Unit 35 LO1 - Analyse employee knowledge, skills and behaviours required by HR professionals.

Course - BTEC Level 5 Higher Nationals Diploma in Business

The prime motive of the paper is to discuss the knowledge and skills required by HR professionals to be successful in their work. It will also evaluate the HPW and its contribution to the engagement and motivation of personnel. Different approaches to HPW and continuing professional development will also be analyzed and evaluated for the organization.

Table of Contents

  • Introduction
  • Task 1
  • Skills and attributes analysis
  • Personal SWOT analysis
  • Personal development plan
  • Reflective statement
  • Task 2
  • Introduction to organization
  • Analysis of continuing professional development
  • Evaluation of HPW contribution to employee engagement
  • Different approaches to HPW and recommendations
  • Conclusion
  • References

You need to create a development portfolio which shows your ‘own' learning progress and acquisition of key skills. The portfolio should include evidence for the planning and monitoring of progress towards the achievement of personal and professional objectives.

Students are to produce a portfolio containing the following documents:

Question: Skills and attributes analysis required by HR professionals, based on a range of different roles within an organisation.


Skills and attributes analysis

HR professionals generally perform different roles in the organization for which they must possess essential skills and attributes. HR professionals are responsible for managing the employees and contribute to the success of the organization. Based on the different roles within the firm, various skills and attributes are required by HR professionals which involve the following:

Teamwork and collaboration - It is the significant skill needed by each HR professionals for working in organizations and performing diverse roles. HR professionals emphasized findings and developing the best workplace and possible action plan for the team members in order to meet teamwork (Ahmad, Ameen and Ullah, 2017).

Multi-tasking - It is a crucial skill required by HR professionals in order to attain success in today's competitive environment. HR managers face a range of issues and questions on daily basis and thus, this skill is essential for meeting all tasks and perform all roles. Multi-tasking allows HR professionals to handle the issue with an employee while implementing the new policy.

Communication - It is the most significant skill needed by HR professionals to perform all tasks effectively. Different methods of communication can be utilized by HR managers for communicating with the employees and clients which involve writing, verbal and social media (Suen, Hung and Lin, 2020). Communication is essential for the HR professional which creates a connection between HR managers and employees and develops a significant relationship.

Problem-solving and conflict management - It is essential for HR professionals to have problem-solving and conflict management skills to solve problems and manage conflicts amongst employees within the organizations. With the help of this skill, HR managers can ensure that workers work together in an appropriate manner so that work can be completed with high quality on time (Kianto,Sáenz and Aramburu, 2017).

Negotiation - HR professionals need negotiation skills in order to be successful. It increases the ability to negotiate and allows to reach a mutual agreement that makes every people engaged in negotiation happy.

HR professionals must have knowledge about the laws and regulations imposed by the government on working conditions and the health and safety of workers. HR professionals also need to be aware of the policies associated with employees.

HR professionals need to possess different behaviors to become successful in the organization such as curiosity, decisive thinker, cooperative, respectful, role model and many more.

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Personal SWOT analysis

SWOT analysis is identified as the tool used to recognize the strengths, weaknesses, opportunities and threats. However, personal SWOT analysis is conducted below:



  • Strong communication skills
  • Multi-tasker
  • Quick learner
  • Hard working
  • Strong teamwork and collaboration
  • Lack of ability to solve problems
  • Lack of ability to negotiate
  • Lack of experience in large firms
  • Emotional



  • Working in overseas
  • Job opportunities
  • International studies
  • More experienced persons
  • Better HR professionals than me


Being an HR professional, I possess strong communication skills which assist in communicating with workers within the company that leads to success in work. I am a multitasker and quick learner which enables me to perform different tasks and learn new things quickly which further lead to the achievement of success. My weakness as an HR manager is that I could not solve complex problems of employees and was unable to negotiate with others which might cause a problem in developing positions within the company and be an effective leader. However, the strengths could offer me opportunities to acquire various job opportunities in future. Threats from better leaders and more experienced people need to be overcome by developing strengths. It is essential to overcome the weaknesses by acquiring the skills and attributes essential for being a successful HR professional.

Personal development plan based on the SWOT analysis for a one of the job roles.

Personal development plan

Based on the SWOT analysis, personal development plan for the role of HR manager is created below:

Goals set

Skills required

Development action


Develop efficient communication within organization


Seek training and development and join online courses

By September 2021

Stay flexible

Hard working

Improve efficiency in existing role and preparation for HR manager role

By September 2021

Gain experience in big firms


Speak to senior management and involve in different tasks that lead change

By November 2021

Maintain productivity

Teamwork and collaboration

Work in team and increase collaboration to gain experience and lead to high level improvement team

By August 2021

Manage conflicts and solve problems

Problem-solving and conflict management

Work with team members and use coaching approach for feedback

By August 2021

Reflective statement

For attaining the role of HR manager in the future, I required to develop more necessary skills and behavior along with knowledge. I have strong communication skills which help in communicating with the team members in the organization and enhance understanding as well as relationships. For performing the role of HR manager, I realized that information about policies related to personnel needs to be acquired to implement in the organization. In addition to this, the HR manager must demonstrate different behaviors such as decisive thinker, cooperative, role model, curious, hard worker and many more for attaining a successful position in the organization. The development of significant professional skills such as training, decision-making, problem-solving, organisation, negotiation and time management would help in improving the abilities and knowledge required for being an effective and successful HR professional. A personal development plan created would help in improving the weaknesses and strengthening existing skills and thus, support to perform the role of HR manager within the organization.

Frequently Asked Questions (FAQ) about the Development Portfolio

Q: What is the purpose of this development portfolio?
Q: What should the portfolio include?
Q: How do I find information about HR skills and attributes?
Q: How do I create a strong personal SWOT analysis?
Q: What should be included in the personal development plan?

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LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

Task 2

The Director of Human Resources of this organisation requires you to produce an individual report which must address the following question:

‘To what extent does the organisation effectively utilise learning and development to support individuals and teams to help it to operate high-performance working (HPW) in a high-performance culture?'

An introduction to the organisation.

Walgreens Company is the organization that operates as the largest pharmacy store chain in the United States. It operates in the retail industry and intends to champion the health and wellbeing of citizens in America (Walgreen 2021). It specializes in health and wellness products, photo services, health information and filling prescriptions. The company operates around 9277 stores in the country and gain significant income during the year. The organization consists of talented staff and HR managers but still needs to implement and adopt continuing professional development for enhancing learning and growth of members and as a consequence, build a high performing work environment.

Question: An analysis of continuing professional development (CPD) and the requirements for individual and organisational development.

Analysis of continuing professional development

Continuing professional development (CPD) is referred to the description of learning activities in which professionals engaged to build and improve their abilities (Feldacker et al., 2017). It is the holistic commitment of HR professionals towards the improvement of personal skills and knowledge across their careers. Nonetheless, CPD is significant for the employees in the organization as it ensures that workers stay competent and relevant in their profession. It enables individuals to reinforce and improve existing skills while minimizing their weaknesses and offer a competitive edge. Besides this, a planned CPD tactic is vital for the company because it enables individuals to take charge of their career growth as well as aspirations (Baloyi and Jarvis, 2020). CPD is significant as it allows individuals to continue to learn and grow and keep proficiencies up to date to practice efficiently across a career.

Moreover, a key benefit of CPD is that it ensures maintenance and improvement of knowledge and abilities of individuals to deliver a professional service and thus, improve organizational growth (Manley et al., 2018). It can be said that CPD is beneficial for Walgreens and its key staff for staying up to date with changing trends and become more efficient to raise growth and management of human resources. By implementing CPD within the organization, HR management can make employees remain engaged with the profession and work and develop skill areas that assist in the development of the organization. It means the organization can use learning and development to support teams and individuals to operate high performance working system in high performance culture. Kolb's learning cycle consists of four stages which involve concrete experience, active experimentation, reflecting experience and learning from experience. The application of Kolb's learning cycle assists individuals and organizations to reflect on their learning and experience and increase the need for CPD. The theory helps in creating plans for continuing development and further learning. It is advantageous for the organization to effectively utilize CPD to raise self-confidence, self-development and access to technology among employees which motivates them to be high performers and build high performing culture (Sherman and Chappell, 2018).

Question: An evaluation of what HPW is and how HPW contributes to employee engagement and motivation, providing specific examples as evidence.

Evaluation of HPW contribution to employee engagement

HPW (high performance working) is mainly about forming a culture where there is trust, an open line of communication and transparency for all within the organization. HPW is identified as the general method used for managing organizations that intend to promote more efficient employee engagement and commitment to accomplish a high level of performance (Huang, Ma and Meng, 2018). Besides this, HPW refers to the series of practices, policies and procedures which integrated together to obtain improved employee performance. HPW highly contributes to the engagement and motivation of employees within the organizations. The implementation of HPW practices within the organization significantly contributes to the rate of organizational development, high job satisfaction and increased organizational profitability. It is beneficial for companies to adopt high performance working culture to increase employee engagement and motivation. For example, Walgreens has adopted family-friendly policies which means flexible working to employees and thus, assist in raising engagement and motivation of workers.

Moreover, offering workers opportunities to learn new skills is one of the HPW practices adopted by the organization. It assists in contributing to employee motivation and engagement. The implementation of high performance work systems such as human resource initiatives can give certain interventions at the workplace level which increase the high commitment and engagement of employees. Besides this, HPW could maximize the satisfaction of workers and enable organizations to manage employees and accomplish a high level of performance. It is identified that organizations by implementing HPW strategy allow decentralized structure and autonomy of workers over their work styles which contribute to high employee engagement. HPW practice enables the organization to consistently share communication with workers which makes employees feel informed and valued and thus, raise motivation (Osborne and Hammoud, 2017). In addition to this, the HPW approach also allows the organizations to introduce employee support systems and management procedures which aid in motivating employees and enhance the level of engagement.

HPW practices perform a critical role in increasing the abilities, developmental opportunities and motivation of employees and thereby, contribute to employee engagement. Nonetheless, the HPW strategy reduces work stress and enhance participative decision-making (Zaman et al., 2020). Each organization must have HPW practices through which personnel can raise engagement and be motivated to enhance team working. HPW practices develop high involvement and offer high motivation to perform work and enhance organizational performance. HPW empower individuals to enhance their knowledge and proficiency along with motivation to deliver the best work.

Question Evaluate the different approaches to HPW and make recommendations for improvements.

Different approaches to HPW and recommendations

Several approaches to HPW developed and used by organizations for employee engagement. Employment security is identified as one of the approaches to HPW which ask personnel to share their ideas and deliver hard work along with commitment (Jeong and Shin, 2019). Employment security is considered the high commitment HPW practice for HR which asserts that job reduction would be ignored and personnel expected to maintain employment with the company. Besides this, it could be improved by forward-looking systems of HR planning and a deep understanding of the structure to attain flexibility. Other than this, teamwork and decentralization are regarded as another approach to HPW which leads to better decision-making and attainment of more creative solutions. It is evident that personnel working in a group report high level of satisfaction than those not work in a team. To make teamwork successful, the workforces need regular information which contributes to enhancement in organizational performance. Comprehensive training is considered another approach to high performance working which enables workers to obtain the necessary skills required for performing highly in the work environment (Jirangkul, 2020). Training and development offer opportunities to employees to develop their competencies and knowledge and thereby, perform high in the organization.

Moreover, several recommendations are provided related to HPW for improvements. It is highly recommended that the organization must use and adopt effective HPW practices to support individuals and teams and build a high performance culture. The Director of Human Resources of Walgreens must use learning and development and communication for supporting the team and individual employees to perform high in the high performance culture. It is strongly recommended that improved communication between employees and employers can offer ideas for improving work procedures and lead to high performing work system. Open communication regarding high performing work and culture ensure that employees are informed. Apart from this, it is essential for the organization to operate high performance working by adopting effective HPW practices and approaches which would help in supporting teams and individuals within the organization and raise their engagement along with motivation. In addition to this, the organization must offer a high level of pay and appropriate and adequate training to workers which would help in increasing their engagement and retention along with development. It is suggested to improve the HR practices and develop a high performing culture within the workplace in order to attract staff and motivate them to put their best effort to achieve goals and objectives.

Frequently Asked Questions (FAQ) about Demonstrating Critical Thinking in a Report

Q: What is the main focus of this report?
Q: What does critical thinking entail in this context?
Q: How does the report demonstrate critical thinking?
Q: What are some examples of evidence used to support arguments?
Q: What is the purpose of the introductory section about the organization?

The paper demonstrates an understanding of the skills necessary for HR professionals which involve negotiation, communication, problem-solving, multi-tasking and teamwork and collaboration. It is considered that HPW practices such as offering opportunities to employees, comprehensive training, teamwork, high pay and employment security contributes to employee engagement and motivation. High commitment, training, experts, time availability and willingness are the factors that need to be considered for implementing learning and development within the firm.

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