HR Competencies for Navigating Organizational Change Assignment Sample

Introduction Of The Developing Individuals, Teams, And Organizations Assignment

Get tailored assignment help solutions from New Assignment Help, a dedicated UK company focused on academic excellence.

Task 1

P1 Determine appropriate and professional knowledge, skills, and behaviors that are required by HR professionals.

It's no secret that in this ever-changing world, the role of HR has become highly dynamic. HR's primary responsibilities include recruiting, directing, managing, and retaining. Additionally, HR is responsible for maintaining healthy working conditions for all employees in the organization (Azevedo, and Shane, 2019). In addition, the focus is on the sustainable growth of the company. Another main task of HR managers is to establish communication channels between management and employees.

• Knowledge of HR: This can be termed as the different set of capabilities and information that a person gains through specific situations and experiences. As senior managers at Royal Mail, the HR Managers need to understand the field and work very smartly. The HR managers of Royal Mail are needed to have some skills as follows:
• Communication: It can be stated that HR managers must be good communicators for the process of easy communication with the employees along with handling discussions.
• Law and Government: It is one of the most significant kinds of knowledge which is required by HR so that they can help other employees and company with the legal matters. Through legal information, they are capable to implement appropriate rules and regulations within the Royal Mail for better activities of the business (Gunawan, Aungsuroch, and Fisher, 2019).
• The behavior of HR: This can explain how HR managers behave towards others in their organization. Some of the basic behaviors a recruiter should have are:
• Adaptability: This type of behavior of the HR manager helps the business to assemble the appropriate data and address different requests rising for changes in the environment through critical activities (Ruparel, and et.al., 2020).
• Accountability: Through this behavior of the HR Managers at Royal Mail, they can take responsibility for minimizing the issues at the workplace and make improvements in the workforce.
• Skills of an HR: This can be termed as an aspect of an individual by which they can perform different tasks in any situation. The skills are as follows:
• Organize People: Competence can be defined by which employees understand their actual talents and can use them to improve their performance. These HR managers need to know how to handle all kinds of situations that can arise within their organization.
• Skillful Team: In Royal Mail, HR is primarily concerned with creating a highly skilled workforce to complete work on time (Redondo, Sparrow, and Hernández-Lechuga, 2021). The business also hires skilled people for completing the work for outsourcing the stores, hence the customer is managed in an appropriate way (Stone, Cox, and Gavin, 2020).
• Collaboration: HR professionals usually work with different types of people and their attribute them is quite different from the other department of people. They also can handle all people and control the activities for the betterment of the business. Further, the senior department of Royal Mail is also dependent on the HR professionals to carry out different activities and take suggestions for staff-related issues. The Royal Mail is also able to reach a good position with the help of HR professionals in an effective manner and it helps to achieve the target of business.

Thus, through the power of HR professionals, the organization's challenge is highly associated with the development of business (Allen, and et.al., 2019). They can handle the different situations which are present at the time. The HR professionals have to take the challenges and requirements to implement in the business for delivering better services and it also enhances the performance of the organization. At Royal Mail, there is the requirement to make many changes according to the requirement of different scenarios and situations with more scope for development and growth so that the HR department can focus on the various perspective.

P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills, and behaviors and develop a professional development plan

A personal skill audit can be termed as an aspect of examining, determining, and reporting on the different capabilities which are present in an individual or team. To ensure the healthy functioning of the Royal Mail, the following skills should be present in Senior Managers:-

• Management Skills: The ability to manage, direct, operate, and control tasks are one of the most valuable skills for every manager. Furthermore, they must use their wisdom and experience to facilitate organizational tasks.
• Communication Skills: People from different backgrounds and ethnicities must be dealt with by senior managers (O’Brien, and et.al., 2022). The HR department is also the link between top management and employees. Furthermore, at the time of employee induction, they must explain the basic operation of the company. To accomplish this, you must have excellent communication skills.
• Technical Skills: To achieve these skills, one must be familiar with software and be able to use that software efficiently in planning or resource allocation situations. MS Excel and MS Project are examples of basic software knowledge (Phillips, and et.al., 2019).
• Problem-solving Skills: A person with these skills is capable of coping with complicated tasks that are beyond the control of the average employee or team leader. It may be connected to the process of resource allocation and good problem-solving skills are most useful for them (Sinambela, and et.al., 2020).

Personal SWOT Analysis

A senior manager at Royal Mail needs to conduct a SWOT analysis to get a clear understanding of the organization's strengths and weaknesses. Identifying your strengths and weaknesses is beneficial. In addition, it helps identify the potential for growth and personal development, as well as factors that impede growth.

Strengths: ü As a Senior Manager, I have appropriate communication skills through which I can communicate with the team members as well as fellow employees in a better way. ü I also have good problem-solving skills which help me to take better decisions and able to find out solutions to the issues at Royal Mail. ü I have a strong level of confidence that helps me to interact with other people and boost my motivation.

Weakness: ü I have issues while managing much work together as it affects my work so it is my weakness to handle multitasking. ü I am not able to take appropriate decisions and that affects my job role in the process of working. ü I also analyzed that I need to work on my IT skills as it is an important part of our life as well as the workplace (Belinski, and et.al., 2020).

Opportunities: ü Seminars are considered the best opportunities for me to learn new things and implement them in the process of work. ü The feedback from the senior department will be helpful in the future to get new aspects of changes and levels of learning. ü The training and use of new software is also a new opportunity for me to learn new things and enhance my level of learning. ü By imposing things effectively, we can handle compound data.

Threats: ü Fast changes in technology are considered a huge threat to me and my performance as it is important to learn new techniques for further progress. ü The changes in the scope of the project are another threat for me to consider. ü There is an increasing amount of competition in the market. It affects me as a person to grow effectively for the betterment.

My career as a senior manager depends heavily on the SWOT analysis above. According to the SWOT analysis, my career is strongly influenced by several factors. To be able to improve my weaknesses at the earliest and in a structured manner, I should prepare a personal development plan based on my weaknesses (Plant, Barac, and Sarens, 2019). As people become more experienced, they will develop several skills. My development plan should focus on turning my weaknesses into strengths to achieve my goals here

Reflective Statement

In my capacity as a Senior Manager, I find the above SWOT analysis to be of great importance. Several factors highlighted in the SWOT analysis are crucial to my career. To improve my weaknesses quickly and in a well-structured way, I need to prepare a personal development plan based on my weaknesses. In this regard, one should note that some skills can only be developed with experience. My weakness should be turned into strengths by focusing on my professional development plan here.

Professional Development Plan for the Senior Manager Role

Aim of Development	Proposal	Needs	Initial Time	Days of Training	Training End	Concerning body
IT Skills
Management of database	Review the data module and issues	Ms. Excel and Project with booklet	October	30	November	Department of IT
Management Software of HR	Assignment based on Software	A specific person with a specialization	November	30	December	Information System
Problem Solving Skills
Offer Training	Seminars along with internal training	Module of Training	November	30	December	Training
Development of contracts	Learn from various experts	Modules on contract making and practice are taught by the expert	October	15	October	HR department
Interview process	Verbal presentation	The managers will be responsible	November	15	November	HR department
Time Management
Completion of tasks on time	Workshop on time management	Activities related to Time Management	December	10	December	Department of Training

M1 Provide a detailed professional skills audit and professional development plan that demonstrates evidence of personal reflection

According to the personal skill audit, I have certain good communication skills, which are very important for communicating with employees. I also discovered that my team building quality has improved, and it is regarded as an effective aspect for dealing with changes in employee performance (Tsohou, and Holtkamp, 2018). Furthermore, it boosts my confidence and other skills, such as problem-solving at work. Furthermore, I have discovered that my performance in the process of decision-making skills has improved, and I am now capable of making suitable determinations for coworkers. Thus, it is very significant for me to make improvements for the reduction of negative aspects. With this, I need to improve my IT as well as time management skills for future progress in my career.

As a senior manager, I am responsible for managing tasks and operations. Even though I'm not the best, my subordinates and my duties are taken very seriously. Based on SWOT analysis, I have strengths in many areas but weaknesses in others. I have. Leading, directing, and managing people is one of my strongest skills and this makes me perform better as an employee and as a manager of people (McElearney, Murphy, and Radcliffe, 2019). He also has excellent communication skills. With this knowledge, you can guide people from different backgrounds. If an employee has a problem, they can contact the top management level through me. As part of the employee onboarding process, it also explains the organization's basic working principles. If management wants to assess the effectiveness of my supervisory skills, I can get feedback from my employees. My team members have learned a lot from me and are doing a great job. However, as I said, I have my weaknesses. My weaknesses include a lack of IT skills, problem-solving skills, and patience. Here you should focus on your development plan to become stronger in these areas.

D1 Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training about the learning cycle to achieve sustainable business performance objectives

Weakness	Issues to Overcome	Time Provided	Actions to be taken
It assistances	Inexperience employees.	55 days	Correctly measured the information.
Problem skills	Lack of time	45 days	There is the possibility of providing proper training. A contract expert who specializes in making and practicing contracts
Time managing	Work Load	10 days	Depending on the nature of each employee, internal training and seminars can be segmented
Inpatient	Arrogance problem	10 days	Training to holder short limit situations (Moga, 2017)

Task 2

LO2 Analyze the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

Driving a sustainable business development process is not an easy task. Apart from the logistics of the firm and the management, what carries more importance is the individual contribution of the firm that leads towards a wholesome development process. This section will include four primary aspects of this broad topic, namely; Analysis of the differences between organizational and individual learning, training, and development, analysis of the need for continuous learning and professional development to drive sustainable business performance, Application of the learning cycle theories to critically and analysis of the importance of implementing continuous professional development and a detailed and coherent professional development plan that appropriately sets out learning goals and training about the learning cycle to achieve sustainable business performance objectives.

P3 Analyse the differences between organizational and individual learning, training, and development.

First hand, it is important to clarify that organizational learning and independent or individual learning are correlated with each other. However, organizational learning does indeed influence individual learning to quite an extent, however, there are severe differences between the aspects of these two.

Individual learning: the aspect of individual learning is mostly self-directed. This means that it may or may not have a fixed pattern. Individual learning can happen under any circumstance, like observing fellow employees, self-study, researching customer interaction, and so on. Furthermore, the individual study may or may not be directed towards a particular aim. However, an employee who is engrossed and practices regular learning processes is looked up to (Odor 2018). The need for learning regarding an employee is also directly driven toward self-development and growth. This growth is in direct proportion with the growth of the employee's success at the firm. individual learning furthermore can be directed towards the ambition of recruitment in a particular firm and so on.

Organizational learning: Organisational learning directly influences individual learning. In an organization, the learning prospect is generally driven towards a particular goal or ambition. It is supposed to be an ongoing process and is aimed towards benefitting the firm and its projects. Individual learning is at times influenced by this. There is a range of benefits that come along with organizational learning such as; the process being ongoing and the opportunity for feedback from the mentor or the other fellow employees, it is a group activity and hence there are places of criticism, teamwork, and collaboration, it is highly structured so that each concept and theory is versed by the employee, the culture of organizational learning further on motivates the employee and the firm to take up culture and practice of learning, the managers of the firm are fully aware of the learning process as well as the development that each employee is making, this allows the firm to make better decisions regarding posts and responsibilities, the learning is according to the core values and the strategies of the firm.

P4 Analyse the need for continuous learning and professional development to drive sustainable business

Performance

A learning process is not a one-time investment of time and money, for a more sustainable future, the process must be continuous and ongoing, this helps the firm to keep up with the trends of the market and evaluate its employees according to the latest skills that are required in the firm(Koutouzis, M. and Papazoglou, A., 2022). the importance of continuous learning and professional development are hence mentioned:

• Competitiveness: A continuous learning process requires a curriculum that is not stagnant in any way, it needs to be constantly updated according to the latest themes and trends of the market. This aspect of learning allows the firm to stay relevant and ahead in the competition since it is equipped with all the necessary skills that are required for the present and potential challenges that can approach the firm. Continuous learning also enhances the chances of better risk management as it allows the employees a chance to analyze their learning and potential risks and gaps associated with it.
• Retention of employees: this is a cyclic process. Continuous learning in a firm advocates the nurturing of employees so that they can grow organically. Such employees are assets to the firm and have the potential to grow and hence do not prefer to leave the organization and hence it directly promotes a lesser employee turnover(Mittal and Kumar 2019).
• Building leaders: continuous learning patterns encourage insights toward better leadership. In other words, this process encourages people to inculcate leadership capabilities within themselves. The lack of leadership skills is one serious promotion barrier in many firms, and continuous learning eradicates the barrier.
• Knowledge retention: the present market trend especially for professionals who have just started their careers is gaining experience in a firm and then moving towards better paying and higher statured opportunities. Learning enables them to opt for better opportunities because this is something that stays with them throughout their career and will help them in every situation.

M2 Apply learning cycle theories to critically analyze the importance of implementing continuous professional development.

Kolb's learning cycle theory bases itself on four basic stages of continuous learning. These stages, first individually and then collectively promote the importance of a continuous learning pattern:

• Concrete Experience: this is the first stage of learning; every person has some experience with situations. This stage encourages the individual to learn from the situation that they have already faced as that is the phase where the induvial has acted and hence, they can perform a better analysis of what can be done in the given situation that will help in solving the problem.
• Reflective Observation: this is the second stage of learning, where the person might not be involved in the situation directly but has closely observed an individual deal with a situation. This observation process has allowed the induvial to reflect on the case and hence gather knowledge from their observation and reflection(Chauhan and Chopra 2022).
• Abstract Conceptualisation: this is the third stage of learning. This is obvious that the knowledge that is gained from a first-hand experience is vastly different from a mere observation or reflection. The knowledge that is gained through observation is still theoretical and hence abstract in the mind of the individual. This abstract form of information takes the form of a standard concept regarding the basics of the situation and how it can be handled.
• Active experimentation: the final stage is active experimentation of abstract knowledge as well as the structured knowledge that the individual has gained through the process of both observation and practical approaches. Here the abstract concept that is present in the mind of the employee needs to be implemented practically. Where the concept takes a structured form and the implementation can take place through customizations according to the problem identified.

D1 Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training about the learning cycle to achieve sustainable business performance objectives

In this case, it is essential to choose a particular job profile on whose portfolio the skill audit will be made. The job profile that has been chosen for this analysis is that of a data analyst.

Skills	Description
Data cleaning and preparation	A data analyst requires to retrieve data from various sources. Preparation of this data and the correction and cleaning of data in case it is corrupted are important parts of this job.
Data analysis and exploration	Presented data needs to be analyzed properly in a way that can be presented. Furthermore, there might be stances where new data will need to be explored, these are the places where an explorative approach is required by the analyst.
Statistical knowledge	Data is generally present in numerical form; this needs to be converted into statistics or discreet data for a better understanding of the situation.
Creation of data visualizations	In the case of presentations where there needs to be effective pitching, the collected and organized data needs to be in a visual format for an interesting approach as numerical data or written data is not quite interesting to watch.
Creation of reports	The data that is present, retrieved, created, or assembled by the analyst is mostly in its raw format and cannot be understood by a layman or a non-data expert hence, this needs to be transferred into a report-like format that can be understood by everyone.
Problem-solving	Data is a very sensitive area that often receives threats such as thefts, breaching, or corruption by external forces or by issues arising in the system itself. In such situations, it is the responsibility of the analyst to address the entire situation and create solutions

Task 3

LO3 Apply knowledge and understanding to how high-performance working (HPW) contributes to employee engagement and competitive advantage

High-performance work is an attribute that is desired by all firms, this requires high levels of employee engagement and effective learning resources from the firm.

P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within the specific organizational situation

• HPW enables employees to indulge in participative leadership where the employees can recognize opportunities, develop decision-making power, organize strategies, and so on(Kloutsiniotis, P.V. and Mihail, D.M., 2018). Better leadership programs create better leaders who can strategically drive the organization towards the organic benefit and hence provides a competitive advantage in the market.
• It promotes clear communication. This attribute allows the employees to be more engaged. within the operations of the firm since there are clearer regarding the processes. A firm with clearer communication runs smoothly and in a paced manner where operations are generally not delayed and hence it provides the firm with a competitive advantage.
• It enables effective decision-making since high performance directly promotes the development of employees using practical approaches. Better decision-making processes enable swifter operations and able management systems and hence promote competitive advantage.
• HPW allows the firm to be more inclusive and promotes the understanding of diversity since people at the firm are good at communication and decision making through this approach managing diversity is not that big of a task(Ogbonnaya, C. and Valizade, D., 2018). An inclusive firm is a place with a wider perspective and better idea-generating capabilities that allows the firm to stay ahead in the market.
• Clearer communication and inclusion of better ideas through effective decision-making automatically help in managing conflicts. A firm with lesser conflicts allows swifter and smoother operations and promotes collective teamwork that automatically promotes the firm towards a better competitive strategy.

M3 Analyse the benefits of applying HPW with justifications to a specific organizational situation

In the present times, all firms are promoting inclusion and diversity within them, where people from different ethnicities and backgrounds are hired for a wider perspective of the market and business situation. This seems to be a good idea however the promotion of inclusion comes with specific challenges of its own. An organization that wishes to promote inclusion and diversity but has a very low level of HPW will face severe issues in communication and management of conflicts. A firm with HPW promotes better communication among the employees as their learning course within the organization has inclined them towards the same. Managing conflicts too become much easier as there are better leadership skills in the firm that understand the importance of variation in the workforce. These factors are put together to promote better decision-making in the firm and operations are carried out more smoothly. This promotes employee engagement as the employees feel understood and accepted by their diversity and this phenomenon automatically leads to a competitive advantage(Hristove et al., 2021).

Task 4

LO4 Evaluate ways in which performance management, collaborative working, and effective communication can support high-performance culture and commitment

P6 Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-performance culture and commitment.

Different approaches to performance management have been proven to provide customized results regarding high-performance culture and commitment, this section will analyze those approaches and attempt to evaluate them critically.

• Performance Roadmaps: A performance roadmap helps an employee to keep track of their goals and commitments towards the firm(Franco?Santos, M. and Otley, D., 2018). This is an important attribute of HPW as a clear roadmap encourages a clearer view of the achievement of the employee and the ones that are yet to be achieved. This provides the employee with a sense of satisfaction regarding what they have achieved so far and an estimation of what is required to achieve in the future so that they can be mentally prepared for the same. Example: a project roadmap created by a team to see their achievement so far and what is left to achieve.
• Key Performance Indicators: Key performance indicators help managers and stakeholders of the firm to analyze the performance of the employee and hence allotting them specific goals and time limits to achieve new targets that will increase their performance and commitment towards the firm. Key performance Indicators also allow the employee to understand their strengths along with the areas that still require adequate work. This also encourages effective communication between the management and the employees. Example: promotion of an employee based on the observation of their performance by their managers.
• Rewards and recognition: this is a genuine and effective way of increasing employee engagement in the firm. An engaged or motivated employee will be driven towards higher performance rates and levels and will be eager to take on more responsibilities that will increase their rate of performance. For example, the employee of the month award generates interest in the employee to achieve the same again(Schleicher et al., 2019).
• Continuous feedback: the firm must provide continuous, clear, constructive, and candid feedback to their employees. Blindly working towards a goal is always not the key, the employees also need a reality check of their performance as to where they are going right or wrong. This enhances their productivity knowing that they need to perform better than what they are doing now. Example: the manager's feedback on a project enables the employee to perform better in the next project.
• Collaborative working: Collaborative working is perhaps the best-known way of performance management. Here the feedback and criticisms come from the peers of the employee. The employee here is in a state of continuous learning not only through practical implementation of knowledge but reflective observation as well. This ignites a sense of competitiveness within the employee and allows it to raise its benchmarks. However collaborative work also teaches the employee the importance of teamwork. Example: group discussions and reflection on a project post its completion where group members comment on the performance of their fellow mates.

References

Allen, L.M., Palermo, C., Armstrong, E. and Hay, M., 2019. Categorising the broad impacts of continuing professional development: a scoping review. Medical Education, 53(11), pp.1087-1099.

Allen, L.M., Palermo, C., Armstrong, E. and Hay, M., 2019. Categorising the broad impacts of continuing professional development: a scoping review. Medical Education, 53(11), pp.1087-1099.

Azevedo, A. and Shane, M.J., 2019. A new training program in developing cultural intelligence can also improve innovative work behavior and resilience: A longitudinal pilot study of graduate students and professional employees. The International Journal of Management Education, 17(3), p.100303.

Belinski, R., Peixe, A.M., Frederico, G.F. and Garza-Reyes, J.A., 2020. Organizational learning and Industry 4.0: findings from a systematic literature review and research agenda. Benchmarking: An International Journal.

Chauhan, P.N.H.D.L. and Chopra, M., An Insight into Building Sustainable and Innovative Culture for Organisations.

Franco?Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences of performance management systems. International Journal of Management Reviews, 20(3), pp.696-730.

Guerci, M., Hauff, S. and Gilardi, S., 2022. High performance work practices and their associations with health, happiness and relational well-being: are there any tradeoffs?. The International Journal of Human Resource Management, 33(2), pp.329-359.

Gunawan, J., Aungsuroch, Y. and Fisher, M.L., 2019, January. Competence?based human resource management in nursing: A literature review. In Nursing forum (Vol. 54, No. 1, pp. 91-101).

Hristov, I., Appolloni, A., Chirico, A. and Cheng, W., 2021. The role of the environmental dimension in the performance management system: A systematic review and conceptual framework. Journal of Cleaner Production, 293, p.126075.

Kloutsiniotis, P.V. and Mihail, D.M., 2018. The link between perceived high-performance work practices, employee attitudes and service quality: The mediating and moderating role of trust. Employee Relations.

Koutouzis, M. and Papazoglou, A., 2022. Challenges and opportunities for the development of schools as learning organisations in the Greek context. International Journal of Learning and Change, 14(4), pp.374-389.

McElearney, A., Murphy, C. and Radcliffe, D., 2019. Identifying teacher needs and preferences in accessing professional learning and support. Professional development in education, 45(3), pp.433-455.

Mittal, S. and Kumar, V., 2019. Study of knowledge management models and their relevance in organisations. International Journal of Knowledge Management Studies, 10(3), pp.322-335.

O’Brien, S., McNamara, G., O’Hara, J. and Brown, M., 2022. Learning by doing: Evaluating the key features of a professional development intervention for teachers in data-use, as part of whole school self-evaluation process. Professional Development in Education, 48(2), pp.273-297.

Odor, H.O., 2018. A literature review on organizational learning and learning organizations. International Journal of Economics & Management Sciences, 7(1), pp.1-6.

Ogbonnaya, C. and Valizade, D., 2018. High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis. The International Journal of Human Resource Management, 29(2), pp.239-259.

Phillips, J.L., Heneka, N., Bhattarai, P., Fraser, C. and Shaw, T., 2019. Effectiveness of the spaced education pedagogy for clinicians’ continuing professional development: a systematic review. Medical education, 53(9), pp.886-902.

Plant, K., Barac, K. and Sarens, G., 2019. Preparing work-ready graduates–skills development lessons learnt from internal audit practice. Journal of Accounting Education, 48, pp.33-47.

Redondo, R., Sparrow, P. and Hernández-Lechuga, G., 2021. The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers. The International Journal of Human Resource Management, 32(9), pp.2046-2069.

Ruparel, N., Dhir, A., Tandon, A., Kaur, P. and Islam, J.U., 2020. The influence of online professional social media in human resource management: A systematic literature review. Technology in Society, 63, p.101335.

Schleicher, D.J., Baumann, H.M., Sullivan, D.W. and Yim, J., 2019. Evaluating the effectiveness of performance management: A 30-year integrative conceptual review. Journal of Applied Psychology, 104(7), p.851.

Sinambela, E.A., Mardikaningsih, R., Arifin, S. and Ayu, H.D., 2020. Development of Self Competence and Supervision to Achieve Professionalism. Journal of Islamic Economics Perspectives, 1(2), pp.33-42.

Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.

Tsohou, A. and Holtkamp, P., 2018. Are users competent to comply with information security policies? An analysis of professional competence models. Information Technology & People.