Unit 042 – Developing personnel and personnel performance

Overview

This unit is about your role in planning to meet the HR requirements of your organisation or business unit. It also covers your specific role in planning team and individual development to improve performance.

Aims

To help you learn how to:

  1. Identify and plan the HR requirements of the business.
  2. Identify opportunities to improve personnel effectiveness.
  3. Identify development needs.
  4. Plan team and individual development.
  5. Evaluate personnel contributions to business success by appropriate methods of appraisal.
  6. Assess and improve development activities.

Understanding:

  • the principles of human resource planning
  • the use of appropriate analytical methods
  • the costs and benefits of employing people

How to:

  • evaluate the HR requirements of the business
  • apply for analysis and succession planning
  • develop recruitment and selection capabilities
  • develop HR systems which meet legal and organisational requirements

Understanding:

  • the principles of team and individual motivation
  • the impact of reward and recognition on personnel performance
  • the principles of setting targets and measuring achievement

How to:

  • set challenging targets and motivate people to achieve them
  • encourage active participation in target-setting and performance assessment

Understanding:

  • why fair and objective assessment of learning is important
  • the tools, techniques and information required for assessing both individuals and teams
  • ways to involve team members in this process
  • the importance of ongoing review and improvement in development activities

How to:

  • assess development activities accurately and fairly against agreed objectives
  • encourage active contribution by team members in assessing their development progress and offering ideas for improvement
  • evaluate the contribution of development activities in meeting objectives
  • record and report results whilst maintaining confidentiality
  • identify and present ideas for improvements in development activities

Understanding:

  • how and why people learn and what hinders learning and development
  • the way that team and organisational objectives affect development needs
  • development as a tool to improve organisational effectiveness
  • the principles and practices which underpin fair and successful staff development
  • the role of specialists to support and guide

How to:

  • identify needs and ensure they relate to organisational/individual goals
  • set SMART objectives and develop realistic plans to meet identified development needs
  • encourage team members to identify both individual and team development needs, agree and plan for them
  • collect information to clarify needs and present those needs effectively

Understanding:

  • the importance of showing your own commitment and leading by example
  • the range of development activities available
  • the importance of monitoring development progress and ways to do this
  • why good feedback is essential to learning
  • the types of support which aid development

How to:

  • promote ownership of learning within the team
  • select and apply appropriate development activities
  • ensure equality of access and opportunity
  • ensure those development activities meet agreed objectives
  • monitor progress and adjust development as necessary
  • give, seek and use feedback in a learning context
  • provide support appropriate to individual or team needs
  • overcome obstacles to learning and development

Skills you will need to develop to put your learning into practice:

  • Setting objectives
  • Evaluating
  • Planning
  • Reviewing
  • Communicating
  • Time management
  • Stress management
  • Obtaining feedback
  • Reflecting
  • Prioritising
  • Leadership
  • Motivating
  • Monitoring
  • Information management
  • Valuing and supporting others
  • Balancing competing needs and interests
  • Managing conflict
  • Presenting information
  • Problem-solving
  • Assessing

Behaviours you will need to develop to put your learning into practice:

  • You address multiple demands without losing focus or energy
  • You prioritise objectives and plan work to make best use of time and resources
  • You take personal responsibility for making things happen
  • You take pride in delivering high quality work
  • You show an awareness of your own values, motivations and emotions
  • You agree achievable objectives for yourself and give a consistent and reliable performance
  • You recognise your own strengths and limitations, play to your strengths and use alternative strategies to minimise the impact of your limitations
  • You make best use of available resources and proactively seek new sources of support when necessary
  • You reflect regularly on your own experiences and use these to inform future action
  • You use communication styles that are appropriate to different people and situations
  • You understand individuals’ needs, feelings and motivations and take an active interest in their concerns
  • You encourage and support others to make the best use of their abilities
  • You use a range of leadership styles appropriate to different people and situations
  • You show a clear understanding of different customers and their needs
  • You treat individuals with respect and act to uphold their rights
  • You show integrity, fairness and consistency in decision making
  • You comply with, and ensure others comply with, legal requirements, industry regulations, organisational policies and professional codes
  • You seek to understand people’s needs and motivations
  • You show sensitivity to internal and external politics that impact on your area of work
  • You work to develop an atmosphere of professionalism and mutual support
  • You recognise changes in circumstances promptly and adjust plans and activities accordingly
  • You find practical ways to overcome barriers
  • You present information clearly, concisely, accurately and in ways that promote understanding
  • You make time available to support others
  • You clearly agree what is expected of others and hold them to account
  • You recognise when there are conflicts, acknowledge the feelings and views of all parties, and redirect people’s energy towards a common goal
  • You recognise the achievements and the success of others