Employee Motivation and Engagement PDF
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Running Head: Assignment
[Name]
[Institute]
[Date]
Assignment 2
Table of Contents
Introduction ...................................................................................................................................... 4
Skills and Attributes required by and HR professional ................................................................... 4
Skills ............................................................................................................................................. 4
Commercial Sense .................................................................................................................... 5
Organisation and Planning ....................................................................................................... 5
Technology ............................................................................................................................... 5
Attributes ...................................................................................................................................... 6
Ethics ........................................................................................................................................ 6
Communication ........................................................................................................................ 6
Problem Solving ....................................................................................................................... 7
SWOT Analysis ............................................................................................................................... 7
Strengths ....................................................................................................................................... 7
Weaknesses .................................................................................................................................. 8
Opportunities ................................................................................................................................ 8
Threats .......................................................................................................................................... 9
Personal Development Plan ............................................................................................................. 9
Step 1: Request a Self-Assessment from Employees ................................................................... 9
Step 2: Develop your Assessment of the Skill Level of Individuals ......................................... 10
Step 3: Assess the Requirements of Organisation as well as Department ................................. 10
Step 4: Discover Development Opportunities with Employees ................................................. 11
Seminars and Workshops ....................................................................................................... 11
Educational Opportunities ...................................................................................................... 11
Volunteer Opportunities ......................................................................................................... 11
Step 5: Analyse and Record the Progress of Employees ............................................................... 11
Introduction of an Organisation ..................................................................................................... 12
Continuing Professional Development .......................................................................................... 13
Recognising your Needs ............................................................................................................ 13
Conducting and Planning Development Activities .................................................................... 13
Formal .................................................................................................................................... 14
Assignment 3
Informal .................................................................................................................................. 14
Reflecting on your Learning ...................................................................................................... 14
Applying what you have Learned .............................................................................................. 15
Telling about your Learning to Others ....................................................................................... 15
High Performance Learning .......................................................................................................... 16
How HPW Contributes to Employee Motivation and Engagement .............................................. 16
Approaches to Improve High Performance Working .................................................................... 18
Limit Distractions ...................................................................................................................... 18
Split your Tasks into Milestones ................................................................................................ 19
Stop Multitasking, Prioritise your Work .................................................................................... 19
Enhance your Time Management .............................................................................................. 19
References ...................................................................................................................................... 21
Assignment 4
Introduction
The term "Human Resource" has numerous definitions for example employee training,
administration, dealing with recruitment and an organisation`s personal development. The
workers hired in an organisation or "The division of a company that is focused on activities
relating to employees. These activities normally including recruiting and hiring of new
employees, orientation and training of current employees, employee benefits, and retention".
Personnel developments is referred to those particular activities that enhances a person`s ability,
consciousness, employability, potential and talent to create wealth and realise dreams. In short, it
is what a person does to enhance itself and his aims in life (Allen et al., 2018). Normally, the
adult life of ours is shaped by the circumstances and experiences of our schools, neighborhoods
and families throughout our influential years. Later in our lives, though, the motivation f a person
to enhance it is powered their will to achieve particular requirements, as clearly stated in
"Maslow Hierarchy of Needs". Therefore, the implication is that personnel development is a
process of life, as when requirements of a definite level are pleased, greater ones, which too
requires arise and fulfillment (Parameswar et al., 2018).
Skills and Attributes required by and HR professional
Skills
Of course, in a role of an HR, they are probable to face some difficult situations, and it
will sometimes be their job to direct personnel via them. So HR professional require great
interpersonal skills and also the ability to deal with its employees and their individual issues, in a
responsive manner. But, there is so much more to the skills of an HR professional such as:
Assignment 5
Commercial Sense
No function of a business works in a vacuum, an HR professional is greatly needed to
display it can add to broader objectives of a business. This means strategic and commercial
objectives, not just those that recount singly to people. So, also by just showing an understanding
of the roles of HR in a broader commercial setting, you will also be predictable to constantly
display how you perform and the work completed by your team which assists to direct huge
success to your business (Dhir, 2017).
Organisation and Planning
HR might be a difficult matter, with HR professionals, at every level predictable to judge
a variety of tasks and responsibilities concurrently. Hence, they will require organising their
workflow and time efficiently. Of course, organisation and people are impulsive, and at certain
times in curveballs of HR will be thrown at them. But an organised and well-disciplined load of
work means HR professionals be better positioned to deal with them when they arise, without a
lot of impact on their everyday work.
Technology
HR is converting to a "business technology" as much as "people business". Technology
is greatly integral to the work performed by HR, so an ability and willingness to utilise current
technology and look out new solutions will treat them will. Digital solutions and software
packages exist for a broad variety of the task of an HR professional, and prevalence of an HR in
a particular sector will grow undoubtedly. "Tech savvy" HR professionals are not just huge in
Assignment 6
demand nowadays; their worth increase in line with the emerging significance of technology in
an area (Audretsch and Link, 2019).
Attributes
Human Resource (HR) is a very good field for motivating, well-disciplined employees
who are keen to assist businesses to reach their targets and assisting employees to reach their
prospective. Nearly every company have few types of "Human Resource Department" and as the
world of business becomes more focused on progressing capital of human, HR professionals are
greatly in demand. Fowling are few of the attributes of an HR professional:
Ethics
In many ways, the department of HR of a company provides as its principles. This means
that they will require having an enthusiastic ethics sense when it comes to confidential data and
policies of a company. HR professional have to try to attain trust of executives and employees of
a company so they can efficiently perform their job; discretion and honesty are major
constituents of every department of HR.
Communication
A major operation of an HR professional is permitting communication in between
employees and employers. This means that HR professional`s written and local communication
attributes are required to be the finest so that they can deliver information effectively and clearly
to personnel at every level. Communication requirements part also includes negotiations.
Throughout the procedure of hiring, or when fights arise among employees, an efficient HR
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