Q The report explains about Developing Individual, Teams and Organisations essential for an HR manger to have skills Home, - Developing Individual, Teams and Organisations Developing Individual, Teams and Organisations Executive summary In this study, the researcher has been appointed as the graduate trainee human resource officer within the Department of Human resource in an organisation. It is very much essential for an HR manger to have developing and understanding skills that have become the key to success for all the organization. One of the key skills that are required for the successful HR professional is to possess the ability to speak in front of people. In order to keep the motivation of the employees on track, the HR manager is required to provide a reward to them that may be monetary or non monetary. Continuous learning is essential for an employee to learn new things each and every day. Nowadays most of the companies tries to retain their talent by providing continues training. Due to this reason, the employ turnover rate of the company decreases and the revenue collection increases. Introduction As an HR manager, one has to advise, implement and develop policies that are related to the organisation. The main role of an HR manager is to ensure the employees in the organisation work effectively. It is the responsibility of the HR manager to promote equality and diversity in the workplace. Here the researcher has been appointed as the graduate trainee human resource officer within the Department of Human resource in an organisation. On the basis of that, the researcher is required to evaluate the knowledge, skills, and behaviour of an HR manager in an organisation. Also, the personal skills audit of Jane Cambridge who is newly appointed and the HR manager is being discussed here. Negotiation with the staffs involves person specification and job description. The process of salary review is being undertaken. It is the responsibility of the HR manager to advise and interpret the employment law. a) Determination of knowledge, skill, and behaviour The responsibilities of the human resource management require the overlapping set of competencies and the skills. In the present scenario, it can be seen that the competition is increasing at a rapid phase (Woodcock, 2017). Therefore, it is essential to be well skilled and have vast knowledge. It is very much essential to have developing and understanding skills that have become the key to success for all the organization. The knowledge, skills, and behaviour possessed by the HR management are Skills 1. Communication skill One must be able to communicate and express them properly. This is considered the most important skills and tools in order to maintain the growth of the individual. The key skill that is required for the successful HR professional is to possess the ability to speak in front of people or employees (Mitonga, 2018). It is necessary to represent the speech or presentation with a confidence on the face. Even people who are good in these skills need to shape this up in order to represent a presentation or speech. Another plus point of this capability is that the researcher is required to motivate their team members or employees. In this regard, proper communication skill can help out. Behaviour 1. Adaptability An HR manager must be easily adaptable to any kind of changing the environment around him. The researcher should anticipate the emergent situations and the environmental changes. It helps in developing the flexible resource in order to meet the future need and the current demand. The researcher is required to motivate the staffs so that they can act constructively to the upcoming changes in the work process and organisation. The researcher is required to act as per the embracement of the responsibility that is necessary to adapt to the changing environment. 2. Inclusiveness There is a requirement of interaction appropriately with the business partner. In order to fulfil this need, it is essential to treat other with respect and dignity. An HR manager should cultivate the diverse network and the board for exchanging ideas and making decisions (Baron and Parent, 2015). It is the duty of an HR manager to resolves the complex issues by proper balancing the need of the diverse group. It helps in providing or seeking the resource that helps in supporting and promoting the inclusiveness. Knowledge 1. Occupational knowledge An HR manager should maintain and trains the appropriate certificate and licenses. Having occupational knowledge helps in furnishing the resources and opportunities for the development and training activities. It helps in adopting the advancement of technologies that facilitate the mastery of occupational skills (Falola et al. 2014). It also emphasises on exploring the emerging and current practices. A HR manager can proficiently and independently apply the occupational skills and knowledge in the area of expertise. Having occupational knowledge also leads an HR to seek advice for developing additional skills. The occupational skill of an HR manager ultimately leads to increase the productivity of the organisation. The strategic plans that are being suggested by an HR manager help in strengthening the customer base. This will ultimately help in facilitating both long and short-term goals. b) Skills audit The process helps in assessing the employee's skills by a questionnaire. Identification of the potential knowledge gaps affect the plans for long-term of the organisation. It may also affect individual growth (Nolan and Garavan, 2016). There are the various advantages of the skills audits that is it helps in facilitating the digital transformation that is essential for the business. It helps in developing the skill base of the existing workforce that helps them to improve the career goals. Up skilling and training are very much crucial for the culture of the company. This will help to keep the knowledge within the business. Collection of the data that are based on the skills of the employees helps in facilitating smart decisions. Jane can use the Microsoft office word properly. Jane’s skill in using the internet is very good. Jane can use the PowerPoint adequately. The skill of using email is very good. Jane’s skill in writing the report and producing material in order to support presentation is also good. However, Jane can take notes of the disciplinary hearings adequately. The skill of resolving complaints is advising on HR issues and interviewing adequate. Jane generally has no experience of drafting the contracts of the employment and delivering the training session. Jane can make adequate use of verbal reasoning skills. However, Jane's skill of exploring more than one solution for solving the problem and consideration of the ideas of others for solving problems is good. Jane’s skills of using excel are quite adequate. Janie’s capability of taking the interview and advising on the HR issues are also very much adequate. c) Professional development plan Band 1 • Performance/ Reward • Learn to use database • Learn to use specialist software for HR Band 2 • Drafting the contracts for the employment • Delivering the training session properly Band 3 • Advising the HR issues • Interviewing • Resolving complaints • Taking the notes of disciplinary hearing Band 4 • Using excel spreadsheet • Using good verbal skills ) Difference between organizational and personal learning, training and development Organization learning, training, and development are considered more complex rather than individual learning, training, and development. This is also the more dynamic one than the magnification of the individual learning. Learning and development are considered an integral part of everyone's life. Organisational growth solely depends on how it provides training to its employees. The major issues that are associated with the growth of an organisation are the lack of motivation (Doyle et al. 2016). However, the development of an individual also depends on the motivation level of the individual. The motivation of an employee and the development of an organisation is being directly proportional to each other. In order to keep the motivation of the employees on track, the HR manager is required to provide a reward to them. The reward can be of two types, monetary and non-monetary. Monetary reward is the rise in the incentives and the hike in salary and non-monetary is the awards based on their performance. Learning and working are considered to be interconnected (Darcy et al. 2014). It helps in maintaining a healthy workplace environment. It also helps in maintaining a good and healthy relationship among the employees. As a result, the productivity of the organisation will be increased. Employee participation and involvement are very much vital in order to increase the employee commitment. It enables the decision making a power of the managers by decreasing the stress level. Learning is considered an integral part of life. It helps in increasing organisational growth. If each and every employee tends to learn new thing then it will add to increase the revenue collection. Learning is considered to be beyond luxury and money. One must keep the fact in mind; learning doesn't have any status or age. Learning at work will be beneficial for both the employees and the organisation. This learning can be enhanced by providing proper training to them. With the help of proper training, they will be able to put their contribution in the organisational goal. It is not necessary that all the individual learning the consequences on the organisational learning. e) Need for continuous professional development and learning Ongoing learning is considered to be the edge for the employees that are essential for their career growth. As per the survey, it can be seen that around 70% of the managers consider that there is a requirement of learning in order to increase their productivity (Riol and Thuillier, 2015). Proper training and learning can help the employees to put their contribution in the organisational goal. Continuous learning is essential for both the employees and the company in order to get success in today’s marketplace. Utilising skills and knowledge properly and effectively will help in increasing the productivity of the company. It will also add to personal development. Continuous learning is essential for an employee to learn new things each and every day. Many companies provide financial support to their employee's education. This has placed a great impact on the growth of the company. It has increased the productivity and maintains a healthy environment in the organisation. This will help to increase the loyalty level of the employees and the workers will feel happier when they will see that their bosses care for their future. In a survey, it can be seen that the companies who don't pay attention to the learning of their employees tend to face more employee turnover rate. If the workers of an organisation are well skilled then the company will be more productive and they will be able to maintain their workplace. Retaining the talent is very much essential for the long-term profit for the organisation. Helping the employees to get approved is very much easier rather than replacing them. As a result, the employee turnover rate of the company will be decreased. Personal development ensures the capability of an employee to maintain the current standards in the same field. It helps to enhance and maintain the skills and knowledge one need to deliver. Personal development helps in providing the meaningful contribution to the team. With this, one becomes more effective in the workplace. Advancement in the career is being assisted by the personal development. Personal development is able to increase the confidence in the individual; in the professional field (Duffield and Whitty, 2015). The constant expansion of the skills that lead to increasing the knowledge is essential for changing the organisational environment and new development. Majority of the companies nowadays tries to retain their talent rather than hiring new employees. They keep on training their employees and keep them up to date. This retains the sustainable environment in the organisation. This helps to maintain the trust of the employees and keep them interested and engaged. This is due to the fact that new skills are being added to their arsenal at a constant rate. Continuous learning is a process by which a company can show that their employees are worth investing for (Catton et al. 2018). Continuous learning helps in setting the clear goal and makes the proper strategic plan in order to keep the organisation ahead. With the help of this, one can withstand the continuous changes in the organisation. The decision making capability of the manager is being enhanced. Section 2 HPW is a general approach that helps to manage any organisation by stimulating the effective employee involvement. This helps in achieving the high-level performance of the employees. HPW generally involves the annual appraisal that includes formal feedback on the performance of the employees. Business strategies are basically based on the innovation and quality of the performances. HPW is basically the specific combination of the HR practices that aimed to enhance the knowledge of the employees. It is essential to have a consistent and clear communication about the organisational objective and goal to engage the employees. The practices and policies of HR hinder the employee engagement. Building trust among the employees through the open dialogues is necessary (Zheng et al. 2015). This, as a result, provides the opportunities for the improvement of the employee’s engagement level. Employee engagement can be done by providing the rewards and proper recognition. If the employee engagement level is higher than it will be easier for the organisation to stand out of the competition. The first component for increasing the employee engagement is providing proper training (Bourne, 2016). Providing proper training to the employees with necessary skills will help them to perform their job more efficiently and effectively. Training helps the organisation to increase their profit margin and their revenue growth. More skilled labour will add more revenue to their collection. The second component is the employee incentives (Tarhini et al. 2014). A rise in the incentives helps in motivating the employees. It acts as a driving force among them that helps in maintaining the employee engagement level. This has helped both employees and the organisation for the successful implementation of the HPW. Example of the performance management is the performance appraisal. The next component is increasing opportunity for the employees that help time to participate in the decision making. This will help to improve the relationship between the employees and the top management. Performance management is a type of ongoing method that helps in evaluating the performance of the employee. There are five methods of the performance management that are Comparative method This method helps in the development of the languages. This is done by performing the comparison of features of the two or more languages. The methods of the internal reconstruction are total contrast with the comparative method (Prasad et al. 2016). This generally focuses on the difference and the similarities among the management system and business from different context. There are various management principles that are essential for the application in different situation. The management practices are being managed in this type of methods. This helps to identify various management techniques that are used in various countries. It also helps in developing the prescriptive guidelines. Behavioural This type management is similar to the behaviour modification. It is considered a less intensive version of the behaviour therapy. There are various techniques and the principles are being used in order to corporate the behavioural monument. This type of management helps in building the prosaically behaviour (Rae, 2016). With the help of the behavioural management, the most valuable results have been produced. This helps in increasing the productivity of the organisation. Organisational behavioural management is a kind of applied behaviour analysis. The organisational behavioural management helps is maintaining a healthy working environment. Attribute There are various attributes that are essential for the growth of the organisation. The relationship between the employees and the top management must be good and fair. Thos will help to reduce the impact of the problems that are associated with the organisation. The employees must have the capability to adapt the changes that are taking place in the organisation (Raes et al. 2015). Teamwork is another essential attribute that are very much necessary for the growth of the revenue collection. Continuous learning helps to reduce the harmful impacts of the risks that are associated with the company. A good and healthy working environment will help to increase the employee engagement. As a result, the employee turnover rate of the company will be decreased. Quality Performance is the main achievement of an organization in proper relation with setting goals. It generally includes achieved outcome, accomplished individual contribution or setting strategic goals for the organization. By the term performance, economic and behavioural outcomes of an organization can be measured. Performance management process is a systematically developed innovation which can increase or measure productivity, goal focus, and proper satisfaction. Proper framework should be developed and setting the desired goals are necessary in this management system to get adequate outcome from that (Tarhini et al. 2014). Performance management systems are related tm four types of effects which are vertical integration, human resources integration, goals integration and functional integration. Result: Oriented to the result is a term by which outcomes of an organization are described rather than the producing process of the product. Numbers of different processes are used and most effective process is selected for better result. Through defining all the relative tasks and achieving related results proper assessment of the result orientation are done. Improving the efficiency and effectiveness of the working procedure can lead to gain better productivity of all the resources including the timing. Through proper teamwork and reducing the total budget cost more revenue can be earned and it is treated as the effective result of the organisation. Conclusion From the above study, it can be concluded that HR management is the most important element in an organisation. The main responsibility of the HR manager is to advise, develop and implement policies that relate to the effectiveness of the organisation. They are required to add values to the organisation. It is the responsibility of the HR manager to motivate the employees and maintain the employee engagement. Employee engagement can be maintained by the introduction of the reward that is either monetary or non-monetary. The development and implementation of the policies on the working conditions and performance management is necessary. In the present scenario, it can be seen that the majority of the company tries to retain the talent by providing continuous learning. With the help of continuous learning, the company will be able to increase their productivity by retaining the trust of the employees. Most of the companies try to keep their employees up to date by advancing their technologies. Training the employees is very much essential for the organisation in order to achieve a certain growth. It will help in both the organisational progress as well as the individual progress. This strategy will help them to stand out of the competition. Providing proper training with necessary skills will help the employees to perform their job more efficiently and effectively. Due to this reason, the employee turnover rate of the company also decreases. This can be done by scheduling the work properly and effectively. In order to maintain the work properly, there is a requirement to keep a track of the work progress.