Human Resource

Activity 1: Knowledge, skill and behaviour required to be an effective HR

The human resource professionals are responsible for the organisations tasks where the HR professionals are trying to develop effective strategic planning of hiring, training, performance management, team building, rewards and loyalty programs, compensations and benefits where they provide proper organisational culture to retain the employees in long run. It is necessary for the HR professionals to have proper skill and knowledge as well as own behaviour, so that it is possible to manage the workplace of the organisation by managing the employees in the organisation (Noe et al., 2017). Hereby, the HR professionals play a crucial role in the organisation to manage the employees, who are the major stakeholders to run the organisation sustainably. In this regard, as per the CIPD model of HR, it is necessary for the HR professionals to have the skill of developing employee’s relationship and improve engagement with all the employees. In this regard, positive behaviour, politeness and interactive skill of the HR professionals are required to manage the employees and build strong relationship with all the employees in the organisation.

The HR professionals also need to have proper communication skill to interact with others at the workplace positively where the professionals can lead the employees by developing an effective team, and thus the HR professionals are also responsible to develop partnership working practice and maintain organisational harmony and develop suitable organisational culture at the workplace (Bratton and Gold, 2017). In addition to these, the HR professionals needs to have proper knowledge about the service and information to share with the employees as well as develop proper training and development program as per the organisational working activities, so that the staff member can develop their skill and knowledge in long run. Hereby, the HR professionals are also accountable for enhancing employee’s relationship and give them the chance to have personal and professional’s development.

Moreover, apart from developing training and development program, the HR professionals are also responsible for resourcing and talent management where they try to develop group discussion and general meeting where the staff and senior management team can share their experience with each other for talent management and skill enhancement. Hereby, the HR professionals are accountable for enhancing the organisational performance in long run and it provides an opportunity to the organisation to manage the employees and lead them in future. The HR professionals in this regard needs to maintain positive behaviour and improve engagement with all the staff by enhancing trust and loyalty in the organisation. In this context, respecting each of the employees at the workplace as well as designing the structure and organisational planning for presenting better workplace and get proper insights are beneficial and these skill and knowledge of the professionals are beneficial for the organisation to develop suitable organisational culture, where the employees can work with managing harmony and freedom at the workplace. In addition to this, the HR professionals are also liable for managing the performance and rewards and in this regard, the performance and reward design depends on the HR professionals where the professionals try to provide monetary and non-monetary rewards to the employees for encouraging them and leading them in long run.

In this context, the performance related pay, yearly bonus and compensations are effective to create values for the employees and it further helps the employees to become interested for contributing with their full potential in long run to enhance the organisational performances a whole. Additionally, the non-monetary rewards are also designed by the HR professionals where, developing suitable organisational culture with harmony, freedom to choose the working hours, encouraging the employee’s creativity, helping the employees to develop effective team as well as respect each of the staff and manage transparency and accountability are other skill though which the HR professionals are trying to create values for the employees and lead them towards achieving success (Bailey, 2015). In this regard, the professional’s areas and behaviour of the HR professionals are such as driven to deliver, collaborative, communicative, personally credible, skilled influencer, decisive thinker, curious and courage to challenge and these are effective for the HR professionals to manage the employees at the workplace and motivate them to perform better with their full potential.

Activity 2: Delivering timely and effective HR services

There are different needs for HR services in the organisation and it is the role of the HR professionals to manage the conflicting needs of the HR services (Krausert, 2017). In this regard, for example, one employee needs leave on a urgent basis and the second employee require the salary within the 5th day of the month and third employee needs safe place in the organisation to work with security. In this regard there are conflicting needs and it is the responsibility of the HR professionals to manage those three needs of different employees. For prioritising the needs of the employees for the HR services, the HR professionals try to prioritise the needs on an urgent basis, and it is urgent for the first employee to get urgent leave for personal reason. With proper communication with the team leader and the HR manager, it is possible for the HR professionals to approve the leave of the employee. After that, managing employee’s safety and security is the responsibility of the HR professionals and it is necessary for the HR to manage the safety and security at the workplace.

With proper planning and discussion with the senior management team, the HR professionals can resolve the issue of unhygienic place and lack of safety and security, where the activities of implementing CCTV camera under the coverage areas of the employees, implementation of fire extinguisher and emergency exits and managing hygiene at the floor are effective or the HR to manage the need of the third employee. Though it is a lengthy process of implementing the safety requirement, the HR professionals aim to manage these needs on an urgent basis to create values for the employees at the workplace. Additionally, the needs of the second employee are also valid and it is necessary to credit the salary of the employees as soon as possible in each month. With proper discussion, the HR professionals can manage the credit of the salary on the 1st or 2nd day of each month where the HR professionals are responsible to create the salary slip and maintain the account of the employees properly on the very first day of each month so that the management team can credit the salary within 2nd or 3rd day of the month. Hereby, through prioritising the needs of different employees, the HR professionals can handle the task and maintain harmony at the workplace.

Additionally, it is necessary for the HR professionals to communicate with all the employees at the workplace for improving engagement with them and building strong relationship so that it is possible to lead the staff successfully in future. In this regard, the strategies of face to face conversation, telephonic conversation and sending email are the major communication ways through which the HR professionals try to interact with the employees (Leopold, 2016). Face to face communication is the most effective way to interact with the employees and understand their feelings and thoughts successfully, but there is one disadvantage of face to face conversation where some employees cannot be interactive and expressive and fir them it becomes difficult for the HR professionals to understand their perspectives. Secondly, telephonic conversation is also effective, where the HR professionals try to communicate with the employees over telephone to share the urgent messages or any information directly to the employees (Giessner, Horton and Humborstad, 2016). Thirdly, sending email to the employees is also another effective way to interact and communicate with the employees at the workplace where it is formal communication way to convey the message to the employees, where the HR professionals try to share the urgent information and organisational practice and change with the employees at the workplace. Hereby, different ways of communication are effective for the HR professionals to interact with the employees and manage them successfully at the workplace (Heitzler et al., 2018).

It is necessary to handle the HR services at the workplace and being good HR professionals, it is the responsibility of the HR to manage the employees successfully by delivering proper HR services so that their values can be enhanced at the workplace. In this regard, for delivering effective service delivery, the HR professionals try to arrange group meeting where sharing the organisational and change management process in rules or the organisation practice are effective or the employees to understand the perspectives of the management team and this in turn helps to resolve the internal conflicts and resistance to change at the workplace (Scott, 2016). Additionally, the HR professionals try to arrange their task by prioritising the job where it is possible for them to deliver the HR services to the services user on time. For example, managing safety and security of the employees providing performance appraisal and managing the employees with respect and integrity are effective services that are useful for delivering the HR services to the employees on time.

Table 1: Predicted Budget for service delivery to the employees as a HR


Predicted cost (in $)

Designing effective training program for the employees


Restructuring the salary for motivating the employees


Implementing health and safety standards


Incorporating performance related pay


Recruiting and selecting the employees


Arranging induction process


Bonus and incentives management


Table 2: Time frame for managing the service excellence


Week 1

Week 2

Week 3

Week 4

Week 5

Week 6

Week 7

Week 8

Proper selection of the candidates


Developing induction process

Restricting salary

Arranging internal training

Developing bonus and incentives

Health and safety measures

Activity 3: personal and professionals development plan

Continuing the professional development is the assessment for understanding own strengths and weaknesses as well as develop further planning for enhancing own skill and knowledge to perform better and achieve the future career goal. In this regard, as per personal capabilities, I am able to provide effective customer’s service where I try to hear the customer’s perception and acknowledge their actual need and preferences so that it is possible to maximise their satisfaction. Additionally, the technical skill and interpersonal skill are effective to enhance my capabilities to develop string corporate relationship with the customers and service them with better services according to their requirements. On the other hand, I need to develop my communication skill, knowledge to enhance international training practices, improve collaboration and creative thinking skill to manage the workforce in the organisation and deliver quality services to the customers. I have the options of gathering more knowledge and skill by attaining the organisational training as well as utilise the organisational resources to fulfil the identified needs.

Table 3: Professional developmental plan

What do I want to achieve?

What action will I take?

What resources and support will I need?

What are my success criteria?

What is my timescale and why?

Improving communication skill

Managing positive body language

Respecting others

Improving interactive skill

Open conversation

Expressing my thoughts and feelings with others

Company Information and Communication Technology

Organisational employment portals

Sending personalise email


I try to achieve the goal of having good conversation with all the employees where measuring the success depend on management of huge numbers of employees at the workplace and improve engagement with them

For improving my communication skill, the time scale would be 1 month within which I need to enhance my interactive skill to develop trust and loyalty among the employees and fulfil their HR needs successfully.

Developing effective training and development

Understanding training needs

Developing concept of talent management

Identifying the organisational resources

Arranging group discussion

Arranging training and development programs

Creating proper induction process

Organisational learning program

Online learning activities

Information Technology

Organisational infrastructure

Providing effective training to all the employees through offline and online training mode is the success factor to achieve my future professional goals, where organisational performance can be enhanced by improving the skill and knowledge of the employees through providing hem proper training.

The time scale for this is 2 months where I need to assess the training needs and utilise the organisational resources for developing proper training program

Improving creative thinking skill

Enhancing communication

Gathering more skill

Generating new ideas

Enhancing innovations

Organisational data base

Workplace activities

Attending the organisational operational activities for better management

I aim to develop creative ideas and strengthen for the organisation where I focus on handling the employees in long run.

The time scale for improving the creative thinking skill is 2 months.

Managing performance and rewards

Restructuring the salary

managing health and safety

providing bonus on yearly basis

introducing pension fund

managing engagement with the employees and encouraging collaborative team work practice for enhancing performance

providing freedom to work

encouraging employee’s creativity

Organisational practice

Implementing legislation for the employees

Support from the senior management team.

Satisfying all the employees by providing monetary and non-monetary rewards.

The time scale for managing performance and rewards are 3 months.

Improving collaboration

Participating in group discussion

Communicating with senior managers

Respecting others

Positive body language

Encouraging team work

Team work

Support from the senior management team

Developing partnership working practice and contributing positively in developing appropriate team are the success factors to achieve my future goal.

The time scale for improving collaboration is 1 month.

Reference List

Bailey, M., 2015. Professional development of HR practitioners–a phenomenographic study. European Journal of Training and Development39(3), pp.220-238.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Giessner, S.R., Horton, K.E. and Humborstad, S.I.W., 2016. Identity management during organizational mergers: Empirical insights and practical advice. Social Issues and Policy Review10(1), pp.47-81.

Heitzler, M., Bär, H.R., Schenkel, R. and Hurni, L., 2018. An interactive tool for teaching map projections. In Open Source Geospatial Research and Education Symposium 2018. PeerJ Preprints.

Krausert, A., 2017. HR differentiation between professional and managerial employees: Broadening and integrating theoretical perspectives. Human Resource Management Review27(3), pp.442-457.

Leopold, R., 2016. How to help your senior employees thrive in the workplace: Practical advice for HR professionals. Strategic HR Review15(6), pp.275-277.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Scott, L., 2016. Four ways HR can improve business productivity: Practical advice for HR professionals. Strategic HR Review15(6), pp.273-274.


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