Section 1

The current reportsheds light on skill, behaviour and knowledge, which an HR officer should possess in the workplace. In order to do this, the various benefit of continuous professional development will be elaborated. In addition, it will also discuss different stage and in which way the performance of the HR can be developed. Along with that, the benefit of high-performance working will also be addressed and in which way it supports the organisation. Along with that different solution of the organisational problem will be addressed. At the end of this study, a conclusion will be provided highlighting key findings of the study. I have been working in Great little Cafe and the entire assignment would be helping me in developing my skills as an HR such that I could be able to tackle with the situations more efficiently.

a. Determining the appropriate knowledge, skill and behaviour required by HR professionals (P1)

1. Knowledge

In order to be a successful HR officer one need to have sound knowledge on management for that postgraduation qualification in human resource is necessary. In addition, for applying expertise in workplace HR officer has to go through, an internship training this will help them to gather workplace knowledge and tools and techniques used for being a successful HR officer (Please refer to appendix 1 for HR officer responsibilities). An HR can become more successful in this aspect by gathering more experience from the workplace, and this can be applied. Gathering experience and using them in the current scenario is something which adds on to the skills and knowledge of the HR. Going through a training session adds on to the practical understanding of the HR (Afsar, 2016). As per the view of Armstrong and Taylor (2014, p.52), it can be commented that it is necessary for an HR professional to be an expert in management and have quality knowledge on different aspects of management. Knowledge on communicating with the employees will help HR to gather more experienced HR professional. The management had to carry a complete knowledge of functioning’s of each department and administration is a vital department of which the HR needs to be concerned about. Training helps in having a practical knowledge of each of the functions that are to be executed by the HR or its department. As for example, providing communication and personality development classes helps in smooth functioning and working of the employees at the workplace (Bengtsson and Carlson, 2015). This enhancement in the communication skills of the workers in the cafe would be enabling them in dealing with the customers in a more polite way such that the customers could be satisfied by our services in the cafe.

1. Skill

Some skills, which an HR expert possess our ability to read the behaviour of the people, speaking ability, backbone, empathy listening, decision making and many more (Please refer to appendix 1 for HR officer responsibilities). As per the opinion of Schuler and Jackson (2014, p.37), an HR professional is liable for the success of the organisation and achieving goals of the organisation. In addition, an HR officer must be able to understand the problems of the subordinates and different process through, which it can be mitigated. Furthermore, understanding the skills of different subordinates will help the HR officer to make the productivity of the employees more effective. The analysing power and the skills of listening of the person should be quite accurate and effective. The social ability and the correct way of management should be shaped incorrect manner (Bratton, 2017). Decision making is another important skill of an HR officer. In order to do this, I must have the skill to interpret all information and data more quickly while working in the Great little Cafe. The success of the cafe depends on decision making ability of the HR officer.  

1. behaviour

Analyzing Personal Skills Required for Skill and Development

Some of the key behaviour, which an HR officer possess the ability to communicate with others, accountability, adaptability, speaking skill and many more (Please refer to appendix 1 for HR officer responsibilities). As per the opinion of Lo (2015, p.2307), accountability skill or behaviour makes the HR officer more responsible and work in an ethical way. This also makes the employees more efficient towards the resources of the organisation. On the other hand, communicating ability helps the organisation to have a healthy relationship with each other. A tolerating nature should be taught in the HR so that the power of interpreting the reviews and feedbacks through appropriate method selection. Being attentive makes the execution much more effective and accurate. The ability to work together is something which builds up the social direction in a person (Gatewood, Feild and Barrick, 2015). In addition, this also enhances listening skill, and this also influences the idea of other people. Adaptability behaviour could help me in adopting new technologies and new tools. This will help the cafe to gain a competitive advantage in the process.

The professional skills that I have identified which are required for identification of the Human Resource duties include focussing on the relations of the employees at the workplace. The human resource professional should be able to have identification and resolve the concerns of the employees in their phase of developing so that so that there is a creation of a work environment which is satisfying for the employees. The professional should have the capability of on onboarding as this helps the newly hired employees to adjust themselves with the social and the aspects of the performance of their original work smoothly and quickly (Bolden, 2016). The Human Resource process should be able to manage the performances of the employees so that there is an improvement in the effectiveness towards the completion of the goals of the company. This would help me in monitoring the performances and develop their capacity for performing and rating the performance of the employees at the same time. This personal skill has a heavy reliance on the communication skills of the HR professional which needs to be strong along with interpersonal abilities. As per the opinion of Wright, Coff and Moliterno (2014, p.356), the HR professional should be having control over his emotional quotient and should be patient enough to resolve the issues arising amongst the subordinates and employ the process of active listening. I should be developing an attitude which is problem-solving along with the personal skill of leading cause leadership is an essential aspect of Human Resources. Practical communication skills with proper knowledge of the ethics of the organisation and multi-tasking abilities are commendable in an individual. I should have to communicate the right message to the employees with a clear picture of the mutual goals and the interests of the organisation as well as the employees working in the firm.

The recording and the auditing of the current skills for Jane need to be conducted for evaluating the performance. The audit helps in measuring the progress along with the identification of the areas for developing the role. Through the audit, the mentioned training and activities are stated:

Skills Audit for Evaluating Performance

Information Technology

Jane Cambridge has gained the basics of IT such as the use of Microsoft Office Word and surfing the Internet as well as the manner and way of mailing. The lacking area of concern is the HR software along with the use of a database (Raghuramet al. 2017).

Communication 

Jane Cambridge quite adequately gains communication skill. These skills included the skills of writing reports, as well as produce materials which would support the presentation. The area where she lacks is drafting contracts concerned with employment and giving training sessions.

Problem Solving 

Jane Cambridge has acquired the skill of problem-solving. The exceptional quality which he carries is that she explores the problem thoroughly and considers the ideas of the team and then derives a solution to it.

1. c) Create a professional development plan for Jane Cambridge in her HR Officer role.  

Tasks (b) and (c) is linked to (P2)

The creation of a professional development plan is necessary for the effective and smooth functioning of the Human Resources professional. The developmental plan includes the improvement of the performance related to the job, the effective handling of the duties and the responsibilities assigned by the organisation for the achievement of the organisational goals and objectives, participation in the activities of the firm and researching every element before inducing them into the practices for the completion of the tasks. The development plan for Jane Cambridge in her role of HR officer will require her to be conducting researches on different areas and presentation of the findings of the research to others (Dong et al. 2017). She should keep up with the technologies, processes and the systems along with learning of the new developments and improvement of the existing skills. She should undertake new challenges in her current position and the projects along with the short and long-term assignments. More interaction with others will help her in learning more as an officer. She will be able to assess, challenge and support. The professional development plan also includes the attending of international, national and regional meetings which will help in improving the coordination abilities of Jane as an HR officer. The plan of development consists of learning and acquiring knowledge about the events that are new in the field along with attainment of training that is based on the skills. She will be learning the conceptual information required and the necessary behaviour which will help her in receiving feedback from the higher authorities based on her level of performance within the organisation.

Training needs	Strategies	Resources	Time-frame
Taking training sessions would help in conscripting employment contracts	Attending seminars, workshops and training programs	Preparation of Documents, employees training with obviousness (Manley, 2018).	2 months
The verbal reasoning if applied appropriately and the challenges are tackled correctly in a difficult situation.	Along with working, pursuing the necessary courses are requirements, quality of working together, joining coaching classes	Accurately dealing with the staffs and management of the performance of the individuals and employees, solely challenging the problematic situations, applying verbal reasoning	4months
Database and software use training  typically to an HR	Participation in training, coaching as well as workshops (Marchingtonet al. 2016).	Expert in technological applications, so that database and HR specialist software can be used effectively	2 months

Source: Created by author

Professional skills help in improving the quality of the employees. As per the view of Rahim (2017, p.32), it can be commented that communication skill, speaking skill, decision making skill and evaluating skill helps the HR officer to improve professional skills. In addition, it also helps in increasing the productivity of the employees. In addition, it has also been understood that decision making skill of the HR professional helps in increasing the productivity of the HR professionals. However, the main purpose of audit skill is that it will help the organisation to identify skills, which are required by the organisation for achieving its goal. On the other hand, it is also important for an organisation to utilise it accordingly.  In addition, leadership skills allow the organisation to motivate its subordinates and employees to work as per the requirement of the organisation. On the other hand, problem-solving ability helps the employees to mitigate organisational problems. As per the opinion of Baldwin (2016, p.42), management skill is the most important among the this helps the organisation to maintain a good relationship. In addition, it also helps in developing the right people for the right work. Organisational conflict can also be mitigated with the help of sound management skill. However, by developing a different professional plan, this will help HR professional to gather more experience in organisational development.

The basis of comparison	Organizational	Individual
learning	The organizational learning process can be said as a whole process in where, creating, transferring and retaining information is done. Organizational learning can be said as a process of learning with the help of which, the impact can be seen in the organization. One of the examples of organizational learning is employee feedback that is an employee will get positive feedback from the superior for quality work and negative feedback for doing something wrong	On the other hand, individual learning can be said as a process or capability in where own learning builds knowledge through reflection. As per the opinion of Stewart (2014, p.29), it can be said that individual learning can be said as a self-directed and self-learning process. On the other hand, own learning derives from the learning capability of an individual and desire for personal growth this process also facilitates the employees to enhance knowledge more properly
Training	Organizational training always helps the employees to learn more about their responsibilities and also it allows to build new skills and shaping the existing potentiality. Training attributes more systematic development where an employee can increase their potentiality and affectivity in works	Individual training is something developing own potentiality which can help to support good career and development. It is obvious that individual training makes an employee more potential on his field and also helps in sharing knowledge which indirectly enhances organizational development.
Development	Organizational development is mainly referred to the overall development of the organization where every employee work with their highest potentiality to generate quality and profit. In other words, organizational developments include the proper development of the employees to support the overall development.	Individual development basically initiates the individual growth for making himself more efficient with different work culture. Mostly development must be continuous because to adopt the changing nature of the workplace continuous learning and development is needed. In other words, it can be commented that with that help of continuous training, experience and skills of the employees can be enhanced(Gerken, Beausaert and Segers, 2016).
Factors	Training	Development
Interpretation	The aim of training in organizational training is to improve work knowledge of the employees. Training helps in developing skills with more knowledge and information needed for the job role. As per the view of Kolb (2014, p.72), training is generally job oriented.	Development prepares employees for facing future challenges of the employees.    Development is a process of learning in an organisation and can be said as a process of individual learning and also development is a career oriented process
Duration	Short –term	Long-term
Importance	Present	Future
Direction	Job or project	Career
Inspiration	The trainer	The individual
Goal	To develop potentiality in more systematic and advanced manner.	To prepare employees for adopting a change in the work culture and increase the efficiency of work.
People associated	Numerous	Individual
Primary objective	Related to the job role	Related to personal development for a more bright future.

Table 1: Comparative table between organizational and individual learning, training, and development

Source: (Self developed)

Continuous learning and performance development helps the organisation to sustain more in the business world. As per the opinion of Kennedy (2014, p.689), continuous learning and development help an employee to gather more wok related information as well as, the overall performance of the employees can also be improved. In addition, CPD also ensures that the current standard of the employees can be improved. Knowledge and skill of the employees are enhanced through, the help of CPD. The main aim of CPD is to prepare employees in a way so that they can contribute meaning work. As per the view of Kennedy (2014, p.691), it can be commented that continuous learning and professional development helps the employees to enrich the work experience of the employees. In addition, personal growth and performance can also be improved. As per the view of Peterson, DeCato and Kolb (2015, p.235), the importance of personal growth is that skill and qualities of the employees can be developed. Moreover, by enhancing the work experience of the employees.Another importance of CPD is that, with the help of professional development and learning of the employees will improve the performance of the employees in the current job.

The key factors behind a successful business organization are job satisfaction, efficiency and personal growth of the staffs. There are certain points that are discussed below to highlight such factors to understand the importance of continuous learning process with personal growth and sustained business expansion.

Increase in employee loyalty:

The management must constantly motivate and inspire the employees. It will help the management to create a bond of trust. Employees will feel emotionally secure to operate in the workplace. Thus, these employees tend to more loyal to the organization. Performance of the employees also become effective, and it brings efficiency to the tasks. Thus, employee loyalty is increased, and it leads to organizational success (Bolden, 2016).

Employee empowerment:

Employees in the Great little Cafe should be trained in such a way that they are enabled by the management to develop their own set of skills, knowledge and abilities to function the tasks. The management must continuously evaluate and review their performances in order to keep a culture or environment of continuous learning in the workplace.  

Talent pool management:

I as an HR must be looking to hire personnel who are ambitious and enthusiastic about their jobs. These individuals tend to work properly and finish the tasks in hand in due time. Thus, it is the job of the management body to train and enable the staffs to be more competitive in the workplace (Dong et al. 2017). Top competition and rivalry bring out the potential of people. It will also help the organization to have high performance level, and it creates a possibility of business success.

Performance sustainability and productivity of the employees:

I must develop personal development programs in the organization in order to increase retention rates. Employees tend to leave an organization if they find better opportunities or stress in the workplace. Thus the management can increase retention of staffs by motivating and encouraging them. Increased retention rates also improve the productivity of the employees, and it also enhances performance sustainability (Goetsch and Davis, 2014).

Continuous professional development (CPD) helps in increasing the importance of the employees. However, CPD can be elaborated with the help of Kolb’s learning cycle theory. The theory can be classified into three categories namely concrete experience, reflective observation, abstract conceptualisation and active experimentation. As per the opinion of Meijerink, Bondarouk and Lepak 2016, p.220), Kolb’s learning cycle theory can be elaborated as a process through, which experience can be gathered with the help of experience. Through, implementing CPD experience can be gathered as well as, it can also be applied in the work place. The first stage of Kolb’s learning cycle theory focus on gathering experience after that from the experience employees are allowed to reflect on a situation from experience. The third stage of the employees focuses on gathering experience and coming intoa conclusion from the conclusion of the experience. As per the opinion of Lombardi (2018, p.79), it can be commented that the last cycle of this learning theory is an active experiment. In this stage, the learner has to implement different tools and techniques of learning with the help of whichexperience can be tested. This learning cycle theory helps in developing experience with the help of this theory and experience can also be enhanced. This process can also be said as internal cognitive process and learning style an also be made better. Thereby, this learning cycle will help the employees to gather experience from the workplace and apply it for the betterment of the organisation.

Learning within an organisation or the goals of learning involves the articulation of workforce capabilities, the competencies and the skills which are required and the how effective contribution toward these can be made for a better development for ensuring a sustainable organisation and an approach of the personnel engaged with Human Resources for the success of the mutual objectives of the organisation and themselves. The plan for training and learning goals include:

The fostering of a learning culture- Encouragement of an environment with a relentless focus on the development, learning and self-improvement makes a contribution towards the improvisation of skills along with a fostering of greater innovation and creativity for the personnel engaged.

Identification of needs and enabling of self-led learning- The organisation needs to provide the required support, tools and resources to the employees and make easy access for the employees towards them so that there are no barriers to their development. There should be an assessment of the competency for gauging of the aptitude and participation in these activities leads to development and learning of new tools.

Collaborative learning and training- There can be setting up of intranet forums and undertaking of training facilities for personnel. They should be provided with soft skills training, training in relation to the technologies with better implementation of the new technical equipment within the organisation. The employees of the firm should be given feedback on their performances so that they are able to assess their training and learning of the responsibilities received and are able to deliver better performance to the organisation. There should be an orientation for providing an overview of the mission of the company, onboarding training, training related to the products and services along with mandatory training based on developmental needs.  

i. Demonstrating in which way HPW contributes to employees and its competitive (P5)

High Performance Working or HPW is about the creation of a culture where there is a prevalence of transparency, open lines of communications for everyone and trust. These involve a certain number of practices, processes and policies when put together can improve the performance of the employees. HPW allows an autonomy over the working styles of the employees which include reinforcement of self-management and decentralisation in the structure. The employees are consulted and unformed about the organisational changes. As per the opinion of Kramar (2014, p.1067), there is recognition of the hard work by the employees and the providing of reward for the hard work that is done by the employees. High Performance Working focusses on the adoption of the methods related to flexible working along with an emphasis on the development and learning. This means the employees are provided with an opportunity for learning new skills and enhancement of the already existing skills. It introduces support systems for the employees for the managing of the regular appraisals and feedback from multiple sources. The competing advantage is high levels of motivation amongst the employees and the improvement of the business through people due to more energy and drive towards the completion of goals.

High performance learning or HPW system changes from organization to organization as it depends on the context of the company environment. Thus, the strategies and methods of HPW also vary from company to company. There are handfuls of practices that the management can execute to enable high Performance Working system in the organization. practices like Annual appraisal system, feedbacks of job performances of employees, vacancy reviews based on the business strategy of the organizations, training of employees and continuous skill development programs in offices (Afsar, 2016). HPW system allows employees to be independent and be responsible for their decisions. Employees are instructed to be in the decision making processes thus HPW system creates a sense of employee empowerment. Thus, HPW system enables an organization to possess highly engaged, active and independent staffs. Hence, the functions of the system clearly indicate to toward business growth and success for future. a company can also earn profits and have a competitive advantage over other similar companies of the industry by practicing HPW system in the organization. Thus proper decision, arrangements and technologies can help the HPW system to function effectively in the company.

The benefits of High Performance Working has a broader visionary to the organisational elements. HPW has become very highly important as a source in relation to the competitive advantage in today’s environment of the business which is based on high competitions. The capabilities of Human Resource Management age very essential for selecting, attracting, motivating, retaining and developing the workforce of the organisation. The values of the organisation as a reflection of the culture of the organisation are having an assertion for the influencing of the strategic issues such as the decision making of the management, changes that are strategic and also the shaping of the commitment of the employees along with an interaction of the organisation with stakeholders, who are external. As per the opinion of Sheehan (2014, p.556), the High Performance Working provides the means for creating of a culture of performance which is healthy. It has a tendency of encompassing the way we analyse performances within an organisation and how the same can be improvised towards the better attainment of the goals. The High Performance Working contributes to driving the development and the implementation of the collaborations in accordance with the different practices, which as a whole that is integrated makes a great contribution by providing an influence which is stronger towards the performances instead of centering the focus on the entities that are individual. High Performance Working is a coherent and consistent system which provides the benefit by focussing on the solving of operational problems and implement of the competitive strategy of the firm.

The evaluation of the different approaches in relation to the management of performance is an essential aspect. There should be communications in relation to individual contributions to the success of the business.  As per the view of Albrecht et al. (2015, p.18), it can be said that there must be aligned if the individual goals with the priorities of the business which results in a greater focus and better and efficient use of the resources. For example- the employee can have the goal of gaining a better knowledge in accordance with his skills and performance. Therefore the management should focus on delivering effective knowledge on how to improve the skills with practical implications which will also lead to the completion of the task while making it understand to the employee.

The goals must be established with a proper framework, followed by the development of the plan. Taking of the necessary action and assessment of the level of performances should be done along with providing of necessary rewards. There should be an acknowledgement of the poor performances with the disciplinary actions and the consequences of implementing the approaches for the management of the performance by the upper bodies of the organisation.

The first approach of Management of performance involves the establishment of the goal. The establishment of goal by the organisation is very necessary as it clarifies the outputs and the timeframes. It is very effective as it determines and explains the roles of the different bodies or teams who are engaged in the attainment of the objectives.

The second step of managing performance involves developing a plan- This helps in discussing the developmental needs that are long term, and there is a prioritising of the needs based on the business. This also helps in the creation of the plan for achieving learning and growth which is desired.

The third step involves taking action- This helps in providing of a direction which is frequent and ongoing and provides support to the employees in the process of their applying of focus and energy toward the accomplishment of the organisational goals and objectives.

The fourth step in the management of performance is the assessing of the performances- this step helps in the evaluation of the progress in the tasks which is very beneficial for the assessment of the time required for its completion within the desired span. As per the view of Pailléet al. (2014, p.455), it can be said that the providing of ongoing feedback to the employees is benefitted and achieved on a basis which is formal as well as informal.

The last step in the management of performance deals with the providing of rewards- This is beneficial for the recognition of the employees for the good performance they have delivered. The providing of rewards helps in boosting the morale of the employees which in turn motivates them to perform in a more effective way and contribute positively towards the achievement of the desired objectives by the firm.

There exist five approaches that could be used in order to analyze the performance of the employees at the workplace.

Attribute approach: This approach requires the performance evaluation team to mark the performance of the employees on 1-5 (1-lowest, 5-highest) scale on the basis of the following criteria:

• Innovation
• Problem tackling skills
• Creativity, Judgement
• Communication, teamwork (Wu et al. 2016)

The approach has a certain drawback as it could identify the employees with extreme performance such that the average employees are left out of the scenario. Thus, the approach does not contribute to the high-performance culture in the workplace.

Quality approach: This approach considers the level of customer satisfaction both at the system and the personal level (Dzekashu and Walter, 2014). The approach deals in influencing the high-performance culture as it considers customer satisfaction to be the main motive.

Comparative approach: The approach considers the ranking of the employees based on their performance in ascending order. The approach ranks the highest performer in the first position (Fulcher, 2015). The main advantage of the approach is that the employees are able to get a hike in their pay based on the ranking as implied through the application of this approach of performance evaluation.

Result approach: The approach considers two ways of evaluation: i., Balance scorecard technique and,ii. productivity measurement and evaluation system (Salas et al. 2017). Under the balanced scorecard technique, the performance of an employee is measured based on the customer, financial, learning, internal, growth and operational factors. The approach considers the holistic approach to converting strategy into operations. Thus, the approach has a major role in maintaining a high-performance culture in the organization.

Behavioural approach: The behavioural approach considers BARS (Behavioural Anchored Rating Scale) and BOS (Behavioural Observation Scale) which helps in the proper rating of the performances of the employees. BARS technique deals in setting up of parameters based on the behaviour of the employees and rates them accordingly. BOS considers the frequency of the optimal performing nature of the employees (Ostrom, 2014).

High performance working can be said as a broad concept, with the help of which efficiency of the employees can be improved. Along with that it can be also be commented that by increasing motivation of the employees can be improved. As per the view of Schuler and Jackson (2014, p.42), it can be said that motivation of the employees can be improved by providing employees monetary or non-monetary incentives. In addition, high performance working also helps in improving productivity of the employees as well as, it also facilitates employees to work more effectively. Profitability of an organisation can be improved by managing resources of the organisation more effectively. Several steps of effective managerial process will facilitate the organisation to establish HPW in the organisation. However, through, improving HPW engagement of the employees can be improved as well as, this will help an organisation to gain competitive advantage in business market. In addition, though,establishing healthy relationship between the superior and subordinate commitment can also bemaintained within the team members. In addition, it has been seen that with the help of HPW better work culture can be provided to the employees. As a result, organisation can maintain its operation smoothly. Demotivated employees in the work environment will also influences productivity of other employees. As a result. Entity can suffer loss.

Conclusion

It can be concluded from the above study that, it is important for an HR officer to have sound knowledge of management. Along with that, it has also been concluded that different techniques and tools of management help the organisation to increase its productivity. Through, learning cycle performance and understanding of professional development can be improved. Furthermore, it has also been concluded that work culture or high-performance culture plays an important role in the success of an organisation. Performance of an organisation and effectiveness of productivity depends on the professional skill of the HR officer. In addition, it has also been concluded HPW plays an important role in the productivity of the organisation. Through, high performance working productivity of the organisation can also be facilitated.

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