Muhammad Ammar Khan

 Introduction Who are HR Professionals? HR professionals are the specialists who are accountable for hiring, interviewing and allocating the employees within an organization. Most importantly they do appraisals of the employees which results in increments and bonuses for the employees of the organization. What knowledge, skills and behaviour are required of them? I’ll be discussing it point wise for the better understanding of the reader. Communication Skills: Most importantly, HR professional must have excellent communication skills. He/she should be effective in conveying their message in an effective and easy manner. Organizational Skills: When you are working in an organization, you need to do work in a defined way. It makes easier for everyone there to deliver required results for the organization. When an HR professional has such skills, where he/she can do his/her tasks effectively and has grip over the work then it results in profit for the organization. Decision Making Skills: HR is a job of decision making and it could be at the time of recruitment, appraisals or any other area but it matters a lot. One good or bad decision could have a huge impact on the organization. So an HR professional must have good decision making skills. Training & Developmental Skills: Getting your employees trained with relevant trainings is very vital part for the development of the employees. For this, it’s very important that HR professional has knowledge and information for the development of employees. Budgeting Skills: All the budgets for the organization go through HR. It’s a huge task and takes a lot of responsibility. Allocation of budgets to all departments, approving new endeavours all comes under responsibility of HR professional. Empathetic Skills: HR person has to deal with almost every person in the organization whether directly or indirectly. It could be due to salary conflicts, appraisals, trainings or inter departmental conflicts. HR person needs to listen to all of those and act accordingly. What do you understand by a Skills Audit? What role does it play in the personal and professional development of an employee? Skills Audit: It’s an assessment of how much an employee knows about his job. It could be done through a questionnaire, interview or one to one session. Its purpose is to know where the employee stands in accordance to his role at the organization. After that, decision is made what needs to be done next for that employee. Skills audit assesses the level of employee’s work skills and through this assessment HR persons gets to know where that employee needs to be polished. It plays an important role in personal and professional development of employees. It helps to know the progress and lacking in any specific areas. It helps the employee for his personal grooming as well as professionally, which ultimately benefits the organization. HR person should be good at doing skill audits for the employees as it links directly to organization’s benefit. What is a Personal SWOT Analysis? In personal SWOT analysis, person does the analysis on itself to find out the strengths, weaknesses, opportunities and potential threats. It helps to know your areas where you are good at and also those areas where you need to work to get better. Overall it’s important to make one’s self better than their past. That’s why in organizations now a days, it’s an important part of HR’s job description. Personally it’s not much followed but professionally it is highly important. What do you understand by CPD? CPD stand for “Continuing Professional Development” which is pretty much self-explanatory. As the name suggests it’s a process in which a person is continuously developing his skills professionally. If we take example from corporate sector, we know many multinational companies spend a lot of budget in getting their employees trained on regular basis. In this era, where there is huge amount of competition, without being up to date, it becomes very tough to survive in professional world. Organizations need to provide trainings to their employees about latest happenings in their respective sectors. What is a Personal Developmental Plan? It is a process, where a person sets his goal and then analyse which strengths he already has to achieve that goal and on which areas he needs to improve. It basically sets a layout in front of you which makes it easier for you to understand and act accordingly to reach to your goal. There are 5 major categories of personal development. Mental: It is all about how well you develop your brain. You get maximum knowledge through any means possible. It could be through newspapers, browsing, YouTube, social media etc. Social: Personally this is the most important category. You develop communication skills, public speaking, how to prove and convince your point. It could be done through debates and learning new areas. Spiritual: It varies from person to person. It can be easily understood in a way that a person does what brings satisfaction and peace to his mind. If he is comfortable and confident in doing something, then he does it that way. Emotional: You need to be emotionally strong. It is required both personally and professionally. Physical: It’s not just doing daily exercise and maintain your physique. Everything comes to physical, like your sleeping routine, eating habits etc. This helps a lot in all above mentioned categories. If a person is not physically fit, it would have an impact on every other category as well. Why is it important to evaluate and reflect on a PDP? Whether it’s a person’s personal life or professional life, it is highly important to evaluate personal developmental plan because when there is a defined destination, it makes very easy to reach there. Personal Developmental Plan helps to become better each passing day. You keep updated about the latest trends and happenings around you. Activity 1a 1) Determine appropriate and professional knowledge, skills and behaviors that are required by a HR Professional for the job role of __Street works coordinator___ in Virgin Media. JOB ROLE NO 1 Organisation Virgin Media Employee Name Department:  Streetworks Position/Job Role:  Coordinator Knowledge Skills Behaviour 1 On ground requirements Strategic planning Advising 2 Qualification standards for employees Teamwork Solution oriented 3 Market requirements HRIS knowledge 4 Job requirements Technologically updated JOB ROLE NO. 2 Determine appropriate and professional knowledge, skills and behaviors that are required by a HR Professional for the job role of ______Auditor_______ in Virgin Media. Organisation Virgin Media Employee Name Department:  Finance Position/Job Role:  Auditor Knowledge Skills Behaviour 1 Understand numbers Proactivity Solution oriented 2 Org.’s budgets Administrative expert Purpose oriented 3 Reporting the results Budgeting skills Transparency 4 Strategic thinker Inspiring 5 Be flexible Activity 1a) MY PERSONAL DEVELOPMENTAL PORTFOLIO MY JOB ROLE IS ”management trainee officer (marketing)” PERSONAL AND PROFESSIONAL SKILLS AUDIT Knowledge and skills which I consider to be important for my current job role My ability rating (1-5) 1 Planning 2 Analytical abilities 3 Customer focused 4 Sales growth 4/5 3/5 4/5 4/5 Knowledge and skills which I consider to be important for my future career development/job role My ability rating (1-5) 1 Report writing 2 Sales summary 3 Business development 5/5 4/5 3/5 Rating: 1 = No current knowledge or skill 2 = Some awareness, but not sufficiently competent to use it 3 = Familiar with and able to use the knowledge or skill 4 = Proficient in the knowledge or skill and able to show others how to use it 5 = Expert, with a high degree of skill and/or comprehensive knowledge EVALUATION OF MY SKILLS AUDIT(M1) Knowledge, skills and behaviour identified above. Evaluation of my Knowledge, skills and behaviour 1  2  3  4  1 planning 2 customer focus 3 report writing 4 sales 5 business development         SWOT ANALYSIS STRENGTHS 1 Leader 2 Advocate for employee 3 understand compliance THREATS 1 Loss in business resulting layoffs 2 unfavourable government policies 3 High investments on employees WEAKNESSES 1 Strategic foundation not strong 2 Not much customer focused 3 Less knowledge of finance OPPORTUNITIES 1 growth of business 2 new company policies that benefit in long term Personal Development Plan (PDP) What are my objectives? (short & long term) Success criteria What activities/actions do I need to undertake to achieve my objectives? Implementation –how activities will be applied to achieve objectives What support/resources do I need to achieve my objectives Target date for achieving my objectives Supporting my department Getting all the required work smoothly Getting regular Learning new tasks Revenue increase Business profit Getting maximum customers engagement Retaining customers Reflective statement Make a reflective statement whether you need to reset or change your initial objectives of your personal development plan after critical reflection of your learning experience As a new hiring at Virgin Media for the post of “management trainee officer”, I will be very passionate about working with the marketing team. What I’ve proposed as my objectives for personal development, I believe those objectives would pretty much help to get positive results. As a management trainee officer, there lies a great responsibility upon me to get into the work with my team as soon as possible and learn the working. In marketing department, major purpose is to find out new ways to increase sales. Getting new customers, retaining current customers. Firstly you need to do intensive planning of how you need to go forward with your tasks. You plan your goals and according to those you prepare for the tasks. Getting your focus towards customers helps a lot towards achieving profitable results. It’s very important to get to know what your customer demands and how it can be fulfilled in a way that benefits both parties. If you achieve this part, you definitely will achieve a lot. Similarly sales is the most important part for any business and for any business, marketing department has plays a vital role in getting sales numbers as high as it could be. Considering myself as a management trainee officer at Virgin Media, these objectives would help achieve personal as well as professional goals and will be successful for the long term. Activity 1b REPORT To: HR Manager From: Your name (HR Trainee) Date: Subject: Inclusive learning and development within Virgin Media for driving sustainable business performance 2) Analyse the differences between organisational and individual learning, training and development. What is learning? There are differences among organizational and individual learnings but the purpose is same. It helps to make a better future than the present situation. In individual learning, you look after your strengths and weaknesses. According to those, you work to overcome your weaknesses and use your strengths to become better person every day. Similarly in organizational learning, organization examine their employees to know at what areas they are good at and where their weaknesses lies. Then they give trainings to train employees accordingly. What is organisational learning? In organizational learning employee learns about the organization’s culture. How things work there and how to work with your assigned team. Team work is developed and ways to achieve company goals are found out. What is Individual Learning? IN individual learning, employee learns things which have impact on the employee on personal level. It could be that how to complete certain tasks. It does not affect organisation directly but has an impact on long term basis. What is Training and Development? Trainings are provided to employees to keep them up to date about latest processes happening around the world. It’s very important for the organizations to get their employees trained regularly in order to compete with their competitors in the market. Through this better trained employees are developed who have better knowledge about their functions. Differences between the above three. ORGANISATIONAL LEARNING INDIVIDUAL LEARNING TRAINING & DEVELOPMENT Solving problems for the organization Focused on increasing knowledge and skills. Focused areas to get better at. Focused on organizations betterment. To do job in a better way. High expense Low expense 4) Analyse the need for continuous learning and professional development to drive sustainable business performance In this era, there is high need of continuous learning and professional development for all the organizations. As we know technology is advancing each passing day, and to be along with the latest happenings, there needs to be done regular trainings and development for the employees to be better trained and better knowledgeable about modern developments. 3) Apply learning cycle theories (Kolb’s Learning Cycle and Kurt Lewin’s Change model) to analyse the importance of implementing continuous professional development. (M2) Kolb’s Learning Cycle It has 2 basic aspects. First is getting to know things and second is to understanding that knowledge. In first aspect, there are further 2 types. First is “Concrete Experience” which means having direct experience about something. Other is “Abstract Conceptualization”, where you form theories from different observations. Similarly in second aspect there are further 2 types. “Reflective Observation” which is trying to find meaning of concrete experiences by watching. Other one is “Active Experimentation” where theory is test in new situations. Kurt Lewin’s Change model Kurt Lewin explains 3 stages of change. First is “Unfreeze”, then “Change Process” and lastly “Refreeze”. In Unfreeze, we determine what needs to be changed. Ensuring support from the management and then creating need for change. After that in the “Change process” information flow is done and role of leadership comes to influence certain group of people. Lastly in “Refreeze” new changes are formed into the culture. New ways are developed to sustain new changes for long term. DISTINCTION(D1) 4) Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives. GOAL 1: Where do you want to be professionally? In how many years? To start my own business in 3 years OBJECTIVES: What actions/steps will help you to achieve the goal 1? 1 In depth knowledge about my field of business. 2 contacts to related people of industry. GOAL 2: Where do you want to be professionally? In how many years? To have successful organization of 500+ employees. OBJECTIVES: What actions/steps will help you to achieve the goal 1? 1 successful business ideas and innovations. 2 Trained employees. Activity 2 Apply knowledge and understanding to the ways in which high-performance working contributes to employee engagement and competitive advantage. REPORT To: Director of HR From: Your name (Learning and Development Consultant)) Date: Subject: HPW and its contribution to Employee Engagement and Evaluation for different Approaches to Performance Management. Explain what is HPW? High Performance Working (HPW) can be characterized as practices that have been appeared to improve an association's ability to viably pull in, select, employ, create, and hold high-performing faculty. We allude to a bunch of explicit HPW inside an association as a superior work framework. How does HPW contribute to Employee Engagement? Employee’s performance is highly enhanced. They are up to date about current market strategies. What are the benefits of HPW? In Virgin Media, does it improve employee competitive advantage? HPW definitely has benefits for the organization. Your high performance employees make huge amount of benefits for the organization. These employees are the asset and must be retained at all costs. At Virgin Media, it also improves competitive advantage of the employee. EXAMPLE OF A SITUATION If Virgin Media provides me with regular trainings, then I would definitely get Virgin Media towards success. In marketing department, you need to get maximum customers and help develop new strategies to maximise profit for the organization. Analyse its benefits with justifications to a specific organisational situation within Virgin Media to improve employee competitive advantage. (M3) Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment Identify the different approaches to Performance Management? Below are the different approaches to PM. Constant input Yearly execution examinations are pretty normalized, not a lot of open to conversation and done just once per year. They are typically tedious and produce a distressing circumstance manager worker, so doing it just once a year "looks extraordinary". Yet, genuine instructing for social change should be short, persistent and spread over time dependent on the need. It very well may be positive or negative, however without a doubt it should be founded on ongoing circumstances that permit the worker to make a move right away. Imaginative organizations should depend on that to have the option to adjust rapidly to the adjustments in the climate. Administration preparing Numerous pioneers state they don't have the opportunity in this high-pressure economy for the dull work of training individuals and encouraging them develop. On the inverse, the one fundamental assignment for pioneers should be to encourage their worker's development, and there should be no particular time for it, should be essential for their everyday. Pioneers will in general have a ton of work when they have an over ward group. become demotivated work ought not be finished by them regardless of whether they can improve, they should assist their kin with learning and improve, that is their work. Pioneers should be prepared to create propensities that make their group proprietor of the assignments, self-ruling and consequently more locked in. Suggested COURSE: Leadership Actuality based Persistent criticism shouldn't be founded simply on impressions or emotions, it can likewise be founded on realities and information. Contingent upon the sort of activity, pioneers can utilize various instruments to assist workers with asking help or tackle issues in a hurry, rather than concealing issue to maintain a strategic distance from awful evaluations. Assembling organizations can utilize run diagrams and illustrations to assess drifts and recognize issues. Outlines can show if the issues are fundamental (all the lines are having delays because of lacking upkeep) or individual (a representative isn't very much prepared). In certain organizations, we propose to do month to month reviews with scores and detail activity plans, to give a reality based measure as well as a way to improve. On Demand The most ideal approach to give input is ensuring the worker knows it before the administrator, and before it's past the point of no return. Opportune input should be possible when the data and the presentation are on the web and available to everybody included. Measures should be possible by the worker himself, or through IT. For instance, online retail offices can furnish to representatives with online data about consumer loyalty, deferrals or blunders so workers can change the administration appropriately. Numerous organizations have 5 stand-up minutes to discuss issues and likely arrangements. Mutual benefit Execution estimation should be a device to improve the group and hierarchical execution, not to accuse workers or legitimize cutbacks. It should assist with knowing why a cycle is falling flat and what can be done, regardless of who. So every estimation ought not be utilized alongside a main driver examination and subsequent strategy. Criticism at the gemba A presentation examination will in general be formal to the point that is never accomplished on the work floor however inside an office or meeting room. As it isn't the ordinary working environment for the worker, it very well may be more upsetting. On the off chance that it is done on the workshop, it considers a more straightforward conversation. It takes into account a mental wellbeing for the representative, which advances more development and lessens the feeling of disappointment. You can even discover a greater number of arrangements on the floor than in a gathering room or a chilly administration report. As Edwards Deming would state, effective organizations should likewise oversee what can't be estimated 360 DEGREE FEEDBACK 360 degree feedback is a framework where unknown criticism is accumulated about an individual from staff from different individuals they have working associations with. This is typically their directors, peers, direct reports and subordinates - henceforth the name "360 degree". It's planned so a scope of individuals can impart their insight to give a balanced view on the person. It's utilized generally as an advancement device since it gives data about a subject's work capabilities, conduct and working connections. It's likewise primarily utilized for people higher up in the association's progressive system. CONTINUOUS IMPROVEMENT Continuous improvement is also called constant improvement, is the progressing improvement of items, administrations or cycles through gradual and advancement upgrades. These endeavors can look for "steady" improvement over the long run or "achievement" improvement at the same time. TRAINING AND SKILLS DEVELOPEMNT Training and skills Development (TSD) specifically gives awards to individuals who meet the program standards. The focal point of the program is to assist customers with accepting preparing or instructive projects which will permit them to return rapidly to work. The TSD term is restricted to: a limit of two successive years for an ordinary post-optional preparing program a limit of one year for scholastic redesigning for grade levels 7 to 9 and two continuous years for grade levels 10 to 12 a limit of 10 weeks for levels 5-6 and a limit of 12 weeks for GED readiness a limit of three successive years for a co-usable preparing program How do these approaches support High performance Culture at Virgin Media? These approaches help to get best out of your employees. Getting appraisals of the employees and getting their feedback on regular basis helps improve their skills which definitely helps the organization in the long term.