Developing Individual Teams and Organizations
In this report as a human resource officer with Tullow Oil which is the leading Oil marketer globally, I will elaborate more on all the roles that the human resource officer is expected to perform. Additionally, I will embark on identifying and analyzing the knowledge required for one to be termed as an expert human resource manager. A human resource manager should also strive to develop the teams in order to have a compact team that has synergy. A human resource manager at Tullow Oil is also expected to exhibit behaviors that are universally accepted across the human resource field. Therefore, mentioned behaviors are highlighted in the second part of this report. Human resource knowledge is also about equipping oneself with negotiation and public relations skills.
In the line of duty, the human resource manager will most likely come across critical issues requiring negotiation whereby he is expected to convince employees. In order to appear professional, the human resource manager must exhibit convincing public relations skill that is should be applied to important exercises like recruitment and selection. Knowledge on how to motivate employees is also supposed to be treated as an added advantage as it will enable the HR officer to effectively motivate all the employees in the company. Furthermore, the Human Resources Manager must have the knowledge to guide as well as manage the whole provisional Human Resources activities, policies, and finally programs for the company (Afsar & Badir, 2015). Other issues on a charitable offering which also comprises of crucial employee services like guidance and counseling are also important.
Human resource managers should also have excellent communication skills. In most instances, they are tasked with making an important and constant communication to all the employees in the company which relates to the employee’s welfare. Knowledge of company-wide and far-reaching committee composition as well as company employee facilitation is also highly recommended. Hunan resource behaviors help in acquiring a respectable demeanor which will, in turn, assist the human resource manager to acquire respect and authority among the juniors and seniors within the industry. Additionally, Janes, skills in Taking notes of disciplinary hearings is good which is a strong statement pertaining to ensuring that all employees are well disciplined. Writing reports is another important skill in the human resource professionals as the HR is regularly expected to present regular and truthful reports to the management detailing the human resource management status in the organization.
Jane’s ability to write reports and Produce material to support presentations is rated as good. However, her ability to deliver a training session has little or no experience while that of Resolving disputes/complaints, Interviewing and advising on HR issues are all adequate. The given skills are some of the most important skills in the human resources profession. Professional Development Plan for Jane Cambridge Employee: Jane Cambridge Department: Human resource management Administrator/Supervisor: John Smith Note. Being part of the Professional Development Plan, it is highly recommended that staff members remain cognizant of the professional work ethics and regulations and most important licensure process so that requirements for renewal and advancement become an integral part of the Professional Development Plan goals: List of professional development goals: (i) Accomplish all the required certification in human resource.
(ii) Improve hands on skills on motivating employees and managing employees. (iii) Get company and regional awards for quality services offered in my current role. List of required skills for Jane Cambridge (a) Persuasion skills (b) Leadership skills (c) Management skills Career development plan for Jane Cambridge (i) Get human resource management certification (ii) Get a master’s degree in human resource management. Organizational training also encompasses on the job training where employees are placed under mentors who in turn impact them with hands-on skills knowledge. The difference between organizational and individual training and development is that while individual training and development target one individual at a time, the organizational training, and development places focus on all the company employees. Therefore, the individual training and development tend to have more instant results and also achieve high efficiency as compared to the organizational training and development.
(e) Analyzing the need for continuous learning and professional development to drive sustainable business performance. There need for continuous learning development so that employees are updated about new trends in the industry. W. , & Noumair, D. A. Organization development: A process of learning and changing. FT Press. VINE Journal of Information and Knowledge Management Systems, 47(2), 172-193. Ni, G. , Cui, Q. , Sang, L. , Wang, W. Section 2 ‘Effective use of high-performance working (HPW) framework and performance management models to support high-performance culture. Introduction In this essay, the focus is placed on demonstrating an understanding of how high –performance working contributes to employee engagement and competitive advantage within Tullow Oil in the various situations presented. The second part will focus on an evaluation of the different approaches to performance management while using specific examples indicating how performance management supports high-performance culture and finally organizational commitment.
Demonstrating an understanding of how HPW contributes to employee engagement and competitive advantage within an organization. High-performance working is one of the human resource management practices which is aimed at improving employee as well as organizational performance and competitiveness (Katzenbach & Smith,2015). When making decisions under high performance working employees who are represented by executive officers are directly engaged in setting policies (Pereira & Malik,2015). Through positive direct engagement, employees who are in this case responsible for their own destiny feel appreciated and motivated which helps in building their confidence in the organization. By having confidence in an organization an employee is able to positively contribute to the welfare of the organization through creative and innovative ways which is one of the best ways of creating a competitive advantage for the company.
Evaluation of different approaches to performance management while using specific examples showing how they support high-performance culture and commitment. Performance management is an effective tool for evaluating organizational success that is carried out both quantitatively and qualitatively. The attribute approach uses the graphic rating scale which rates the employees as high, low or medium. Comparative approach The comparative approach ranks an individual employee’s performance against the other group members. The approach specifically ranks employees from the highest to the lowest according to the performance. Employees are then categorized based on their performance either as top performers, average performers, and low performers. Quality approach The quality approach applies numerous approaches to improving customer satisfaction which is achieved by improving quality as per the organizational objectives.
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