Business Developing Teams and Organisations

This report discusses the skills, knowledge, and behavior required by HR professionals, personal skill audit, differences between organizational and individual learning, training and development, and the need for regular learning and professional development to drive sustainable firm performance.

DEVELOPING INDIVIDUAL, TEAMS AND
ORGANISATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................3
P1. Determining the professional as well as the appropriate knowledge, behaviour and the
skills that is being required by the professional of the Human resource.....................................3
P2. Analysis of the personal skill audit to know the appropriate skills, knowledge and the
behaviour .....................................................................................................................................4
M1. Detailed skill about that provides the proper evidence of the evaluation and the individual
reflection......................................................................................................................................6
D1. Detailed and the coherent professional plan for development..............................................6
P3. Analysing the differences between organizational and individual learning, training and
development.................................................................................................................................7
P4. Analysing the need for the regular learning and the professional development to drive the
sustainable firm performance.......................................................................................................8
M2. Application of the learning cycle theory to know the importance of implementing the
regular development of professionals..........................................................................................8
TASK - 2..........................................................................................................................................9
P5. Knowing that how HPW contributes in the competitive advantages and the employee
engagement..................................................................................................................................9
M3. Knowing the advantages of application of HPW.................................................................9
P6. Evaluation of the different approachers to the performance management.........................10
M4. Evaluate the different models and the approaches and make judgements in knowing that
how effective it can be to support HPW....................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
INTRODUCTION
In this huge foreign environment, there is none of the business who doesn't want itself to grow in
the different markets, but for the effective growth in every market segment there is one thing
which is very necessary, it is the management of all the operations and the business activities
which has to be carried out by the organization in an effective way, this assignment is based on

the firm TESCO, it is one of the biggest UK based firm, dealing in groceries and luxury items.
This study report will discuss the knowledge of the employees, skills and the behaviour which is
necessarily required by the HR professionals, factors that have to be considered while growth to
drive the sustainable growth, contribution of the HPW (High performance working) to the
competitive advantage and employee engagement, this report will also let us know the duties and
the responsibilities of the human resource team and it's managers (Kools, Stoll, George, Steijn,
Gouëdard,2020).
MAIN BODY
P1. Determining the professional as well as the appropriate knowledge, behaviour and the skills
that is being required by the professional of the Human resource.
HR is said as the vital part of any organization, the HR include all those aspects which are
mainly related to the relation of employee at the workplace. HR can be said as the way to handle
and to support the employees in an effective way. HR department is also liable to handle the
business in the foreign market. TESCO have a great HR team who controls the work force of the
firm in a large scale, during the process of hiring the Human resource professionals there are
some skills, behaviour and knowledge that the firm have to see in them before letting them
entering the firm:-
SKILLS OF THE HR
PROFESSIONALS
KNOWLEDGE OF THE HR
PROFESSIONALS
BEHAVIOUR OF THE HR
PROFESSIONALS
Management' of the resources
is one of the best skill that
every HR person should carry,
this mean the HR
PROFESSIONAL should,
must have to be able to
manage the resources of firm
in the nation.
HR professional must know
every thing about the business,
they must have to be familiar
with the rules, regulation and
policies of the company
To be polite, even at the times
of heavy work load the HR
professionals must have to be
polite
Listening actively is said as the
second most important quality
of HR professional, listening
For the better coordination of
employees and influencing the
employees the department
To be calm, whatever the
situation is the HR of the
company must not shout at

to the problems and the issues
that the employees are facing
in the firm is there priority and
the professionals must have to
solve it (Meeus, Cools,
Placklé,2018).
must have the information
regarding the payroll and laws
of employee's.
anyone
Communication skill in this
department is very necessary
as they are the main mediator
between the seniors and
executives (Manley, Jackson,
2019).
HR should know that the
training is mandatory for every
employee to push his limits
HR professional must behave
to everyone as an equal
employee without any
discrimination
P2. Analysis of the personal skill audit to know the appropriate skills, knowledge and the
behaviour
An individual working in the firm have a lot of skills and every employee have different skills,
some are expertise and some are weak in some skills, to get to know the productive skill of an
employee, there is one thing that is very necessary that is to perform the personal skill audit as it
assists in knowing the needs of training and the development. With the implementation of the
personal skill audit the strength and the weaknesses can be notice which may help In
strengthening the weakness of the individual (Matus,Walker, Mickan,2018).
Personal skill audit
SKILLS SCORE RECEIVED FROM
OTHERS
SCORE BY SELF
Communication skills 9 9
IT skills 4 6
Team building skills 8 10
Problem solving skills 8 10
Confidence 9 9
Time management skills 5 4

Decision making 5 2
From the PSA done above it is concluded that some of my skills are really fabulous but there are
some in which I lack the most, I have to work on decision-making, IT and time management
skills (Pandey, Gupta ,2019).
SWOT ANALYSIS
This is used as the strategic tool to identify the strength, weakness, opportunities and the threat in
an individual or firm, the self SWOT is as follows:-
STRENGTH WEAKNESS
 Ethical and the calm as well as polite
behaviour towards the employees
 Strong leadership ability
 Good confidence and belief in self
 Great communication skills
 IT skills
 Decision-making skills
 Problem in accomplishment of task
related to information technology
 Not being a multi tasker, creating a
problem for me in the completion of the
task
OPPORTUNITY THREAT
 Training and the software practices
 Getting feedbacks from the working
staff
 Attending seminars and the internships
 Rapid change in environment
 Rapid change in technological sector
For overcoming the problems arising because of the weakness, the professional of HR must have
to prepare an action plan and have to execute it accordingly
Personal development plan
Learning objectives Required Resources Time taken
Decision-making Taking guidance from the
seniors and the most
2 months

experienced people's working
in my firm and bring self-
confidence in self by taking
actions with discussion rather
than taking actions without
discussing.
Information technology The time when I have studied
about HR there is no
technological things in it but
the change in the phase of time
the IT have adapted the speedy
innovation for this I have to
take coaching and learn the
important parts.
4 months
Time management I have to wake up early and
must prepare a time table or
schedule which I have to
execute.
3 months
M1. Detailed skill about that provides the proper evidence of the evaluation and the individual
reflection.
As according to the personal skill audit, I am very good in the communication skills, which mean
I am very effective in communicating with others also I am good in team building skills, problem
solving skills and high confidence but along with some great strength I have weakness in some
skills like IT skills, time management skills and the decision-making skills. Which says that It is
very important for me to improve my weakness to increase my own productivity towards the
firm (Podmetina, Soderquist, Petraite, Teplov, 2018).
D1. Detailed and the coherent professional plan for development.
The development plan for the TESCO to achieve the business performance that is sustainable is
as follows:-

STEP — 1 Defining the targets and objectives clearly
STEP — 2 Putting the task of high priority as the foremost
task
STEP — 3 Putting deadlines for the specific task
STEP — 4 Finding out the strength of the firm
STEP — 5 Increase in the technical skills as well as
abilities
STEP — 6 Receiving feedbacks from seniors
STEP — 7 Increase in the skills and the qualities for the
promotion and opportunities
STEP — 8 Knowing the solution for the challenge
P3. Analysing the differences between organizational and individual learning, training and
development.
The main differentiation between the individual learning and the organizational learning for the
managers of HR of TESCO is as follows:-
Individual learning Organizational learning
Employee working in the organization,
whenever learns something new then it is
known as the individual learning and it is
acquired by an individual because of self-
interest.
This skill is developed in an employee
whenever the whole team learns a new skill
for the improvement in the functioning of the
firm, the skills learned in this assists in
achieving the targets and the objectives of the
firm.
These are the type of learning which is directly
linked with the increase in the effectiveness as
well as execution of single.
In this the management of the firm must have
to transparent in the firm's area of working so
that the employee's get to know what is
required.
These type of learning develops mainly The HR manager of TESCO must have to

whenever the employees are exposed to the
outer environment
apply different tools and the modern styles of
the learning that helps in pursuing success of
the company
Training and development for individual Training and development for organization
In this type of learning the employees are
needed to learn skills and the abilities for own,
so they may make use of it while working on a
task.
It can be said as the process in which the firm's
deliver training to its employee's to complete
the firm's activities.
TESCO is delivering single training to its
employee's, so that the employee's of the firm
may acquire skills which are needed in
performing the job.
This training is done to grow the market status
of the firm and to develop the skills of the
firm's employees.
P4. Analysing the need for the regular learning and the professional development to drive the
sustainable firm performance.
Each and the every firm wants it's employee's to be trained as well as crosses the approaches of
professionals to complete their activity in the firm, For this the HR professionals of the TESCO
also wants that their employee should have to be engaged in the continuous learning which will
make their employee's professionally developed. Continuous professional development refers to
the process when a person grows its knowledge and the skill to achieve a particular or specific
status in the firm. These form of skills can be learnt in the firm only by the experts, these type of
learning takes place to grow in the professional world (Rupprecht, Koole, Chaskalson, Tamdjidi,
West, 2019). All these skills are related to the specific job in the firm. The more skilled the
employee's will the more they will contact to the seniors in the firm. It is also seen that for the
development of firm it is very necessary for the employee's to be in the process of the continuous
learning. The employee's working at the workplace knows clearly the kind of skills they want
and also know the way to achieve these skills they want. Some main benefits of the regular
professional development is as follows:-
 Proves effective in improving the skills of the individual.
 CPD, helps in improved work force as well as improved work performance

 Skilled employee's achieves the target faster which benefits the firm
M2. Application of the learning cycle theory to know the importance of implementing the
regular development of professionals.
There are variety of learning theory but let's use the Kolbe's theory on TESCO, This theory have
mainly four stages, all of these stages in brief as follows:-
 Concrete Experience :- within this stage, the individual experience in relation to the
regular day activities of the firm are discussed.
 Reflective observation :- in this stage the employee's thinks deeply about the situation
and takes positive aspect out of it (.Iflaifel, Lim, Ryan, Crowley, 2020).
 Abstract conceptualization :- it is the theoretical approach used in firm, to know that
whether the management is noticing the people's opinion or not.
 Active experimentation :- in this stage the concepts from the reflective observation stages
and the intellectual stages are taken and the deserving employee's were got rewarded in
this stage.
TASK - 2
P5. Knowing that how HPW contributes in the competitive advantages and the employee
engagement.
TESCO is one of the biggest luxury grocery store operating in UK. The firm is mainly known for
its luxuries products which they offer to its customers. The sense of the belongingness that an
employee feel towards the goal of the firm and firm is known as the employee engagement is
said as the step towards the customer engagement in the firm. it is seen that the TESCO is
working with high performance values also TESCO is using HPW to increase its market share.
Some main benefits of HPW is as follows:-
 Better balance between the work and the life
 environment of respect and trust
 positive relationship of employee's
 better attitude of the staff member's
the HPW helps in growth and the success of the firm. Which directly deliver rewards like better
profitability and increase in the income of the TESCO. HPW assists in the smooth working of
the firm (Brún,Donovan, McAuliffe, 2019). HPW allows the TESCO to reach the greater
heights of the success. After the complete implementation of HPW in TESCO the share of

TESCO market have gone on huge heights. In TESCO the mindset of the staff towards the work
of firm is really positive, leading to better growth of firm in the current market.
M3. Knowing the advantages of application of HPW
With the usage of the HPW in TESCO, It can help in capturing the large share in the market, it
has a variety of benefits that assists the TESCO in expansion of its external share of market. JPW
helps the TESCO in smooth functioning and running of the business activities. Also, it has
helped the employee of the firm to become free and creative leading them to create a positive
mindset. It increases the initiative and the creativity within the employee's working in the
organization. The execution of high performance working in TESCO have attracted many more
customer's towards the firm (Baldé, Ferreira Maynard, 2018).
P6. Evaluation of the different approachers to the performance management.
There is a variety of the methods available in the market for administration of any of the project.
Collaborative working is one of the best act in which two or more than two people gather
together in order to achieve the same objective. The collaborative or together working assists in
evaluation of the business plan of the firm. For every company the first concern that comes in is
to control the projects in the trade and in the business environment. In the together working
where two or more than two people work together for the common objective, the TESCO have
very late used this approach in own firm and have shown a huge benefit to TESCO. Some
examples of benefits of the together/collaborative working is as follows:-
 The self-analysis can be done in the business using the collaborative working, the
employee's working in the organization have the ability and capabilities to judge the
performance as well as the operation of the firm (Scott-Young, Georgy, Grisinger,
2019).
 The together working solves the problem of the power solving capacity of the people's of
the company, what they need is the strength and the weakness of the firm then they can
affect the firm largely.
M4. Evaluate the different models and the approaches and make judgements in knowing that
how effective it can be to support HPW.
The method which is used in the firm to help the towards achievement of its project is mainly
said as the project administration, there is the range of the approaches and the models which

may help the business organization to function its projects in smooth and better way (ade, Philip,
Morris,2018). Approaches for the management of the project of a firm is as follows:-
 Comparative approach :- helps the manager by comparing one project with another
project
 Attribute approach :- it is said as the approach focusing on skills, behaviour and features
of firm to assist the business in reaching success
 Quality approach :- it is said as an approach beneficial in solving issues and the problems
in the business project.
 Result approach :- it is the method of the project management that enhances the
capabilities of the worker of an organisation.
CONCLUSION
From the study report in relation to development of team, individual and the organization of
TESCO, it can be easily concluded that the HR manager plays a vital role in the success of the
organization, it is also helpful in filling up the vacant seats in the most effective way by letting
enter only those who are skilled and effective enough to handle the seat. They not only helps the
firm but also assists the management of the organization in building an effective as well as the
productive team with the help of delivering proper training with knowledge and the skills to
them. In this study report, there is a variety of discussion on the performance management
theories, by which the skills can be known in the employee's and can also improve their
weakness by knowing them through different theories of performance management. This report
have indirectly shown that the employee's should adapt the rapid change and must have to
change according to the change in the environment.

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