task. Here is a comparison of the various approaches:

1. Working in CollaborationCollaborative working can be beneficial in establishing a high-performance culture and dedication, but it requires an organisational culture that is supportive and inclusive (Moneal 2018). Employees may be hesitant to collaborate and share expertise if the culture is competitive and individualistic. Furthermore, collaborative working can be time-consuming and may not be appropriate for all sorts of work, such as tasks requiring individual inventiveness or autonomy.
2. 360-Degree Evaluation 360-degree feedback can provide significant insights into an employee's performance, but it can also be inaccurate and biased. Family connections, politics, and opinions of the organisation may all have an impact on feedback. Furthermore, the feedback process can be costly and may not be appropriate for all types of work, such as tasks requiring confidentiality or privacy.
3. Setting Objectives Setting goals can be an effective approach to encourage employees and match their aims with the goals of the organization, but it can also be motivating if the objectives are unreasonable or unattainable (Hales, 2019). Furthermore, the goals may not be connected with the employee's personal desires and may fail to consider external considerations such as the marketplace or economic trends.
4. Organizations must implement a performance management approach that is suited to their specific objectives and goals in order to foster a high-performance culture and promote employee dedication. Participatory working, 360-degree feedback, and goal planning are just a few examples of ways that, when done in the proper environment and with the right support, can be beneficial. Some additional considerations when assessing various approaches to performance administration and their efficacy in promoting a high-performance culture:
5. Continuous feedback and coaching Employee feedbackand coaching on a regular basis can be a valuable tool for fostering a high-performance culture (Zia al 2018). Managers and leaders should check in with employees on a frequent basis to provide feedback on their performance as well as coaching and support to help them grow. This can increase employee engagement and motivation while also giving them with the skills and resources they need to succeed.
6. Clarifying aims and goalsAnother approach to performance management is to set clear objectives and goals for employees (Fabianoal 2017). This requires having a clear understanding of what is expected of each individual in terms of job responsibilities and performance, as well as setting clear, quantifiable goals for them to work towards. Employees will be more focused and motivated if they understand what is expected of them and how they will be evaluated.

There are numerous performance management practises that can be useful in fostering a high-performance culture. The goal is to find the strategy that works best for your organisation and its people, and to constantly analyse and modify that approach to ensure that it is satisfying your workforce's requirements and generating business results (Sparrow and Makram, 2015).

Conclusion

The report is concluding that there is high degree significance of inclusive learning and development, continuing professional growth, and high-performance working in achieving long-term corporate performance. It has emphasised the distinctions between organisational and individual learning, training, and growth, as well as the importance of continual learning and professional development in order to stay competitive and relevant in today's fast-paced corporate world. Furthermore, the research summarized the importance of integrating learning cycle theories in order to promote effective and long-term learning environments. It has also talked about the advantages of high-performance work, such as greater employee engagement, loyalty, and competitive advantage.

The research assessed several performance management approaches, such as collaborative working, and presented examples of how they may foster a high-performance culture and dedication. It has rigorously analysed these methodologies and made conclusions about their effectiveness in reaching long-term corporate performance goals. To remain relevant and achieve long-term success, organisations should prioritise inclusive learning and development, continuing professional development, and powerful working, according to the report.

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