HR's Roles in Development of Teams and Organisations

TASK 1

P1. Knowledge, skills and behaviours required by HR

Human resource's manager of KFC is conscious for right recruitment and hiring so organisation can get the best talent in organisation, to attract the best talent manager has clearly defined knowledge, experience and behaviour required to work with KFC based upon his experience, organisation objective and nature of work, which is given below (Hogan, 2017).

Communication skill

Employee of KFC has to deal direct with customer so communication skill is must be very good. Effective communication skill comprises good writing skills, active listening, non verbal communication, being empathic and ask for feedback etc. (Sessa and London, 2015).

Quick learner

H.R want to its employee as quick learner because employees has to deal with different problem with different complexity so they must be quick learner and self managed learned so that KFC can get advantage of its employee learning as organisation learning (Sessa and London, 2015).

Education and knowledge requirement

Food industry is so sensitive because of its nature of work, KFC committed to provide quality food top its customer so HR check education and experience for employee for all department so that they are able to make their policy according to food industry requirement for instance working in production department required employee must be post graduate in food and beverage, Food Design Project Experience, authorised license (Aarons and et.al.,., 2015).

Leadership quality

KFC allot its work in teams in every department so HR want its employees have optimum leadership quality so that in manager can appoint any person as team leader according to their work performance (Sosik and Jung, 2018). Leadership quality include passion and commitment, strong interpersonal skills, motivation and conflict handling skill, courage, high integrity, strategic planning skills, cooperation etc.

Analytical and problem solving skill

Employees must have strong logical reasoning so that they are able to solve any problem as soon as possible. To check the logical brain in employees HR take maths and reasoning test in job recruitment process (Sosik and Jung, 2018). Employee must able to implement science and piratical experience in real life like moisture absorption,, melting and glass transition temperatures, degrees of crystallinity.

Computer literacy-

KFC maintain it's all data online, it uses the latest software like CRM, human resource information system, human capital management, finance management software like SAP ERP, comindware, Microsoft dynamics GP (Woodcock, 2017). HR want employee at least have basic knowledge of compute so that it can easily adopt the latest computer technical solution used in KFC.

Time management-

KFC have deadlines in respect of customer demand, production, and food projects and marketing efforts. So its is very important that employee must have sound time management quality so that organisation will not face problems regarding customer satisfaction (Woodcock, 2017).

Patience-

Human behaviour is most unpredicted nature and behaviour. KFC's employee has to work with this uncertainty of customer behaviour so working in this required so much patience to avoid unnecessary conflict (Macdonald, Burkeand Stewart, 2017). KFC kitchen also test the patient level in employee with cooking activity for instance proper ingredients check, decoration of food, vegetable chopped in various shapes. KFC can not comprise with health and safety of its customer so it wants its employee to follow all the hygiene and food making standard to be followed (Macdonald, Burkeand Stewart, 2017).

Auditing Of Personal Skills Of Employee

In every employee there are some personal skills with the help of which he can perform better in an organisation. Set of personal skills include:- Communication skills, Honesty towards work, Technical Competency, Determination and Persistence, Team player attitude and Problem solving skills (Taylor, Doherty and McGraw, 2015). Now, here Jane Cambridge, is an employee who is newly appointed as a graduate trainee Human Resource Manager. Audit of personal skills of Jane Cambridge are as follows:-

Personal Audit Of HR Manager In Various Aspects.

Now, there is a need for training and development for each individual, in respect of improving the knowledge; skills and behaviour of that employee (Macdonald, Burke, and Stewart, 2017). Until and unless, an individual would not be given the training as to the skills that are required to perform any particular task he would not be able to compete any further in that industry. Following are the benefits of providing training and development to an individual:-

• Improved Employee Performance:- After, providing training and development to an employee who has joined newly in an organisation his performance would be improved like anything (Macdonald, Burke, and Stewart, 2017). He would be able to perform the given task in a better and faster way with more accuracy. Along with this, the confidence level of that employee would also be boosted which would also result in the performance of organisation.
• Improved Satisfaction And Morale:- With the enhancement in the efficiency of employees the investment done on their training also prove to be fruitful (Macdonald, Burke, and Stewart, 2017). From training the employee also gets a supportive workplace. Employees who are appreciated, for their enhanced work performance feel quite satisfied and challenged towards their work.
• Increased Productivity And Adherence To The Quality Standards:- With implementation of training, the productivity of employees also gets increased (Taylor,Doherty and McGraw, 2015). The increased efficiency of employees results in the successfully accomplishment of project assigned.
• Increased Innovativeness in the Implementation Of Strategies:- The training program started for the transformation of the unskilled employees in skilful somewhere leads to the innovative thinking in them and that only helps in increasing the turnover and potential market share of company (Taylor,Doherty and McGraw, 2015).
• Enhances Reputation And Company Profile:- Implementation of strong, effective and successful training strategy leads to the development of brand of employer (Cummings and Worley, 2014). With the help of training company becomes more attractive in the recruitment of potential employees. The training being given to the employee could be of any type with respect to the work and responsibilities of an individual.

P2. Professional Development Plan

For every employee there's a need of creating a completely professional plan in an organisation so that he may be able to complete all those goals in an organisation that are assigned to him/her (Cummings and Worley, 2014). This plan is a document that an employee creates to outline the objectives; activities; resources and targets that relates to the overall development of employee as a professional.

P3. Differences Between Organisational and Individual Training; Learning And Development

So, these are the differences in the learning; training and development of an organisation and that of an individual. Now, Innovation can be implemented in recruitment of an employee. KFC follows this strategy. So, the recruitment of an individual can be done by way of sourcing other than that of adverts. After that, there comes chat boats and preselection (Cummings and Worley, 2014).

Critical thinking is just an ability of analysing the concept of any particular object by considering its facts from each angle and thinking from each perspective to reach a logical conclusion. One can think critically by asking more and more questions and gathering the information related to them (Salas and et.al., 2017). It is brain storming which is done, for solving any situation by evaluating the facts and the data available thereby. The purpose here is to motivate, out of the box thinking of employees.

P4. Continuous Learning And Professional Development To Drive Sustainable Kfc Business Performance

Continuous learning is the part of the continuous development and improvement of skill and knowledge. Continuous learning help to learn new technology and improve outcome services. Professional development improve capability, maintain of business, knowledge, skill and customer Clint services.

KFC refers to employee continuous development of workers skill and knowledge. Continues learning is personal learning is about the increasing the professional level. For the development need to adapt professional and personal learning (Bourne, 2016.). Continuous learning define practices and professional learning define knowledge and performance. KFC provide there employee continuous learning throw the job rotation, training, customer services and new task. When employee work daily on new task so the employee improve there professional skill and knowledge. KFC show the employees they are important for the company (Kotlarsky, van den Hooff and Houtman, 2015.) Continuous learning improve KFC productivity, employee job satisfaction. Professional development KFC organise conference, seminar, research, skill based training, increasing duties and responsibility or workshop for the employee develop there professional knowledge. Professional knowledge develop workers retention, build confidence and credibility, make success planing and improve efficiency. Learning and development flexible framework, focus on worker's performance, create new work role.

P5. High Performance Working Contributes To Employee Engagement And Competitive Advantage

High work performance improve firm productivity, capacity to effectively attract, employee development and retain workers personal performance. In short high work performance help to achieve goal.

KFC give there employee reward according to workers work performance. The rewards in the case, bonus, incentive, appraisal and increment (Armstrong, 2018). When the company provide employee high performance practices and motivation, so the employee are attracted there job and company development. When KFC employee contribute high working performance than the company provide the employee work motivations for the employee than the company provide performance related pay in team and individual, promotion, flexible benefit, equal opportunity polices and increment (Kotlarsky, van den Hooff and Houtman, 2015).

When employee are highly motivated for there work than that employee are provided working benefit. If any company employees are highly motivated for there work the company working environment is healthy and safety. Competitive advantage of KFC help to achieve task and greater benefit and services (Serrat, 2017). Competition between the employee for the reach there work and goal or services. In KFC employee competitive advantage is the make batter work environment, high level of productivity, capacity utilisation, effective distribution channels, effective use of technology in the production process.

P6. Approaches To Performance Management

Performance management is the process of evaluate the employee performance throw the feedback, accountability and analysing the work. KFC use different approach for the measuring employee performance (Lussier and Achua, 2015).

Behavioural approach:

KFC define the employees' behaver in the organisational and work. It concisest the workers for there behaviour is response to the need to access for work motivation. When KFC employees behaviour are good in the work place the works are satisfies for working condition.

Result approach:

KFC use result approach for the measure the employees work performance. In some case the KFC use result approaches. It is straight forward concept. This measure the rate on the basis of employee performance (Bourne, 2016). This approaches include financial, customer, learning and growth of the organisation. This approach motive worker for there work, because of employees work result are good so that employee job performance is good and customers satisfaction level also good.

Quality approach

In this approach KFC focus on product and customer services. Throw this approach KFC reducing errors and achieve goal and objective. This approach include assessment employee and employer, problem solving team work, use multiple sourcing to evaluate performance and involving internal and external factor (Serrat, 2017).

Attribute approaches:

KFC use this approach employee work performance rating, behavioural rating, communication, team work, judgement, nature, and creativity etc. scale use KFC for analyse employee performance(Kotlarsky, van den Hooff and Houtman, 2015 ). KFC use this approach for the customer services and its simplicity for the organisation.

Comparative approaches

KFC use this method for the team work performance. It will be ranked on the highest to the lowest work performance (Armstrong, 2018). Threw these techniques the company compare the workers work performance.

If you are preparing a detailed report of a project then you consider taking  Paper Writing Help 

CONCLUSION

The above project report lays emphasis on the development of an individual; team and organisation. Here, it focuses on the different set of skills, knowledge required by the individual to perform the different tasks of an organisation in an effective and efficient manner. The assignment lays its emphasis on the different roles and responsibilities of an HR Manager, that he is bound to fulfil (Salas and et.al., 2017). The auditing of different set of skills that a HR Manager should have with the motive of identifying different training and development needs to accomplish any task with full effectiveness and efficiency. Further, the project lays emphasis on the Professional Development Plan, that, shows the skills that are still required to be improved and measures that should be taken to improve those skills (Salas and et.al., 2017).

The report further lays emphasis on the differences of different organisational and individual performance on the basis of training; learning and development. It emphasizes the need for continuous learning and sustainable development for maintaining the business performance.

You can also check out:-

Development of Individuals & Teams in Marks and Spencer

Police Force Development and Achievements

REFERENCES

Books And Journals

Aarons, G. A. and et.al.,., 2015. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.Implementation Science.10(1).pp.11.

Anderson, D. L., 2016. Organization development: The process of leading organizational change. Sage Publications.

UPTO56%

Avail The Benefit Today!

To View this & another 50000+ free

Enter Email

Submit