Developing Individuals, Teams And Organisations Assignment Sample

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1.0 Introduction

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The HR department is one of the most important functions of a company and this serves a better employee engagement and retention factor. The job of the HRM of a company is to make a better employee handling process providing the employees with a proper and beneficial approach. Some skills and knowledge are required to be an HR manager and these skills are important for a person to fulfil the HR jobs. The essential training, learning, and development processes are also important jobs for the HR team. This report discusses a determination of the skills, knowledge, and behaviour of an HR manager of the TSB Bank PLC along with the skill audit and development plan. This report also discusses the differences between learning and development with a comparison between individual and organisational learning. Furthermore, the report discusses the important factors of 360-degree performance appraisal and management by objectives with the importance of continuous learning by a reflective learning cycle.

2.0 Determination of the required skills, knowledge, and behaviour for an HR manager

An HR manager is involved in employee handling in an organisation and this is important for them to have some important skills and competencies. The important behavioural factors help them to provide a better employee handling factors in the company. These factors are important for the company to make a better business. The important skills, knowledge, and behaviour needed to be an HR manager are as follows-

Table 01: Desired Professional Role of an HR Manager

3.0 Personal Skill Audit

This is very important for HR managers to understand their skills and competencies in the field of human resources. These people are involved in different jobs related to the employee handling process of a company and these jobs require a good number of skills to fulfill with perfection. Thus, important skills and competencies are required to understand plans are needed to overcome the drawbacks. A personal skill audit is as follows-

4.0 Personal Development Plan

5.0 Outline the difference between learning, training, and development

Learning is a process that helps to grab knowledge from different sectors and this helps the learner to know about different factors of the subject. A learner can learn from anywhere and this helps the person to know about the interesting factors of the subject (Carleo et al., 2019). Learning is a continuous process and this serves a perfect understanding of any factor in the world.

On the other hand, training and development refer to the educational activities in an organisation organised for the employees to learn about the factors in the company and the business (Haugen et al., 2019). This is a helpful process that serves a better understanding of the different functions and responsibilities in the company and this helps the new and old employees to experience the important factors of the organisation.

However, learning and training and development have some differences and this is important to understand both to know about the differences. The differences between learning and training and development are as follows-

6.0 Differences between organisational and individual learning, training, and development

The individual learning process can be defined as the process that helps a person to develop skills and educational approaches individually and serves the learner to grow in his or her way. The important factor of individual learning is that the process helps to make a better understanding of any subject and the learner can make a proper idea about the factors the person in learning (Park and Kim, 2018). This serves some independence to the person and helps to make a better approach to the educational factors. This is very helpful to make a better and long-lasting education about the factors the learner is studying individually.

Organisational learning is a process that serves the chance for the employees of a company to know about different factors in the company and this serves the employees a better understanding of the business (Oh, 2018). This is very important to make proper organisational learning as this serves the employees a proper grasp of the business and organisational factors and this makes a proper growth for the employee. The training and development sessions in a company are a part of this learning process and this helps to make a better organisational approach to the employees.

The differences between the organisational and individual learning, training, and development are as follows-

7.0 Analysis of the need for continuous learning and professional development applying learning cycle theories

The learning cycle theories are helpful to make a better understanding of the process of learning and development for a person. This is helpful to make a better understanding of the process of learning using the factors of reflective cycles and this makes a proper development for the practitioners (Chiu, 2019). The importance of continuous learning and development with “Kolb’s Reflective Learning Cycle” is as follows-

7.1 Concrete learning

A very important process of learning is to make a better and proper understanding of the subject and this takes a long process to make a perfect result. The important factors of learning require proper and continuous practice to make it happen and this serves the learner the best learning and development approach.

7.2 Reflective Observation

The learning process also requires making a better understanding of the practical scenarios of the educational process and helps to make a better idea about the factors of the subject. This is important to practice the learning and reflect the education in every sector of the career. This will help the learner to get proper and long-lasting development.

7.3 Abstract Conceptualisation

The important factors of learning are needed to be conceptualised to understand all the aspects of it. The important factors and chapters of the learning process serve a better idea about the changes in the process; thus, this is important to make a proper concept about the whole scenario. The important factors of learning will serve a better and broader result with it.

7.4 Active Experimentation

The important factors of learning needed to have experimented and these must be taken as the most important factors of the learning process. Experiments reflecting the knowledge are important to make a better idea about the factors of the study and find out different aspects of the process. One of the most important factors of the learning process is to make a philosophical and experimental development and this needs continuous practice.

8.0 HPW (High-Performance Work) and its contribution to employee engagement and competitive advantage

“High-Performance Work” (HPW) is an important factor for the company which helps to develop the capacity of the company. This is helpful to make a better approach to the functions of the company and makes a better outcome for the business (Han et al., 2019). This involves a better selection, approach, and retention of highly talented personnel and this makes all the important factors of the company easy. High-Performance Work helps companies to make a better approach to the management systems.

This process helps to make a better approach to the staff engagement process in the company. This is helpful to make a better outcome for all the jobs in the company. One of the most important factors of the HPW is that it helps to develop the talents of employees and serves as a better approach to the economic factors of the company (Zhang et al., 2018). This also helps to empower the frontline approach of the company and serve a better business to the company fulfilling all the important factors of the company. Furthermore, the HPW practice is also very helpful to align the leaders and make a proper and better approach to the company contributing to the profitable business.

8.1 Contribution of the HRW to employee engagement and competitive advantage

The HPW practice in HRM is helpful to companies in many ways. The benefits of it help to make a better employee engagement and serve competitive advantage to the company. The benefits of HPW in HRM are as follows-

8.1.1 Selective Hiring

A proper and selective hiring process helps to make better recruitment for the company and this helps the company to have a better approach to the functions of the company. The sophisticated selection of the cream candidates from the crowd helps the company to have the best business in the market. This helps the company to have some competitive advantage and serves a proper idea about the factors market to expand the business.

8.1.2 Better Employee Security

This is served as one of the most important factors in a company to make a better approach to the employee retention process of the company. The employees of the company require better security in the company and this is important for them to have a better and more secure job. The important factors of employee security are served by the HPW practice and this makes a better outcome in the employee engagement process of the company.

9.0 Critical evaluation of “360-degree performance appraisal” and “Management by Objectives”

The critical evaluation of the factors is as follows-

9.1 360-degree Performance Appraisal

The process of the 360-degree appraisal can be defined as the appraisal process of an employee from all levels of the company. The important factors of performance of an employee are appraised by the authorities, supervisors, team leaders, and peers and this makes a better approach to the appraisal process of the employee. The feedback the employee get help the person to make better growth.

This process has enormous benefits for the development process of the employees. This process helps the employee to have a complete assessment from all the levels of the business and serves them perfect feedback (Zondo, 2018). This process also makes a better idea about the skills and skill gaps of the employee and serves a better idea about the factors of the employee.

However, the process has some limitations that make the process vulnerable. The important factors of employee engagement got viral in the company and this can hamper the development of the employee. This process also makes the employee upset with negative feedback and this makes the process unjust. One more limitation of the process is that the process can leak the skill gaps and limitations of the employee to others and this can make the employee face criticism.

9.2 Management by Objectives

The process of management that helps to manage the business within the goals and aims of the company is known as the “management by objectives”. This process serves as a proper management process for the companies and this helps to make a better result to business outcome.

Management by objectives helps the companies to make a better idea about the factors of the company and this has several benefits. This process helps to involve maximum employees in the busines factors and this makes a better business for the company. This also helps to measure the goals of the company and plan the business accordingly (Salama, 2020). This management style helps to increase the communication in the company and helps to make better employee engagement.

However, some limitations of this process make the process unjust in some cases. This process is usually regional and this gets the least help from the higher authorities. Apart from that, this is a very time-consuming and costly process that makes the management process difficult. Furthermore, this can make the employees lose some of their skills due to a lack of practice.

10.0 Conclusion

Important factors of the HR management team are helping to make a better approach to the business of a company. This is essential to have a better HPW for the company to make a better plan. This report found a determination of the skills, knowledge, and behaviour of an HR manager of the TSB Bank PLC along with the skill audit and development plan. This report also found the differences between learning and development with the comparison between individual and organisational learning. Furthermore, the report found the important factors of 360-degree performance appraisal and management by objectives with the importance of continuous learning by reflective learning cycle.

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