Introduction
The qualifications and skills essential for the HR experts of company of an individual are discussed in the assessment. The abilities and qualification are characters of the business which a person should conduct for meeting the objectives. Vodafone is the organization for this report. The assessment will discuss the skills of the HR professional. The difference between person and administrative education, expansion, and drill is also deliberated. The HPW of the workers and the expert improvement in the appointment and reasonable compensations is also described in the assessment. The methods of presentation management and high-performance principles are included in the assessment.
LO1
P1 Determine appropriate and professional knowledge, skills and behaviors that are required by HR professionals
Vodafone is a largest telecom corporation in the United Kingdom. It also provides services in different countries like Africa, Asia, and Europe. The service quality is best for the public. The network coverage area is the plus point for Vodafone. It also consists of a digital platform for handling the bills and recharge activities for the consumers.
The spine of the company is an HR professional. Recruitment of the new talent is the responsibility of the HR(Alqudah, et. al., 2016). Training is provided for the new employees for their development and understanding of the working environment of a firm. HR is accountable for supervision of staffs regarding the business if they are facing any challenges. Similar roles and duties are assigned to the HR of Vodafone or any other organization. Some special qualities are necessary for the HR professional to have. These are as follows:
- Excellent communication skills
- Expertise in Human Resources area
- Disciplined, self-organized and reliable
HR professional behavior
Adaptability: The HR professional of firm need to be adaptable according to the situation and environment faced. He should be versatile in work and adapting in nature(Woodcock, 2017).
Transparency: The working environment of HR should be transparent with colleagues. The activities and decisions made should be transparent in the company among the administration and the employees to increase the trust.
HR professional knowledge
Tech-savvy: HR should be aware of the latest technologies in the market and how to use that technology in the development of the company.
Mathematical ability and proficiency: The HR must contain mathematical abilities and proficiency in work which is required for the best output in the working fields(Bass, 2015).
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills, and behaviors
The self-assessment for an individual to practice the skills of their own is known as the personal skill audit. It is a procedure that helps a person in acknowledging his skills and talent which can be used in the betterment of the company. There are some qualifications and skills which I need to improve as a knowledge and growth adviser(Bass, 2016). The Personal SWOT analysis conduction will make me qualified for the job:
STRENGTHS: Communication skills, disciplined, honest, dedicated to working.
WEAKNESS: Emotional instability, easily influenced by others.
OPPORTUNITIES: Ready to take challenges, never backup from the assigned business.
THREATS: Competitive and challenging environment, increase of irresponsible employees.
I have conducted the Personal SWOT analysis for knowing my strengths, weaknesses, opportunities, and threats. My powers allow me to improve my working quality, which will help the organization. The weaknesses will help me in improving and catching opportunities if there are any. The threats in the organization will help in the improvement and enhancement of the skills and qualities in the working environment. If there are strengths then there will be a weakness that I need to improve and make them my opportunities.
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation
The SWOT analysis is used for examination of the qualities and assistances of the learning and development consultant which I need to be responsible for. It is my responsibility as a knowledge and growth counsellor to ensure the training packages which are started by the corporation(Boughzala, et. al., 2015). Other than these responsibilities, there are some other skills that I need to fulfill for the company. These are as follows:
- Co-ordination with the other business departments and sections
- Facilitation of the resources and documents that are required
- Planning of units for the improved performance
- Preparationof tactics for enhancing the presentation of company
- Ensure timely delivery of the business tasks and activities
Strengths, weaknesses, threats, and opportunities are mentioned in my SWOT analysis.
According to the SWOT analysis, I have respectable communication abilities which benefit me in communicating with employees efficiently. I also analyzed my disciplined nature and honesty towards work. These are my strengths which help me in achieving my objectives and also aid the business in fulfilling its objectives with the assistance of my strengths.
Where there is strength there is weakness. I have my biggest weakness in the form of emotional instability. This is the weakness that stops me from attaining my goal in industry. I need to overcome this weakness as this can also affect the performance of the whole organization. Sessions for consultants can be proved useful in the management of the emotional crisis. This will enhance business opportunities and enhance business criteria.
I have never misused an chance in my whole career rather I have turned threats into opportunities for myself and the whole company. It is my nature to give my best in the worst situation for the organization. My nature helps me in tackling the threats and healthily overcome them to ensure the benefit of the business.
Threats are part of the business world. This can affect the company more drastically if they will not be managed properly. The major threat in the business world is the variations and the increase in the competition. Business requires creativity which can compete with the market. Thus, as a knowledge and improvement adviser, I should have imaginative skills and logical abilities for the development and progress of commercial and prevent threats.
D1 Produce a detailed and coherent professional development plan
The development plan for the business for achieving sustainable business performance with professionalism is as follows:
- Define the aims and purposes of industry
- Prioritize the tasks and activities
- Construct a deadline for particular tasks
- Acknowledge the strengths of the company
- Enhance technical skills and qualities
- Take feedback from senior executives
- Enhance skills and qualities for promotion and opportunities
- Analyze the solutions of the challenges
The detailed professional development plan is mentioned above which helps in the enhancement of the business in the market. This plan helps in looking after the maintainable corporate setting in the company.
As a learning and growth advisor, there is a requirement for the development consultant to have proper skills and qualifications for the post. A business should know the objectives which they want to achieve for a supportable corporate setting. The Vodafone business gives priority to the objectives and aims. When the goal of the business is decided then the planning is easy to implement on the business environment(Cherubini, et. al., 2016). Planning strategies are the responsibility of the higher authorities. The deadline for every task needs to be set under the planning of strategies. Sustainable business environment’s key feature is the following deadlines in the business field.
The strengths and weaknesses of the company should be known to the learning and development consultant. The creativity will be easy if the roles of the candidate are known to him and the business will take benefit from it.
Apart from the weaknesses and strengths, the business should also be aware of the threats and opportunities. Opportunities serve the business is growing and enhancing. Vodafone will emerge stronger if grab opportunities in market. As the rivalry in market is collective at a higher rate, Vodafone needs to be careful about the emerging threats in the business world(Day, et. al., 2015).
The learning and development consultant needs to be tech-savvy which can use the latest technology in the market for the betterment of the business. Creative methods for solving the issues need to be developed. The feedback was given by the higher authorities and the senior employees can also help in the improvement of the skills for the management of the business activities.
New ways to deal with the challenges are required for the maintenance of the sustainability of the tradesituation. It will support me in my career as a better options and opportunities to improve my skills. Accuracy in the implementation of the strategies and planning is a must. The measurement of the working will help the business in such a way that the plus points and the negative points in the planning areas will be easily identified.
LO2
P3 Analyse the differences between organizational and individual learning, training, and development.
| Individual learning | Organizational learning |
| When a person learns new things in the workplace, then the procedure is recognized as individual learning. It is a process of self-study or self-learning where an individual enhances his skills for business success. | When the whole staff learns or develops new skills for the betterment of organization, this procedure is known as organizational learning. It improves the worker’s qualities and skills which influences the development of business. |
| Structural learning and separate learning are a bit different where person studies about the beliefs, standards, culture, and rules of the employed place by observing the other individuals(Duffield, et. al., 2015). | The management needs to be faithful and transparent in their working area for developing the business. The higher authorities need to promote lower-level employees to improve new abilities for future of corporation. |
| The individual needs to be aware of his/her skills and qualities to improve the individual learning process. | Organizational learning can be attained by given that chances to employees for emerging their talents and qualities for enhancement of corporate field. |
| Training and development for individual | Training and development for organizational level |
| In individual training, the employee work and improve its skills for its development.
But the development refers to the regular enhancing of skills and learning from own experience. |
Organizational training is the process in which companies like Vodafone provide training for the employees to complete the organizational work.
And the development of skills in a regular manner for a new experience and improving the company’s status in the marketplace. |
| Vodafone provides 3 months of individual training for employees. | Training for values and norms of the company is given to the new staffs entering the firm. |
| Enhancing own abilities and personality development is included in individual training. | The development of skills for enhancing business is organizational training in Vodafone. |
P4 Analyse the need for continuous learning and professional development to drive sustainable business performance
When an individual improves its skills for achieving a particular status in the company in the business world is known as CPD. The expertise and qualifications are not considered as the academic skills but the skills and qualities which are required to increase the presentation of the association which is essential for work. Continuous professional development reliefs employees to attain the skills which are most important for a particular job in the company. The CPD helps the individual to interact more with the company and enhance the skills(Garavan, et. al., 2016). The different traits help the employee to focus on the skills and qualities which are important for the business field.
Concerning the business world, CPD improves the growth entity of business. The workers play an significant part in this as they are aware of their skills which are vital for the corporate to improve. The awareness of the abilities and qualities will enhance the flexibility of the business. This helps in the increment of the income in a trade situation and also helps in the care of different corporate chances.
There are certain benefits of continuous professional development are as follows:
- CPD not only improves individual skills but also improves the assurance of the personnel of business world.
- CPD improves the corporate in such a manner that the skilled workforce will enhance the performance and complete the business activities.
- For the improvement of the business in the planning and implementation of the new strategies are developed from the learning ability of the employees.
- The employees become ambitious through CPD and give them the chance to enhance their skills in the development of business activities and projects.
M2 Apply learning cycle theories to analyze the importance of implementing continuous professional development
There are different learning models available for the management of business activities. These learning theories also play an important role in CDP. Kolb theory is the most general knowledge philosophy. There are four stages in the Kolb theory which are important for the continuous specialized improvement in the business field (CPD). The four stages of the Kolb theory is as follows:
Concrete Experience: Concrete experience in the business defines the experience of the individual which can relate to the day to day activities of the company. These activities can involve personal experience, professional experience, or educational experience(Ghobadi, 2015). This theory helps in the achievement of CPD. This step helps individual in acknowledging their skills and qualities which can be analyzed in the way where the abilities chased are in the accurate direction or not.
Reflective observation: It is defined as the initiation in thoughtful observation done by the individual employee or the whole company. when an individual employee learns something from a situation or gains some positive aspect then it is called a reflective observation. The reflective observation is significant for various persons who have various explanations in continuous professional development. The particular observations that will be required for a particular position in the business will be analyzed by the managers for the betterment of the business.
Abstract conceptualization: This concept includes different working criteria for the business. The abstract conceptualization involves the theoretical approach in the field of business whereas the reflective observation is the observation of the previous experiences of the individual or the organization. The CPD should notice the opinion of view of people who are unapproachable or unresponsive in the business may have some useful thoughts for overall enlargement of corporate. This is a necessary step in the business criteria for the development of the business.
Active experimentation: This is the step in which the individual beginner agreement with the analysis procedure of the current thoughts and methods for the new involvement for the people in the business. This phase involves picking up of the concepts from the reflective observation period and the intellectual conceptualization phase. The employees who are deserving of the qualification of the need for helping the development of the corporate in the marketplace, so the continuous professional development can be implemented after the process of testing. This will assistance in the growth and improvement of the firm using this step(Girvan, et. al., 2016). The Kolb cycle will ensure individual development, individual training, organizational development, and organizational training for the development in the presentation of business development.
LO3
P5 How HPW contributes to employee engagement and competitive advantage within a specific organizational situation
Vodafone is one of largest telecommunication organizations in UK market area. This company delivers the supreme quantity of networks and contacts to the long-distance persons in the whole market place. It has been analyzed that there are approximately 19,114,000 networks are providing by Vodafone to become the telecom industry after the O2 which provides around 21,299,300 networks. It is operated and regulates their business functions in other nations as well(Hawkins, 2017). To enhancing the business effectiveness and growing the reasonable benefits in huge market, Vodafone needs to plan to buy the T-Mobile that assists in getting 40% shares to the business.
It is observed that Vodafone is working the value of High-Performance Working which is definite as such activities in which an organization tries to reach with HPW in the trade surroundings. The firm enhances the equal of corporate operations and doings that are performed in workplace and efforts to accomplish increased level of performance accurately. Vodafone use the HPW to grow and increase business functions in large market place. Currently, Vodafone concentrates on executing T-Mobile which will assist them in developing the whole market place.
High-Performance Working helps in providing various benefits and advantages to an organization. There are some benefits of HPW that are mentioned as under:
- Better staff members attitude
- Cooperation from inside and outside of an organization
- Effective financial outcomes
Vodafone has executed the HPW strategy and approach which assist them in giving better worker performance in business. It is that method which allows the workers to be more accountable to their respective responsibilities and roles in the workplace. The company has accomplished this success and growth as its staff support and assistance.
The high-performance working helps in smoothly running and developing a association with individuals inside and outdoor of the corporate. It is stated that Vodafone is the second-largest telecommunication firm that provides a strong network to its clients and properly satisfied their requirements(Housley, 2017). It is situated in the UK market along with its number of investors and stakeholders who help them in operating their business functions. In this organization, employees have positive behavior and attitudes towards their work or tasks performed.
HPW enables the firm to reach more growth and success which is automatic leads rewards to gain income and profitability in the business. Besides this, high-performance working drops the price of company products in overall market area. With this, revenue also declines, and finances effectively are under regulator. This type of outcome and result can be attained in the improved economic situation of corporation. In addition to this, Vodafone also reduces the prices which assist them to formulate and grow in the market.
Afterwards the execution of HPW in business area, an organization’s condition has enhanced in the whole market of business. High-Performance Working has established the firm to increase a modest benefit in business surroundings for maintaining operations.
M3Analyse the benefits of applying HPW with justifications to a specific organizational situation.
In this, there are different advantages of High performance working as this is the only method through which an organization can easily reach the business formulation in the large market place. With the assistance of HPW, the company can yield effective results that assist them in developing business functions and operations(Landsberg, 2015). There are certain benefits of HPW that can assist in improving the company in the outside market area. Some of the certain benefits of high-performance working which is also helpful for the Vodafone Company to faster growth in large market place. HPW provides help to the Vodafone business in order to properly maintaining functions and activities. Also, the business assists staff members to perform work in a free and active way. The company has observed that all the employees are more creative in order to carry out common ideas that assist the company to grow operations.
After executing the HPW, the enterprise has beginning to manage and preserve a strong association with the interior or exterior setting. HPW helps in emerging abilities and information among all the staffs(Lock, et. al., 2017). The business development in the capability assists Vodafone to gain the attention of more customers. An organization is mainly concentrated and disciplined towards reaching the desired goals and objectives that help in business management.
D2 Appropriate judgments on how HPW and mechanisms used to support HPW lead to improved employee engagement
HPWhad assisted the business in reach with the success of the business environment. HPW helpful in improving staff members’ power and also gain competitive advantages of the business operations. There are various researchers which have analyzed that high-performance working has involved the personnel in refining their knowledge and skills. It assists in providing health and safety to the functioning setting(Parker, et. al., 2015). After the execution of HPW, workers are concentrating on basic activities and functions in a better manner. This is because HPW gives a great chance to improve their employees ‘abilities and aptitudes. Therefore, the employees are work on formulating and developing their skills for the business environment development.
LO4
P6 Evaluate different approaches to performance management and demonstrate with examples of how they can support high-performance culture and commitment
There are several types of methods to project administration. Collaborative working is that method that assists in business supervision of the plan which being started in the trade surroundings(Raes, et. al., 2015). For every company, it is an initial approach that can assist in managing the project in a business environment effectively. The collaborative working approach refers to employed of two or more persons who is work composed to reach business aims and targets. Vodafone has previously executed the cooperative functioning tactic to increase and grow in the market place. On the other hand, there are certain reasons which have assisted the company in accomplishing the desired objectives.
Some of the reasons through which co-operative method that can assistance in the formulation and expansion of organisation surroundings:
- Collaborative functioning helps in promoting self-analysis in business setting. The staff members can judge themselves about company operations and their functions. All the employees have required knowledge about their power and weak points of the market.
- Collaborative working assists in improving problem-solving abilities in the firm functions, after getting knowledge, strength and weakness of staff members can make usage of power which can assist in resolving the issues in the market place.
Vodafone can use a collaborative approach for maintaining and managing their business functions in a better manner. The company also coordinate and collaborate with another telecommunication industry for improving their business activities as well as customers(Stanton, et. al., 2017). At now, two companies are working their functions which assist the firm to maintain the clients and improve business status in the large market area.
M4 Critically evaluates different approaches and makes judgments on how effective they can be to support high-performance culture and commitment
Project administration is a method that assists the management of the project in the workplace(Wiek, et. al., 2015). Certain approaches can help them in managing the functions of the project in a better manner. Some of the methods for project management are described as follows:
Comparative approach–It is the method through which a company manager can compare their functions from another project. As per this, the strategies and plans are developed in business development.
Attribute approach- It concentrates on the characteristics and skills of the business to reach business growth and success(Tian, et. al., 2016).
Quality approach-Helps in maintaining and managing the quality of project services and helpful in resolving issues and problems.
Result approach– This assists the workers to capitalize understanding and abilities to get accurate outcomes effectively.
Conclusion
As per the above-described report, it can be analyzed that organizational and individual learning helps the person in an organization. This project discussed the capabilities and experiences that are necessary by HR professionals in the business. Different approaches are explained which assist the company in reaching with desired goals of the project. Along with this, the specialized growth strategy was formulated in valuation for accepting about abilities and knowledge that are important for HR professionals for maintaining Vodafone operations and activities.
References
Alqudah, M. and Razali, R., 2016. A review of scaling agile methods in large software development. International Journal on Advanced Science, Engineering and Information Technology, 6(6), pp.828-837.
Bass, J.M., 2015. How product owner teams scale agile methods to large distributed enterprises. Empirical Software Engineering, 20(6), pp.1525-1557.
Bass, J.M., 2016. Artefacts and agile method tailoring in large-scale offshore software development programmes. Information and Software Technology, 75, pp.1-16.
Boughzala, I. and De Vreede, G.J., 2015. Evaluating team collaboration quality: The development and field application of a collaboration maturity model. Journal of Management Information Systems, 32(3), pp.129-157.
Cherubini, F. and Nielsen, R.K., 2016. Editorial analytics: How news media are developing and using audience data and metrics. Available at SSRN 2739328.
Day, D.V. and Dragoni, L., 2015. Leadership development: An outcome-oriented review based on time and levels of analyses. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.133-156.
Duffield, S. and Whitty, S.J., 2015. Developing a systemic lessons learned knowledge model for organisational learning through projects. International journal of project management, 33(2), pp.311-324.
Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice. International Small Business Journal, 34(6), pp.870-890.
Ghobadi, S., 2015. What drives knowledge sharing in software development teams: A literature review and classification framework. Information & Management, 52(1), pp.82-97.
Girvan, C., Conneely, C. and Tangney, B., 2016. Extending experiential learning in teacher professional development. Teaching and teacher education, 58, pp.129-139.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers.
Housley, W., 2017. Interaction in multidisciplinary teams. Routledge.
Landsberg, M., 2015. The Tao of coaching: Boost your effectiveness at work by inspiring and developing those around you. Profile Books.
Lock, D. and Heere, B., 2017. Identity crisis: A theoretical analysis of ‘team identification’research. European Sport Management Quarterly, 17(4), pp.413-435.
Parker, D.W., Holesgrove, M. and Pathak, R., 2015. Improving productivity with self-organised teams and agile leadership. International Journal of Productivity and Performance Management.
Raes, E., Kyndt, E., Decuyper, S., Van den Bossche, P. and Dochy, F., 2015. An exploratory study of group development and team learning. Human Resource Development Quarterly, 26(1), pp.5-30.
Stanton, N.A., Salmon, P.M., Walker, G.H., Salas, E. and Hancock, P.A., 2017. State-of-science: situation awareness in individuals, teams and systems. Ergonomics, 60(4), pp.449-466.
Tian, M., Risku, M. and Collin, K., 2016. A meta-analysis of distributed leadership from 2002 to 2013: Theory development, empirical evidence and future research focus. Educational Management Administration & Leadership, 44(1), pp.146-164.
Wiek, A., Bernstein, M., Foley, R., Cohen, M., Forrest, N., Kuzdas, C., Kay, B. and Withycombe Keeler, L., 2015. Operationalising competencies in higher education for sustainable development. Handbook of Higher Education for Sustainable Development; Barth, M., Michelsen, G., Rieckmann, M., Thomas, I., Eds, pp.241-260.
Woodcock, M., 2017. Team development manual. Routledge.