Essential Skills, Knowledge, and Behaviors for HR Managers Assignment Sample

Introduction Of Unit-35 Developing Individuals, Teams & Organizations Assignment

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The aim of the report is to cover the personal and professional objectives of individuals. The portfolio is about enhancing or building professional skills to acquire performances which are split into two parts in the report. In the first part, the required skills, knowledge, and behaviors of an HR manager assist an organization effectively. To build the specific requirements to become an HR manager a personal development plan will be provided. The report as a consequence explores the aspects that contribute to the performance of an organization in the long term. In the second part of the project in the context of a chosen organization, the engagement of employees and enhancement of competitive advantages will be analysed.

Task 1

An assessment of the necessary expertise, abilities, and conduct for the position of the HR manager.

The role of a Human resource manager in a firm or in an organization is to concentrate on the recruitment of efficient candidates within the organization. Additionally, the training and development of staff are also included in the job role of an HR (Bannikov and Abzeldinova, 2021). There are several essential knowledge, skills, and behaviors present that an HR manager must acquire that lead an organization to develop (Zhukovska et al., 2021).

Skills

Communication skills

In an organization communication is one of the necessary skills that each individual should have. For HR managers it is necessary to have good communication skills to converse with the staff continuously. There are several ways or art of communication that HR professionals require to learn. Communication skills are also considered interpersonal skills which HR managers require to communicate with the employees effectively (Ansari, 2021).

Critical thinking skills

For an HR manager, critical thinking skill is the ability to execute tasks in a situation that is critical. Critical thinking skill is one of the major skills for HR manager which assist them to beat organization issues regarding human resource or maybe something else (Fareri et al., 2021).

Active listening skills

Active listening is the procedure of listening to the individuals or understanding the conversation to respond effectively in an appropriate way. It is essential for an HR manager need to acquire active listening skills. There are several ways to listen actively to the employees such as by maintaining eye contact, showing interest in the conversation, asking queries regarding the conversation, and providing feedback (Kriz, Jolly and Shoss, 2021).

Knowledge

Management

In an organization, an HR must have the knowledge of several management theories to carry out proper strategies for business that enhance the performance and effectiveness of a business. To run an organization management skill is essential for HR managers (Anand et al., 2021).

Knowledge of staff selection

The primary job role of an HR manager is to identify appropriate staff or candidates for the required job role and make sure that they have the capability to complete tasks.

Leadership ability

An HR in an organization should have the leadership quality to inspire other employees or staff and value the ethics of the organization where employers also get the motivation to do their work efficiently to reach the certain objective of an organization (Zhukovska et al., 2021).

Behaviors

Empathetic

Good quality in an HR manager is to have the ability to show empathy to individuals or employees. HR managers have to make sure that staffs and employees are happy or not in the workplace (Nazarzadeh, Nikpay and Madandar Arani, 2021).

Problem solver

An HR manager often discovers himself dealing with issues in a workplace on a regular basis. It will be vital to be able to deal with issues in a peaceful and professional manner.

Organized

There are several tasks that HR managers are made up of. It is necessary for an HR manager to organize the task effectively. Each file of the organization should be organized effectively.

Evaluating ways information, attitudes, and behaviors might be used to develop a career strategy.

Assessing the significance of CPD and how it can help the performance of the entire business system

Continuing Professional Development refers to the sum of approaches or ideas that assists an individual to manage own learning and growth (King et al.,2021). There are several benefits of Continued Professional Development (CPD) such as:

Cost efficiency: Effective CPD can be useful to reduce costs during training procedures.

Increase growth: The growth of the organization is depending upon the skilled and efficient staff. Through professional development, the growth of the employees regarding skills can be improved.

Competitive edge: There will be a competitive advantage for an organization if the workers are efficient to provide their services in the organization effectively (Geeraerts et al., 2022).

Performance measurements: By an appropriate CPD plan the performance of the staff can be measured by the management.

Analysis skills: CPD provides the opportunity for analysing the capabilities and confidence that leads success of an organization or for an individual (Juma, Nakaziba and Holmner, 2021).

Improve standards: The proper CPD plan assists the employees or individuals to improve the standard.

Different learning models

Kolb learning style theory:

Kolb’s learning theory is also known as the experiential learning theory. The learning theory of Kolb has four different learning style which has different learning impact. Through this learning, cycle individuals interact with each aspect. The four different stages of learning styles are “Concrete learning”, “Reflective observation”, “Abstract conceptualization”, and “Active experimentation” (Lifehack, 2022).

In the first stage, the learner usually goes through a new experience or a modified version of an old encounter. This leads the learning in the second stage where learners reflect on the relevant experience. The learner's unique interpretation serves as the sole foundation for this experience's knowledge. Relying on comprehension the learner engages with experimental learning where new concepts are created or old concepts are modified. Everything that was known in the first three steps is implied in the last stage. The learner conducts experiments using these fresh insights in real-world situations, and the outcomes spark a new cycle (Idkhan and Idris, 2021).

Through Kolb’s learning model Continued Professional Development (CPD) can be conducted in an efficient way.

Figure:1 Cycle of Kolb’s learning style

(Source: educationaltechnology, 20220

Gregorc Learning Model

The Gregorc learning model says there are four main learning styles that describe the way individuals think and learn. The four separate categories of Gregorc's learning styles—"concrete sequential”, “concrete random”, “abstract sequential”, and “abstract random”—allow us to categorize how the mind perceives and processes information (Tedjokoesoemo, 2022).

In the first stage, the learning style focuses on sequential learning where learners learn through experiences. In the second stage, the individuals memorize the knowledge rapidly and generalize based on their understanding. In the third stage, the abstract sequential learning style need the environment of an organization where several learning tools are available and where by experiencing successful learning can be conducted. Last but not least, abstract random learners appear to function in a disorganized way. They each have a unique method for categorizing information in their minds according to their individual interpretations. Through effective learning of Gregorc’s learning theory, an appropriate CPD can be improved (Mulenga, 2022).

Analyzing how these learning theories assist CPD:

The Kolb learning cycle may support four different learning periods for an individual or an organization. It enables reflective thought and analysis of gaps in one's present competencies, both of which are crucial for creating a CPD strategy. Gregorc’s learning theory enables individuals to learn with experience where by analyzing the gaps individuals, therefore, it assists individuals to develop appropriate CPD plans (Peak, 2022).

Analyzing a detailed CPD plan for the new assistant managers by exploring a learning cycle theory:

For individuals, rapid development in a firm’s Continued Professional Development (CPD) is helpful. The development of the CPD plan can be built through Gibb’s reflective cycle. The learning cycle theory assists with an appropriate CPD plan. It is essential for new assistant managers in an organization that leads a business to become sustainable. The CPD plan also aids business organizations in achieving successful growth and development and improves the work abilities necessary for a certain profession (Ndilayi, 2022).

Analyzing the variations between corporate and personal learning, development, and training:

Key differences between organizational learning and individual learning:

Organizational learning is the procedure of knowing skills, knowledge, and behaviors within an organization. Whereas, individual learning is the process of learning through own activities by practicing in academic sectors. The initiative of organizational learning is taken by the organization while the in individual learning procedure the initial learning is taken by the individuals. In individual learning individuals are affected, whereby in organizational learning academic the whole organization is get affected. The concept of organizational learning is academic and theoretical and individual learning is personal. New or innovative learning can be enhanced in organizational learning by the operations and activities whereas, in individual learning, the improvement of knowledge and skills is for personal growth (Hermelingmeier and von Wirth, 2021).

Difference between training and development:

Task: 2
High-performance organization overview (Google):

A high-performance organization is a framework where managers are able to focus on the performance of the organization which involves the sustainability of the firm. High-performance organizations refer to those organizations which have strong financial growth and the customers as well as the employers are satisfied, and it consists of huge productivity of employees and managers and leaders are playing crucial roles and responsibilities for more than five years. Google was reportedly examined for its performance management tactics. Since of the stacked rankings, the company continues to evaluate employee performance because it serves everyone's best interests for them to outperform their co-workers. Although the company's workplace atmosphere is glitzy, similar to that of Amazon, Apple, etc., there are a number of problems with its performance management. The success of Google shows how well its organizational structure enables excellence in innovation. Google conducts an annual performance review that consists of a mid-year check and a year-end report (blog.grovehr, 2022).

The final year evaluation incorporates information from both the employee's self-evaluation and the supplied 360-degree feedback. Managers also assign each employee a rating as a component of the yearly performance review. Google was established in the year 1998. The services of the organization are internet based. The organization has extended its market over the years among several related business ventures via diversification. The company’s growth is constantly enhancing. In the year 2019, the revenue of the company was $160.74billion which increased from $ 65.67billion just five years before. The organizational structure of the business is relying on the nature of the organization. The team-based management is followed by the organization that also inspires the team regarding decision-making procedures. The cross-functional organizational structure is adopted by Google. The management and the organizational structure are what make Google high-performance (blog.grovehr, 2022).

Relationship between High-performance practices and organizational performance and the different approaches

High-performance work practices (HPWPs) are procedures that have been shown to strengthen an organization's ability to attract, select, employ, promote, and maintain high-performing individuals (Zhiqiang et al., 2021). Professional and academic groups have been particularly interested in the operational importance of human resources development and the way it influences financial results. The focus of this attention is on the ability of high-performance work practices (HPWPs) to function as a unique, long-term resource assisting with the achievement of operational goals and the adoption of business strategy. High-performance practices is categorized in two different clarifications. The universal approach represents the idea that high-performance activities should be the same independent of organizational and environmental factors. Contrarily, the contingency strategy asserts that the company's policies should be adhered to. Since many of these activities, such as teamwork, employee engagement, and information exchange, do not contribute consistently and collectively, the universal approach encourages management to adopt a collection of defined and distinct human resources and organizational activities that will affect productivity (Garg, N., 2019). Several studies that demonstrate the application of models to the workplace and the eradication of measuring and sampling mistakes via the use of specialized surveys in certain sectors provide more compelling results. As a result, the lack of consistent and shared input from many of these activities, such as coordination, employee involvement, and knowledge sharing, does not give strong support for the effectiveness of this method (Mukherjee and Tiwari, 2022).

Benefits of the application of a High-performance working mechanism

A high-performance work system is one that promotes an office culture where employees are more engaged and engaged. Staff members are valued as partners in business, and because of their dedication to the company's success, it is feasible to establish and retain a competitive advantage (Awardaroo, 2022). There are several benefits of high-performance working mechanisms such as it has key features among the employees such as:

• Employees are well-trained in high-performing organizations.
• Inspired by work and committed.
• Feels secure in the job role.
• Recruited carefully by the HR managers.

The fact that employees have a role provides them the assurance that their concerns and suggestions for change will be heard. Employee attitudes and team performance consequently rise. Therefore, Google is able to perform highly effectively in the market as the employees are high performing. An organization like Google is able to develop its services to the customers. Employees are able to provide decisions that affect the organization positively. No matter how big or little, inefficiencies affect any company's profitability and employee productivity. The ability comes from finding these inefficiencies, from the obvious to the hidden and subtle, in order to simplify the company and make it a more enjoyable place to work. The success of the firm as well as their own personal achievement is what drives employees in organizations that have adopted high-performance work practices. Working for a firm that values commitment more than control inspires employees to support the organization's goals and make them their own (Awardaroo, 2022).

In an organization that operates as an employee with such a High-Performance System capability, opportunities for them to showcase their talents are improved. Motivation directly determines the degree to which this capacity may be employed for action. Therefore, there are several elements of the high-performance system involved:

Organizational structure: The major element of a high-performance system is the structure of an organization. The structure of the organization is formed by the individuals and the way of operations. A high-performance organization will promote its work in several organizational terms which leads the organization to be successful. The top management of the organization will decide the number of an individual that will be placed under the management levels (Anwar and Abdullah, 2021).

Task Design: The performance of the organization is depending on the task design. The way that the organization will provide the task to the groups the more efficient result may be to get by the organization regarding operations.

Selective hiring: In order to thoroughly assess new recruits, firms must first accurately pinpoint the essential traits and talents of their workforce. It makes more sense to choose individuals who match the job's needs rather than just selecting those whose academic credentials or appearances are strongest.

Reward system: In an organization that is high-performing must have a reward system for its individuals. It is essential for HR managers to provide feedback to the employees regarding their work and the employees who are genuinely providing effective work should be rewarded by the organization. This will enhance the motivation of employees and they are able to work more efficiently which leads organizations like Google to the top industries globally.

Information system: The core principle of the High-Performance Working System, based on which managers should decide what data may be gathered and from what sources. Who has access to this information and the way organizational knowledge is obtained is determined by the information system? The design and implementation of programs, tools, techniques, methods, and people to increase business efficiency and promote knowledge sharing and use of that knowledge for the organization's benefit constitute knowledge management activities, which have a significant relationship to the organizational information sector (Riandi, Respati and Hidayatullah, 2021).

The human resource management of Google plays a crucial role for its high-performing nature in the global market. The HR management practices create a positive impact on the employee’s training also the performance of the management which increases the efficiency of the employees. The company runs a number of training initiatives to support a creative staff utilizing the right requirements analysis. The training programs and their results are continuously evaluated to make sure they meet Google's requirements for human resources. Various needs analyses are used by Google's HR management, including organizational, work, and expenditure studies (Cahyadi et al., 2022). Using organizational analysis, the requirements of new human resources are revealed depending upon the organizations present environments. The HR managers at Google provide training programs in several ways which involve numerous discussions during the training period. Google can maintain strong staff communications via discussions. Training programs get the most from rich communications by receiving the most trainee input. Businesses can emphasize better quality, knowledgeable or specialized employee happiness, and quality items with a high-performance strategy (Panmore, 2022).

A business can provide highly skilled, educated, or experienced personnel. Corporations that were getting increasingly highly productive served as examples of their returns on investments and sales. Businesses may emphasize better quality, expert or knowledgeable employee happiness, and quality products by using a high-performance strategy. An organization can offer personnel that is highly qualified, skilled, or experienced. Corporations that were becoming more and more highly productive provided examples of their returns on sales and returns on investments. Google is a high-performance organization that implements a high-performance working system to enhance productivity which gains a competitive advantage in the global market.

Circumstances that effectively led to High performance working

Innovation: Since its inception, Google has expanded as a result of a continuous culture of invention. In order to encourage development, the physical environment has been created specifically. The structure of Google's workplace is designed to encourage teamwork by promoting “casual interactions.” Where walls are unnecessary, they tear them down to make room for staff to work near to one another. In order to foster cooperation, Google permits remote work but prefers that staff members be present. The innovation of Google effectively led the organization to high-performance work (Entrepreneur, 2022).

Leadership: For Google, the value of having a competent leader was nothing new. Google started Project Oxygen in 2008 with the objective of determining the finest traits of the top managers. The Google team gathered over 10,000 observations of their managers to identify which characteristics were attractive to workers and which characteristics were not. According to Google, some of the most important qualities of successful managers include accessibility, effective communication, and team member empowerment (Entrepreneur, 2022). Google created several habits that lead the organization to high performance which includes:

1. Be an efficient leader, by doing frequent one-on-one sessions, providing consistent feedback, and weighing the positive and negative input equally.
2. Give your staff flexibility and don't control them: Instead, be available for guidance.
3. Know what matters to the members of the group outside of work, and take the time to welcome new team members. Show interest in the team members' (individual) achievement and well-being (Entrepreneur, 2022).
4. Be effective and results-driven. Concentrate on what the team wants to accomplish and how they will do it.
5. Be a communicator and listen to the team: Foster an atmosphere of open discussion, pay attention, and be honest about team objectives.
6. Assist employees in developing their careers (Entrepreneur, 2022).
7. Have a distinct vision and plan for the team; include them in the creation of the vision to help them stay focused on their objectives and plan.
8. Possess essential technical abilities so you can advise the team. When necessary, collaborate with the team; comprehend the difficulties they will confront (Entrepreneur, 2022).

Results of High-performance work:

Google conducted more than 200 interviews with their staff and examined 250+ attributes of more than 180 active Google teams regarding the question “what makes a great team at Google?” The productivity of the employees and the organizational culture and structure lead to the company’s high performance. The delivery of work in high-quality on the deadline, the goals, and objectives of the organization also includes the result of high performance. The effective performance of the skilled employees who launched the prototype version of the product and the continuous improvement of the product made the company to success (Academy, 2022). The HR managers of the company who effectively provided training and development to the employees also lead the organization to success. The most important factor of Google in a high-performing team is psychological safety. Psychological safety is the capacity to take chances without being unsure or embarrassed (Academy, 2022). Individuals on teams with high psychological safety ratings are less likely to quit their jobs, more inclined to accept different ideas, and more likely to increase income.

Conclusion

The efficacy of self-controversial and self-managed learning will be boosted by HR's effective abilities, expertise, and courteous attitudes to increase performance and motivate people. The study focuses on the abilities and knowledge that human resource managers need to develop to secure greater responsibility. The many approaches to Google's High-Performance Working System are also discussed in the paper that follows, along with an explanation of the circumstances that gave rise to high-performance working.

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