Professional Development Skills and Practices

The assignment provided is a compilation of various research papers and articles on professional development skills and practices. It includes topics such as team management, employee engagement, performance management, and self-organization in Agile teams. The assignment aims to provide a comprehensive understanding of these skills and practices, which are essential for professionals in different fields.

DEVELOPING INDIVIDUAL,
TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Skills required by HR professionals......................................................................................1
P2 Personal skill audit and professional development plan........................................................2
P3 Difference between organizational and individual learning..................................................1
P4. Importance of continuous learning and professional development to drive business
performance.................................................................................................................................2
P5 Contribution of high performance working towards competitive advantage and employee
engagement.................................................................................................................................4
P6. Performance management and its different approaches used by organisation.....................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In the modern world, due to globalisation and use of technology, marketing competition
has become intense. So, to survive in the competitive marketplace, it is important for firms to
improve their market position by developing their individuals, teams and organisation (Fugard
and et. al., 2011). For this, company can make its employees highly skilled so that they can face
any kind of business situation or condition. This project report is based on TESCO which is one
of the leading British multinational grocery and general merchandise retailer companies based in
UK. Here, different knowledge, skills and behaviours of HR professionals will be determined.
Further, factors will be evaluated that should be considered by company while implementing
learning and development programs at workplace. Also, contribution of high performance
working in employee engagement and competitive advantage will be discussed. Different ways
will be evaluated as well that can help TESCO in performance management.
P1 Skills required by HR professionals
Human resource division is responsible for recruiting selecting most suitable person for a
job. Most of the organisations are shifting their focus on retaining employees because quality
workforce provide competitive advantage to an enterprise. Tesco also understand the
significance of right people in the company, welfare of personnel is one of their prime objective.
Below are the skilled which should be present in HR professional:
Ability of understanding human behaviour – The primary work of HR professional is to
select the right man for a particular job (Barber, 2012). This task cannot be accomplished in an
effective way if HR professional do not have the skills to understand the personality traits of an
individual. The should contain ''mind reading skill'' in their personality. Like every company,
Tesco also have an organisational culture. Manager of human resource department should have
an ability understand organisational culture and then they compare the needs of company with
the quality present in the potential worker.
Information of significant law – HR professional should have sound knowledge about
various provisions of the employment law. They must know the regulations relating to
discrimination and health and safety. In case, human resource manager do not have any
understanding about these significant topic then Tesco may have to various kind of penalties for
breaking different laws. Every company has their own rules in the enterprise, HR professionals

should have proper knowledge about these regulations made by assure smooth working of
organisational function (Bercovitz and Feldman, 2011).
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Negotiation – All the task relating to making incentive schemes and deciding
remuneration of workers is need good bargaining skills. Tesco recruit thousands so people in the
organisation in year, if HR professional have good negotiation skills then they can save millions
of pound of the enterprise by hiring workers at less CTC. Most of the multi-national corporation
are serious about problems relating to employee retention. HR manager with good bargain skills
can reduce this headache for cited firm. They can offer extra perks to the skilled and talented
employees who want to leave the organisation.
Multitasking – HR professional should have technology about technology so they can
properly use various job portal for hiring potential employees (Chamakiotis, Dekoninck and
Panteli, 2013). They must have good communication skills because they are responsibility for
communication the message of workers to the management and vice-a-versa. They should posses
the knowledge about how to conduct a group decision session or make a test for finding qualities
of a candidate etc.
P2 Personal skill audit and professional development plan
Jane Cambridge is a HR officer. She have various strength but at the same time there are
many weaknesses in her personality. Following is the person audit of Jane Cambridge:
Strength – Soft skills of Jane is remarkable, her behaviour is very good and most of the
people in the company like her. This help her in communicating the message of top level
management in an effective manner. Jane have knowledge about all the regulations relating to
employment, she also know all the rules which exist in the organisation.
Weaknesses – Jane do not have basic understanding of the soft-wares which are used in
the HR department. She do not have any information about the significant changes which is
happening in the sector where her company is operating. Jane do not have necessary skills that
are required by an interview. Most of the time she fail to understand the behaviour and skills
present in a potential worker.
PDP for Jane Cambridge ( HR Role)
SR. No LEARNIN
G
OBJECTIV
ES
CURRENT
PROFICEN
CY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
NITIES
CRIRERIA
FOR
JUDGING
SUCESS
TIME
SCALE
3

1 To improve
technologica
l knowledge
She can
work on
some
outdated
soft-wares,
she has
basic
knowledge
about MS
word and
Office.
To learn all
the latest
technology
which HR
department
is currently
using for
effective
working.
If she learn
new soft-
wares then
her she can
get fast
promotions.
Her friends
in IT
department
can teach
her the use
of Morden
technology.
HR division
is now
performing
some
significant
task through
mobile
application.
She can take
assistance of
co-workers
for learning
these new
how to
operate new
application.
If she learn
two to three
soft-wares
and pass the
test
organised
by IT
department
then it shall
be
considered
as a huge
success for
her.
35 weeks
2 Improve She can Improve By joining She can give 45 weeks
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communicat
ion skills
communicat
e the orders
of top level
management
to the
workers.
communicat
ion skills
that are
required at
the time of
taking an
interview.
online
classes and
sitting in
interviews
with senior
managers
she can
remove this
flaw.
an online
test which
his
generally
organised
after the
completion
of online
course. She
can also ask
seniors to
judge her
performance
after taking
some solo
interviews.
Performance
of the
candidates
selected by
Jane should
also be
measured
for
ascertaining
success of
training
session.
3 To improve
problem
She can
resolve the
Develop the
ability to
If she
develop
Resolving
major
60 weeks
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solving
skills
small
disputes
between two
employs.
successfully
solve
various
conflicts
that help
between
management
and
workers.
pressure
handling
and
diplomatic
skills then
she can
become
senior
manager of
the HR
division. By
reading
biography
of various
successful
people and
by learning
tricks of
diplomacy
she can
overcome
this
problem.
conflicts in
a particular
period of
time like
solving
conflicts
which
results in
higher
labour
turnover.
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P3 Difference between organizational and individual learning
Success of the company is highly depend on its employees performance so that the needs
of employee skills is also increased on continue basis. Basically organizational activities are
completed with the help of their workers so that it is more important to improve their quality and
work performance. In this the individuals learning is an effective program in which education
and learning is eventuated for assess the employees strength and their weakness (Eliot and Turns,
2011). It also define the personality of a particular person who perform their activities to get
positive outcomes. On the other hand the organizational learning define the company needs
which helps in performing their activities in effective manner. Mainly t is an effective process of
creating and transferring the better knowledge in the organization so that they perform well in
market place. The main purpose of organizational learning is to get positive outcomes in
effective way. In Tesco context enterprise and employees needs and totally different. Both are
connected with each other but some time it can not be able to eliminate the flaws of the person
with the helps of providing general training programs. By attending the training and development
program employees easily improve their productivity in appropriate way and get best results.
There are some effective key elements which define the difference between organisational and
individuals learning which are as follows:
Required development: For individuals learning, employees training needs is very
limited. They focus on their qualities and also develop their skills and knowledge for develop
their performance level in the organization (Flint, Zisook and Fisher, 2011). On the other hand
organizational learning is totally different and complicated because it include various department
which also need to some learning so that the workers who on work on these section improve
their qualities. It is very lengthy ad time consuming process which take more time for developing
the performance in market.
Vision: For a company providing a training program is not a lengthy and expensive but
to retain and crate knowledge is more difficult and expensive task for the organization. In this
individuals do not pertained and ask to the company for their development they improve their
skills on their basis. For this they use various sources which aid in increasing their knowledge
and also beneficial for their career growth (Randall, Resick and DeChurch, 2011). Every
employees understand that getting better knowledge is more effective for their growth. It is a

main and important key difference between organizational and employees learning. After that
both are focus on their vision which aid in achieving their target goals and objectives.
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Methods of learning: For improving their learning skills employees attend various
seminars and conferences and use internet so that thy easily develop their skills and knowledge
in effective manner (Hoda, Noble and Marshall, 2012). On the other hand organizational
learning is completely different because they can not improve their skills. For this transferring
knowledge and gaining experience is one of the best methods so that they easily reach their
target and improve their performance at market place.
Training and development: It is one of the important activity for organization which
helps in improving the learning of the staff members. By this they easily deal all kind of situation
and fine better solution to resole conflicts. In organizational learning, training and development
is more effective because in this employees get motivated with their subordinates and its
performance. In this aspect they lean with their staff members and improve their performance. In
the other side, in individuals learning person attend various classes, coaching, seminars and
many more to improve their skills. With the help of this employees enhance their productivity
level and attain better results which directly contribute in overall success of the company.
P4. Importance of continuous learning and professional development to drive business
performance
Continuous increasing market competition has increased the threat level of various
organizations. All this happened because of globalisation and high use of technology. New
business entities always enter into market with innovative products and services which help them
in achieving high attention of customers. To overcome this problem, TESCO needs to take
required actions as soon as possible because so that it can survive in the market for long period
of time and can also give tough competition to its various market competitors. Main competitors
of this company are ASDA, Sainsbury's, ALDI and Morrison’s which are creating various kinds
of problems for Tesco. It is highly important for this company to develop existing performance
of its employees, teams and firm so that it can give high competition to its all competitors. staff
members are considered as most important factors of this company which helps it in enhancing
its growth as well as development (Desimone, 2011). With the help of concept of continuous
learning, organisation as well as its workers can increase the level of their knowledge and skills.
By taking help of this concept, company can resolve all kinds of business problems which are
affecting its profitability and productivity.
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In simple words, continuous learning is that aspect which makes a business organisation
internally as well as externally strong and so, firm can face all challenges effectually. In the
present scenario, various new companies are entering into the market with high technology
which is putting a negative impact on business performance of TESCO. Thus, company can
improve and develop its market position by providing continuous training to its workforce so that
they can improve their current skills and abilities on regular basis. Skilled workers of
organisation can produce quality products and services which can help business in providing
high customer satisfaction. By following this, TESCO can build a strong corporate image in the
market which can help it in attracting large number of customers and achieving competitive
advantage.
Illustration 1: Professional Development Skills
§
(Source: 15 Professional Development Skills, 2017)
Moreover, professional development is as important as continuous learning. With the
help of this, workers of company can perform their allotted tasks in the most effective and
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systematic manner (Stein and et. al., 2016). TESCO can lead high level of success and growth if
it will take help of continuous learning and professional development concept. Both aspects
focus on the overall improvement of employee's skills and abilities. With the help of skilled
workers, this organisation can produce products and services in an innovative manner which can
attract large customer base. By providing these types of programs, company can make its
employees loyal. By attending the learning event, employees can resolve all their personal as
well as professional problems in an effective manner. For professional development,
organization can take help of two most important events which help workers in improving their
current performance and these are:
Conferences and seminars: By attending various types of conferences and seminars,
employees and managers of company can update their current knowledge, skills and abilities
which can help them in creating effective strategies and plans which can lead organisation to
high level of success.
Coaching: This is another method through which workers and managers can develop their
professional life so that they can face any kind of business problems or situation. In this, they
learn about new theoretical concepts and strategies which can be implemented at the workplace
for improving existing performance of organization.
P5 Contribution of high performance working towards competitive advantage and employee
engagement
High performance working is an effective process which used by the Tesco to improve
their employees performance and productivity in effective manner. It aid in encouraging the
confidence level so that they face all the complex situation effective (Hughes and Jones, 2011).
One of the best advantage of this process that employees feels their importance in the company
which helps in achieving the best outcomes in effective manner. It include a reward system
which helps in motivating the employees towards the work so that they perform their best and
achieve their target in appropriate time period. In this context human resource is a effective part
of the company in which employee of the company manage all the activities appropriately (Pan
and Franklin, 2011). If Tesco involve them in decision making process and give reviews on daily
basis then employees easily improve their productivity and the organization achieve their target.
HRW is an important framework which improve the performance of the workers. It is also
important for the company to give autonomy to their employees can aid in developing their
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interest rate toward the work ad their task. This process also reduce the working load and
employees freely compete their work with more confidently.
High performance working is an better commitment form the staff members side which
share their effective information so that they easily make their short term plan to get competitive
advantage from its rivals (Little, 2012). It also include learning and developing process which is
used by the Tesco to understand their employees effectively and provide better skills and
knowledge which aid in increasing the workers involvement in the company. HPW also include
the flexible working hour which is mentioned by the company in front of staff members so that
choose their shift as per their feasibility. In this process various company do not provide these
type of facilities to their workers so that it provide extra befits to the firm form its rivals. In
organization people focus culture is also an effective which aid in improving the overall
performance of the workers (Niederman and Tan, 2011). For improve their employees
performance Tesco use reward system so that all the employees work effectively and get their
target in appropriate time frame. Along with this better communication with employees is more
beneficial which aid in identify all the problems which faced by the employees at workplace. It
also develop the strong relationship between employee and management.
HPW: It is one of the important activity for organization which is related with the development
of trust environment workplace which leads in motivating all the staff members in most effective
manner. With the help of this firm engage various organizational activities which may aid in
improving performance level of the workers that directly contribute in overall success of the
company. HPW helps to the organization to increase workers retention at workplace and also
assure their higher satisfaction of the job. With the help of this company attain competitive
advantage in appropriate way.
HPW is more important for organization because it focus on employees involvement
which increase their performance level and engagement also. For example, if top level manager
delegate their authority and responsibility to their subordinates than they get motivated and also
improve their performance level. It also helps in decision making process because they
communicate with their workers and also analysis all the situation. With the help of this manager
rise workers productivity which directly contribute in rising performance of the company and
also attain competitive advantage to the organization. Along with this, flexible working hours is
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also a best part of HPW in which all the staff members easily maintain the balance between their
life and work. Furthermore, HPW also reduce the chances of arising conflicts situation at
workplace because it provide motivation to the staff members in which they perform their task
effectively and attain positive outcomes.
P6. Performance management and its different approaches used by organisation
Success of a company can be determined by its current business position in the market. In
modern world, all organisations give importance to their organisational performance and always
look for those tools and techniques which can help in improving their existing position.
Performance management is that managerial process which is used by companies to manage the
efficiency and effectiveness of their workforce so that they can achieve their desired results in an
effective and appropriate manner (Gruman and Saks, 2011). Also, it helps company in aligning
its available resources, employees and systems to predetermined objectives and priorities. There
are different approaches of performance management which can be used by TESCO to manage
its individuals, teams and business performance which are as follows:
Comparative approach: This approach helps company in comparing the performance of
one worker with others. This is the simplest method of managing performance of individuals.
There are three tools through which TESCO can measure its worker’s current position and these
are ranking, forced distribution and paired comparison.
Attribute approach: This concept is highly focused on characteristics and traits of
individuals which are employed in company. In simple words, by evaluating traits and
characteristics of an employee such as leadership, initiative and competitiveness, organization
can measure his/her performance (Van Dooren, Bouckaert and Halligan, 2015).
Behavioural approach: This concept forces managers to keep the record of employee's
performance. In this, supervisors takes the help of its different tools which are anchored rating
scales and behavioural observation scales to determine employee's behaviour.
Hence, these are the major approaches of performance management. With the help of
comparative approach, Tesco can compare performance of its employee with other worker's
working performance. With the help of attribute approach, company can evaluate performance of
employee on the basis of his/her characteristics and traits and then provide them training
according to those skills and abilities.
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CONCLUSION
From the above mentioned report, it can be concluded that promoting culture is more
important which helps in to the company and employees for improving their learning. Every
department of the company include skilled and experience people so that they perform their best.
In this people who work in human resource department also define effective skills which help in
analysing the behaviour of the candidates as well as employees. Along with this PDP plan is also
define employees performance and their shortcomings so that company use effective approaches
accordingly. It aid in developing the employees skills and performance level. With the help of
training and development programs, an organization improve their employees performance
which contribute in overall success of the company in effective manner.
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REFERENCES
Books and Journals
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Bercovitz, J. and Feldman, M., 2011. The mechanisms of collaboration in inventive teams:
Composition, social networks, and geography. Research Policy. 40(1). pp.81-93.
Chamakiotis, P., Dekoninck, E.A. and Panteli, N., 2013. Factors influencing creativity in virtual
design teams: An interplay between technology, teams and individuals. Creativity and
Innovation Management. 22(3). pp.265-279.
Desimone, L. M., 2011. A primer on effective professional development. Phi delta kappan.
92(6). pp.68-71.
Eliot, M. and Turns, J., 2011. Constructing professional portfolios: Sense‐making and
professional identity development for engineering undergraduates. Journal of
Engineering Education. 100(4). pp.630-654.
Flint, A.S., Zisook, K. and Fisher, T.R., 2011. Not a one-shot deal: Generative professional
development among experienced teachers. Teaching and teacher education. 27(8).
pp.1163-1169.
Fugard, A. J. and et. al., 2011. Visual/verbal-analytic reasoning bias as a function of self-
reported autistic-like traits: A study of typically developing individuals solving Raven’s
Advanced Progressive Matrices. Autism. 15(3). pp.327-340.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hoda, R., Noble, J. and Marshall, S., 2012. Developing a grounded theory to explain the
practices of self-organizing Agile teams. Empirical Software Engineering. 17(6).
pp.609-639.
Hughes, R.L. and Jones, S.K., 2011. Developing and assessing college student teamwork skills.
New Directions for Institutional Research. 2011(149). pp.53-64.
Little, J.W., 2012. Professional community and professional development in the learning-
centered school. Teacher learning that matters: International perspectives, pp.22-46.
Niederman, F. and Tan, F.B., 2011. Managing global IT teams: considering cultural dynamics.
Communications of the ACM. 54(4). pp.24-27.
Pan, S.C. and Franklin, T., 2011. In-Service Teachers' Self-Efficacy, Professional Development,
and Web 2.0 Tools for Integration. New Horizons in Education. 59(3). pp.28-40.
Randall, K.R., Resick, C.J. and DeChurch, L.A., 2011. Building team adaptive capacity: the roles
of sensegiving and team composition. Journal of Applied Psychology. 96(3). p.525.
Stein, M. K. and et. al., 2016. Implementing Standards-Based Math Instruction: A Casebook for
Professional Development. Teachers College Press.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
Online
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15 Professional Development Skills. 2017. [Online]. Available through:
<http://www.teachhub.com/15-professional-development-skills-modern-teachers>.
[Accessed on 31th October 2017].
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