Developing individuals, teams and organisation

This report analyses the appropriate knowledge, skills and behaviours required by HR professionals, differences between organisational and individual learning, training and development, and the need for continuous learning and professional development to drive sustainable business performance.

Developing
Individuals, Teams
and
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 : Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals......................................................................................................1
P2 : Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................4
P3: Analyse the differences between organisational and individual learning, training and
development................................................................................................................................6
P4 : Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
P5 : Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................9
P6 : Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high performance culture and
commitment...............................................................................................................................10
CONCLUSION..............................................................................................................................12
References:.....................................................................................................................................13

INTRODUCTION
Professional development plays an important role on the life of an individual as it is an essential
part for growth of an individual as well as an organisation. It refers to the process of learning
new skills and improving existing skills required to move upwards in the life. It helps an
individual to get promotions and move further in an organisation as well as to get a new work in
other big organisations (Berber and Lekovic, 2018). It is an life long process as an individual
learns and develop new things through the past experience and knowledge. This report is based
on the different things required by human resource manager, brief discussion about high
performance culture. Sustainable business performance is an important factor for an organisation
and a brief knowledge about high performance working and its working in an organisation. This
report is made in the context of Tesco company which is an British multinational clothing and
groceries retailing company (Barcan and Barcan, 2018).
MAIN BODY
P1 : Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
Professional Knowledge
Professional knowledge is an basic requirement in the field of human resource. A human
resource manager should have the proper professional knowledge as they are responsible for
recruiting and employee management which requires knowledge and experience. Knowledge of
technology to work on software is important for a human resource manager as software are very
fast and efficient in working. Software saves a lot of time along with capability of doing work of
many employees (Borg, 2018). Planning is also an essential part of human resource management
as it is useful for an organisation to grow and remain in the market for a longer period of time. A
HR professional should have the capability of making plans which is an essential part of human
resource management.
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Skills required by HR professionals
 Teamwork – This skill is an important aspect for the human resource professionals as
they are responsible for making an collaborative and team spirit environment among the
employees. Also many times human resource managers have to work together for a
particular objective, at that time teamwork is necessary to to the work efficiently
(Budhiraja, 2021).
 Making decisions according to situation – It is essential part of the job of a human
resource professional to make quick decisions which are suitable in the dynamic business
environment. It requires experience and practical knowledge for making best decisions in
order to benefit of the organisation.
 Recruiting skills – Recruiting employees is a key function of the human resource
manager as they are the persons who hires suitable persons for a specific job profile. It is
not easy to find a suitable person. It needs proper strategies and experience to check
whether the candidate is suitable or not for the required job role. If they fail to do so it
will directly affect the efficiency of the organisation (Günter and Gopp, 2021).
 Budgeting skills – Human resource professionals are responsible for the budget making
and expenses. They have the record of every expense which a company is recurring on its
employees. Even salary goes through the HR professionals to employees. All appraisals,
commission and incentives passes through HR department for checking and then
transferred to employees.
 Management – It is one of the core skills that an human resource manager have as they
have to manage different work at same time in an efficient manner. Also it is important
for them to manage their employees and works related to them such as salaries,
appraisals, incentives etc.
 Communication skills - It is one of the most important skill for an human resource
professional to work and grow in an organisation. It is an essential part of the human
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resource manager to communicate with employees so they can freely share their feelings
and problems with the human resource professionals. Also they have to interact with
various candidates while recruiting and at that time it is important for them to
communicate properly (Gope, Elia and Passiante, 2018).
 Worker's compensation – It is necessary for an organisation to compensate the workers
who are injured due to accidents while working. It is important for every organisation to
follow as it is mandatory by laws. Human resource professionals take care of these things
also so that workers can feed their family and pay their bills while recovering from the
injuries.
Behaviour
 Tech savvy – It is important for an human resource professionals to be aware and have
knowledge about latest software and technology required for managing and work of HR
professionals and also which can bring efficiency to the employees. For example,
nowadays shared digital work spaces helps employees to work and engage with their
colleagues by sitting at far places.
 Purpose oriented – It is a core behaviour of every human resource professional as it is
important for them to fulfil the purpose of relevant organisation as well as their own
purpose. This is basically a way of achieving the goals and objectives of an organisation.
It is also helpful for human resource professionals to inspire and motivate employees in
order to achieve their purpose (Gubbins and Hayden, 2021).
 Worthy of trust - Human resource professionals should communicate and create an
environment in the organisation in which employee do not fear of asking questions and
sharing problems with their relevant human resource professionals. Employees should
not hesitate while sharing their feelings, for that human resource professionals should be
trust worthy so employees can engage with them freely and without hesitation.
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P2 : Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Strengths
 Environment and new trends in the
society changes rapidly, but I am able
to adapt the change quickly and
implement in my day to day life.
 I am capable of manage more than one
thing at same time. Basically I am a
multitasker which will help me in
becoming efficient.
Weakness
 Sometimes in group meetings, I hesitate
so much in asking questions to my
seniors because of the fear of people
judging me.
 Distraction is one of my biggest
weakness as I get easily distracted from
my work.
Opportunities
 I am capable of making strong relations
with the people I met which results in
making a good network of mine and it
helps me in my further work and
guidance.
 I have the required and suitable set of
skills which can help me in getting my
dream job.
Threats
 I have to work on my existing skills and
improve them otherwise it will have an
adverse effect on my career growth.
 My behaviour is one of my biggest fear
and threat because sometimes I loose
my calm and became impatience and it
act as barrier between me and my goals.
Personal skill audit-
It refers to a written document which contains different set of skills which an individual
currently have and level of that skill (Hannachi, 2021). It helps an individual to know what skills
he have to improve and develop for the desired job profile. Basically it refers to create a roadmap
to get desired job or to achieve an target. The target of an individual includes new job, promotion
to upward level, appraisal etc.
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Skill/ behaviour Poor Average Good Excellent
Network making *
Time
management
*
Quick learning *
Multitasking *
Management and
organising skills.
*
Cool and patient
behaviour
*
Personal development plan
It is also known as PDP in which an individual analyse the current skills which they want to
improve in limited period of time. It is an useful tool to upgrade existing skill which are required
for the desired purpose and upcoming future challenges. It is generally based on skills which will
be improved in short period of time.
Skills Current
capability
Target Development Time frame
Communicati
on skills
I am a very
average person
when it comes to
communication
as I hesitate
sometimes while
communicating
with superiors.
I want to work on
my communication
skill and become
fluent while
communication and
without hesitation.
This skill can be
improved by meeting
new peoples and
taking workshops to
enhance this skill.
4 months
Innovative My innovative I want to train I will take online 6 months
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thinking thinking skills
are very poor at
this time.
myself and perfect
this skill of mine.
courses related to
idea and innovative
thinking.
Leadership
skills
My leadership
skills are not
good as I do not
have any prior
experience also.
I want to upgrade
my skills so I can
manage my
subordinates for
future projects.
The best way for
upgrading leadership
skills is by taking
workshops and
guidance from
seniors.
1 year
P3: Analyse the differences between organisational and individual learning, training and
development.
Learning plays an important role in the life of an individual either inside the organisation or
outside the organisation (Kemper, Ballantine and Hall, 2020). By learning an individual adapts
new things in their life. Human resource managers provide required training for the relevant job
profile. Following are the differences between organisational and individual learning and training
and development -
Difference between Organisational and individual learning :
Basis of differentiation Organisational learning Individual Learning
Meaning The organisational learning
refers to learning things while
working in an organisation. An
individual becomes more
efficient and productive while
working daily routine things in
day to day life.
Individual learning refers to
learning things themselves by
gaining knowledge and
experience from the the daily
work. An individual develops
new skills and upgrade
existing skills, behaviour,
capabilities continuously.
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Focus It mainly focuses on results
and achievements.
It focuses more on processes
and purposes.
Benefit An organisation can be
benefited such as increased
profits, increased employee's
productivity, smooth flow of
business operations etc.
Increased satisfaction from job
among employees, increased
productivity and efficiency are
some main benefits of
individual learning.
Difference between Training and development :
Basis of differentiation Training Development
Meaning Training refers to providing
specialised knowledge or
education required for an
individual to perform the
specific job role.
It refers to the overall growth
of an individual and
improvement of skills.
Learning of new things is also
an part of development.
Time period Training is an short term
process and duration is fixed.
Generally training period is of
less than one year.
Development is a life long
process as it is based on skills
and behaviour which develops
during the life of an individual.
Aim The main aim of training is to
provide knowledge and
develop skills which are
required to perform existing
jobs.
It aims on improving
knowledge and skills for the
future challenges.
Person involved Organisations hire trainers for
giving the training for the
relevant job profile to new and
Development is a self oriented
process and develops through
experience and self faced
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existing employees. challenges faced during the
work done in an organisation.
P4 : Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Continuous learning plays an important role in the life of an individual. It refers to the
enlargement of knowledge to expand the skill set of an individual and prepare for future
opportunities. Continuous learning promotes the innovative thinking in an individual which helps
the organisation in achieving their goals and objectives. It is an important factor which directly
enhance the growth of an individual (Maheshwari and Vohra, 2018). Tesco company promotes
continuous learning in their organisation for growth of their employees. Following are the needs
of continuous learning -
 Generating new ideas – Continuous learning promotes the creative thinking of an
individual based on the knowledge and experience gained at the work in an organisation.
An individual can generate new ideas through the knowledge gained while facing
different situations at the work which is also beneficial for the organisation.
 Career development – The main advantage of continuous learning is that an individual
can move ahead in his career by the knowledge and experienced gained during the work
in an organisation. Employees becomes more efficient and productive and take better
decisions (Parkhouse, Lu and Massaro, 2019).
 Ready to take challenges – An individual becomes more confident and became prepared
to face future challenges and and also become ready for the unexpected things.
Employees of Tesco company are ready to take on future challenges to grow in their
respective fields.
Professional Development –
Professional development can be define as enhancement in skills, knowledge, traits and
competencies that contributes to success at workplace. Professional development can be gained
by conducting proper training and development sessions for the employees so that their
efficiency can be increased (Pedler and Hsu, 2018).
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 Confidence booster - Professional development boosts employees morale and give them
a positive perspective to complete their tasks and priorities effectively and efficiently.
Increase in knowledge and skill set eventually boosts confidence of the employees of
Tesco and make them more comfortable in their positions in the company.
 Promotion and incentives - Professional development makes Tesco employees more
productive and efficient as a result of which they are more liable to achieve / get
promotion and incentives in respect to their performance in the company.
 Expands knowledge base – Eventually, training provided to the employees make
Tesco's workforce more efficient as a result of increased knowledge of related field.
Tesco's employees knowledge base has expanded as the result of continuous periodical
training provided by Tesco's learning and development department (Pulakos, Mueller-
Hanson and Arad, 2019).
P5 : Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
HPW means High Performance Working, it refers to the creation of culture in the organisation
which consists of trust, transparency and open communication lines for the employees by a series
of practices, processes and policies. Nowadays many organisations are adopting high
performance working to increase performance of the employees. The main motive of high
performance working is to create an environment where employees involves more effectively
and attains high level of performance (Rahayu, Rasid and Tannady, 2019). High performance
working supports organisation to grow.
Contribution of high performance working towards employee engagement -
In high performance working environment information is shared to the employees which a
create a feeling that they are also important which motivates them to do the work more
efficiently and accurately. Employees can choose their own path to chive their goals. It is very
beneficial for the employees and creates a better environment for work among employees.
Superiors and upper managers considers the opinions, approaches and decisions of their
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subordinates which gives self satisfaction to the subordinates. From day to day work in the
organisation an employee gains or improve different skills and increase their capacity of work
which results in more growth opportunities and more job security. An employee's needs are
fully met due to the contribution and involvement of employees. Not only organisation's goals
are achieved with the high performance working but also individual's personal job growth and
work satisfaction (Sürücü and Şeşen, 2019). Tesco company is in retailing business and new
technologies and processes are main factor for growth of the company. Therefore company
focuses on their employees to make decision and involve in the decision making which also
results in making the best decision as different people have different perspective and the way of
their solution or decision.
Contribution of high performance working towards competitive advantage -
Employees with higher skills and experience and productivity leads to lower operating costs and
more financial gain for the organisation. Due to high performance working in an organisation,
companies grows and expand in the relevant industry and it also results in increase in market
share of the company (Ulrich, 2020). As the company grows with this HPW system company's
costs and budgets also comes under control. High performance system also helps in the fuller
utilisation of resources, specifically employees which is an important factor in an organisation
and benefits a company or firm in not only financial gain but also higher quality of output from
employees. In organisation operating in high performance working, there is more productive
employees which helps the organisation in achieving the targets on time. When competitive
advantage of an organisation increases, new as well as existing customers gives priority to the
products and services of that organisation, it is also because of excellent goodwill made by the
growth of the organisation. Tesco company's employees are more productive and free to take
appropriate decisions according to the circumstances which sometimes lead to mistakes but
there are times when employees gains knowledge and find a creative solution of the problem
which can lead to creation of some unique and innovative product, service and process which
helps the organisation to stay one step ahead from competitors and results in competitive
advantage.
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P6 : Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high performance culture and
commitment.
Performance management refers to analysing tools which helps in tracking and monitoring
employee's works and performance of employees. It is a very useful in order to enhance the
performance and capabilities of an individual. It includes giving specific objectives to employees
to develop their work. Also it helps to understand the strengths and weaknesses of an individual.
Tesco company understands the need of performance management and implemented various
approaches to enhance the overall work performance of employees and improve the work of
employees which are facing problems due to any reason.
 Collaborative working – It refers to giving works to different employees
collaboratively. By this employees gets the knowledge of doing work with other
members and they can learn new things from them and implement in their daily work. It
is not necessary that an individual will give higher performance with teams. Sometimes it
can be opposite of that but it becomes so much easy to judge performances of work force.
Tesco's employee handles different operations and work on specific goals and can boost
their performance in any field (Yap, Abdul-Rahman and Wang, 2018).
 Shared goals – With the help of shared goals employee's can achieve their given
objectives in lesser period of time as well as improve their work quality and their
productivity. In respect to Tesco company, sharing goals can result in better productivity
and achieving goals in less time which will directly help the company in its growth.
Company can incline people related to product and service development to become more
effective and teamwork can lead to a better product development.
 Decision-making – It is an important factor in enhancing the performance at different
stages. Performance of an organisation can be influenced according to the decisions made
by top level management. In context of Tesco, It is important to take appropriate decision
as it can have adverse effect on the company and it's customers (Yaroshenko and et. al.,
2020).
 Management by objectives(MBO) - MBO is known to be the objectives given to the
employees that are accepted by the management and the employees themselves. This, in
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turn, leads to better motivation and more productivity in their performances. In Tesco,
management by objective leads to better communication between management and the
employees. However, a weak point of this approach is that it is not necessary that these
will be achieved in a systematic manner.
CONCLUSION
It can be concluded from the above report that development of an individual, team and
organisation can lead an organisation to achieve high performance working. There are different
skills , knowledge, and behaviours which are required by the human resource professionals for
the day to day work. In order to manage and for the fuller utilisation of the human resources, it is
necessary for an human resource professional to have skills and knowledge with prior
experience. There are different factors which should be considered while implementing and
evaluating learning and development to drive sustainable business performance. High
performance working is an essential part of business development as it contributes to employee
engagement and competitive advantage. Also there are different appraisal methods which are
necessary for an human resource professional to know for the benefits of employees and it brings
efficiency in the organisation.
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References:
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Parkhouse, H., Lu, C.Y. and Massaro, V.R., 2019. Multicultural education professional
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