HR Management report writing help on: HR theories and knowledge management skillsExecutive Summary

In this report, development needs of the BP staff have been identified with the help of HRDNI investigation stage, ADHR model and vertical & lateral transfer. The various strategies have been designed for the induction of new staff, customer service, interpersonal skills, development of team skills and development of leadership skills (Holton, 2004). It can be seen that two strategies have been designed for the customer service such as Stay in Touch and Make Great Service a Priority. For induction of new employees, three strategies have been designed such as Meet Basic Induction Requirements, Focus on Training and provide a mentor for a work Buddy. It can be seen that for the creation of interpersonal skills, the HR developer of the Company has established system of knowledge management which assist the Company in building of competence of cross culture (Collins, 2001). The HR developer of the Company has established strategy of team building for development of team skills which helps the company in self development and formation of leadership skills.BP decided to launch a major training and development initiatives to boost a variety of people and leadership skills. It is observed that for boosting of leadership skills, the HR developer of the Company has designed various strategies such as Integrity, maintenance of fairness; motivate People to learn about the change management. In last, evaluation has been done for the mentioned strategies and their effectiveness on the BP Company (Leek, & Smith, 1989)Assessing of Development needs of BP staff

The development needs of BP staff would be assessed on the basis of Human Resource Development wants examination has different meanings and it can be seen as a proactive  approach which help BP company in order to identify its current position and how it should be. The process involve various stages such as gathering of the data, analysis of the data, assessment of the data, verification of the data & interrelationships. The HRDNI helps the BP by focusing on the wants of the company, which task is too finished and in identification of which employee is responsible for which task. The HRDNI has various stages but Investigation Stage of HRDNI helps in assessing the development needs of BP staff like data gathering , Critical incident Technique and Data Analysis of employees. Data Gathering helps in maintaining of organizational records, observation roles and assessment centres. It can be seen that Critical incident method helps in discovery of skills & tasks which are vital to superior performance of superior operators with average operators (Holton, 2004).The analysis of the data is done on the basis of the data collected and data can be qualitative and quantitative. HRDNI is a continuous process that helps in wide allocation of resources.  It can be seen that a well defined HRDNI method not only increases the effectiveness and efficiency but also minimizes the risk and helps in minimizing of taking inappropriate action. Another approach in assessing developmental needs of BP staff is through ADHR. The objective of the ADHR is to improve the theory & analysis in development of human resource. This method seems to be of high interest, for those who are having an interest towards evaluation. This statement wants to be recognized as part of modernizing the profession. The survival of the organization depends upon knowledge & capital management. It can be seen that process of the HRDNI involves gathering of the data, assessment of the data, description of the data, verification of the data and interrelationships of the data. The HRDNI method helps the BP in identification of gap analysis and measures the gap among what is predicted & what happens actually, an analytic audit which focuses on upcoming issues. This method helps in searching of developmental needs by investigation of innovative ways for efficient performance to avoid failures. This method helps the company in searching of potential upcoming problems. Apart from this method, there are two transfers which help the BP in assessment of developmental needs such as Vertical Transfer and Lateral Transfer. It can be seen that lateral transfer prevails when the skill expands over a wide group of conditions at the similar level of difficulty. Another transfer is vertical where the skill affects the purchase of the complex skill (Bassi, Gallagher & Schroer, 1996)

HR Developer

The function of HR developer is to take into account the planned direction of the company. The HR developer has compared benefits & limitations of each and every method which includes Interview, Questionnaire Surveys, observation and Focus Groups. The function of the Human resource Manager is altering as an outcome of numerous influences. The HR manager deals with issues of increased competition, an alteration from a manufacturing industry to service industry like finance, demographic trend supported by declining birth rates & comprehensive life expectancy. The main role of the HR developer is to understand all the main factors which affect its organization (Chan &Mauborgne, 2003)

Strategies

Customer Service

Stay in Touch

It can be seen that customer service can be maintained with the help of two strategies such as Stay in touch and make a service as a Priority. The HR developer should use newsletters and e-mails to distribute information about every products, promotions and events. The HR developer of the company is required to maintain a relationship with customers; he should deliver a thanks note to customers after every major purchase and invites customers for any feedback and suggestion. It has been observed that stay in touch with customers is a type of customer service which helps the BP Company in order to establish a relationship with customers.

Make Great Service a Priority

It can be seen that superior customer service needs training of the staff and continuously giving the message to employees that customers comes first. The Company must start with small things like greeting customers on mobile & phones and reply problems of customers on time (Boaden, 2006)

Interpersonal Skills

It can be seen that interpersonal skills are those skills that an individual uses to network with other type of people. It is analyzed that Interpersonal skills are referred as communication & people skills. Interpersonal skills involve leadership & delegation. It is very common that optimistic interpersonal skills helps in enhancing the productivity of the organization and helps in minimization of conflicts. It can be seen that customers with well interpersonal skills can maintain the feelings which arrive in complex situations and react sufficiently rather than besieged by emotions. It can be seen that positive interpersonal skills helps the BP in boosting of a variety of leadership skills. The employees of the company should give attention to others employees in different departments on concerning the issues of death & illness. The HR developer should encourage the practice of active listening; this would help the company in maintenance of effective interpersonal skills. The HR developer should bring people together to create an environment for effective interpersonal skills. The HR developer of the company can maintain effective interpersonal skills by implementation of an effective system of knowledge management which helps in building of competence of cross culture. This system offers the capability to modify the knowledge & individual experience that is applicable to the whole company. The system of knowledge management helps in deployment of information throughout all the groups within the company crossing functional areas through social networking and the database.

Induction of New Staff

Meet Basic Induction Requirements

The HR developer of the BP Company is to communicate expectations & regulations to support new staff in the early period of probation. The HR developer should explain job description, expectations, work culture and support. The HR developer should explain expectations required by the company in respect of work hours, quality & quantity of work. The HR developer should explain the specific tasks & accountabilities that the new employee shall be performing. The HR should explain the cultures & customs of the company including the current value of the company. The HR developer should give an idea to the new staff that the training will be imparted for performing the tasks of the organization. The HR should explain the roles & responsibilities regarding the probation period (Berwick, Ham & Smith, 2003)

Focus on Training

It can be seen that Training is an intervention that ensures the essential ability of the support centre. It is referred as a critical part of the employee in becoming an efficient staff member and support will be offered by those who are indulged in the process. A program of training defines the business and the relevance of how the centre of support helps the company. The HR developer should ensure the new staff that training will be given on business of the company, communication, customer service skills, Interpersonal skills, Training on IT products, training on technology and other (Leek & Smith, 1989)

Provide a Mentor or Work Buddy

The HR developer of the BP Company should ensure the new staff that they will get the mentor for discussion of any problem throughout the work. The function of the mentor is observed as one of the good ways in which employees think comfortable with asking of any questions. Mentors help new employees of the company in increasing the height of productivity and experience as a member of the company.  It can be seen that Mentoring plays an important role in maintaining a sense of society, minimizing time for new staff to reach the level of competency, enhancing the belief and trust among members of the team, supporting employees of the company in professional growth, and helps in promotion of healthy and safe work balance (Bentley &Turnbull, 2000) Development of Leadership Skills

It can be seen that skills of leadership are based upon behavior of the leadership. The only path for the leader to improve its ethical condition by making interaction with others in the community and society help the leader in revealing of its hidden programs over time. The various strategies have been designed in order to build the leadership skills in the company BP such as creation of Integrity, maintenance of fairness, Encouraging People to learn and grow and involve the people in managing the change. Integrity is the most significant element in the creation of leadership skills. There are various ways in which the manager of the company can become a leader like never get emotional with people, assist people in their needs, treating everyone equally, being clear in dealing with non ethical behavior,

Development of Team Skills

The participant realize vital skills of  the team process by performing as the team through a varied series of  effective and innovative challenges and searching out innovative ways of  operating together and views the result. It can be seen that team skills can be formed in order to identify the number of teams and cultures of team. It can be analyzed that development of team skills helps in identification of team and task skills in order to achieve the desired type of team. The HR developer of the BP Company can develop the team skills by developing a team for problem solving capabilities for constant improvement. Team building is another strategy for building of team skills; the focus of the team building is to bring out the best thing from a team for ensuring positive communication, self development and leadership skills and the capability to operate personally as the team to solve the problem.

Evaluation of Strategies

Development of Leadership Skill

 It can be seen that development of leadership skill enables the BP Company to become successful and enables the company to accomplish its mission. The development of leadership skills helps the company in attainment of its mission and credit for success (Collins, 2001)

Development of Team Skill

It can be seen that the development of the team skill in a changing world is filled with various environmental issues. It is observed that a global economy, enhancing competition and mergers & acquisitions activity have increased development of team skills (Lincoln, & Miller, 1979)

Induction of New Staff

The HR developer of the BP Company has implemented various strategies for the induction of the new staff such as Meet Basic Induction Requirements, Focus on training and Provides a mentor to the new staff. The importance of mentoring has increased in the recent time it helps in maintenance of relationships and networking throughout a professional career. The induction of the new staff would help the BP Company in the establishment of development & training initiative.

Interpersonal Communication

It can be seen that knowledge management helps in cross cultural and interpersonal communication. The effective knowledge management system offers the ability to modify the knowledge & individual experience that is relevant to the entire Company. The knowledge management system helps in deployment of information across all the groups within the company crossing functional areas through a database and the social networking. The strategy of implementing knowledge management by the HR developer in the BP Company would help in formation of interpersonal skills among new employees of the company.

 Conclusion

It can be seen that, BP took a number of actions to show that time and money invested in the program related to BP’s bottom-line performance. BP decided to launch a major training and development initiative to boost a variety of people and leadership skills. In this report development needs of the BP staff have been identified with the help of HRDNI investigation stage, ADHR theory and Vertical & Lateral Transfer. The various strategies have been designed for the BP Company for induction of the new staff, customer service, Interpersonal Skills, Development of team skills and leadership skills. In last, evaluation has been done for the above mentioned strategies to determine their level of effectiveness.

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