Enhancing Productivity Through HR

This assignment focuses on the role of organization development in improving workplace productivity. It emphasizes the importance of effectively utilizing human resources to achieve organizational goals. The document draws upon various academic sources and theories to illustrate how strategic organizational development practices can lead to enhanced productivity.

Developing Individual,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Professional knowledge, skills and behaviours required by HR professionals.....................1
P2) Analysing personal skills audit to identify knowledge, skills and behaviours and
development of a professional development plan.......................................................................3
M1 Professional skills audit personal reflection and evaluation................................................7
TASK 2............................................................................................................................................9
P3 Differences between organisational and individual learning, training and development......9
P4) Need of continuous learning and professional development .............................................10
M2 Learning cycle theory to analyse the importance of implementing continuous professional
development..............................................................................................................................11
D1) Professional development plans.........................................................................................11
TASK 3 .........................................................................................................................................12
P5 Contribution of HPW in employee engagement and competitive advantage......................12
M 3 Evaluating benefits of applying HPW...............................................................................12
P6 Various approaches to performance management system...................................................13
M4 Different approaches that support high performance culture at work place.......................13
D2 Judgement of High performance framework......................................................................14
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
In today's modern scenario the major purpose of each business organisation is to gaining
high profit and revenue through generating high sales at market place. Human resource can be
considered as the most essential element which plays most effective role in each business
organisation. The under mentioned project report is based on Tesco Plc. Which is largest
multinational retail company in United Kingdom (Bolman and Deal, 2017). They company is
mainly focused on providing high quality products and services to their potential buyers in order
to satisfying their needs and wants. The cited company is working on development of
individuals teams at work place, so it is easy for each individual to show their skills and talent at
work place which ensure them about their own development, that helps them to adjust
themselves in cross culture environment. The present report contains the study about analysing
skills, knowledge, attitude and ability of each individual who are contributing their best at work
place. Various factors that considered at the time of implementing learning programmes, high
performance can be attained through effective communication and coordination, high
professional activities will contribute towards employee engagement in respect to gain
competitive advantage at market place.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals
In each business organisation HR, managers plays most effective role in growth and
development of firm. Human resource has some positive as well as negative impact on firms
performance and its functions. In Tesco Plc. People helps in implementing some policies and
practices of the company, managing workers performance and designing an effective
organisational culture, so as to attain desired goals and objectives.
Skills of HR manager are described as under: Leadership and management skills: The basic purpose of each business organisation is
to appoint a well educated people at work place who is having a significant skill of
leadership (Brown and Harvey, 2011). It is essential for a leader to lead all working
activities in efficient direction. Further more Tesco Plc has some effective human
resource professionals who are having significant skill to manage performance of all team
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members through providing proper and appropriate direction towards desired goals and
objective. Good communication skills: It is most important quality of HR manager, as it is essential
for them to communicate with each department of organisation, so that appropriate
coordination can be made. This skill helps them to evaluating the needs, issues and wants
of employees and resolve them in proper manner, so that employees can work in efficient
manner. Decision making skill: It is foremost skill which are needs to carry out by each manager
who are responsible for all activities that are held at work place. It is required for each
manager to take an effective decision which are beneficial for organisational growth and
success. In Tesco Plc effective decision can be made in order to enhancing performance
and working ability of employees.
Knowledge of HR managers are describes as under: Knowledge of business: It is necessary for each people who are appoint as a HR manager
in an organisation how to run business and its activities in right direction. The manager
needs to have the capability of determining various ideas and thoughts to improve current
market position of company. Knowledge of best practices: It is required for a manager to perform various practices at
work place which plays most effective role in developing organisational performance
such as training and development, performance management, talent management,
succession and career planning, labour relations, personal administration, recruitment and
selections, HR planning (Burke and Noumair, 2015). Knowledge of labour relation:It is necessary for HR manager to having significant
knowledge about labour laws, practices and regulations in order to providing proper
services to their employees, so that they needs and wants can be satisfied in efficient
direction. HR manager needs to having the knowledge about managing healthy
employees relationship in respect to gaining high growth and success.
Behaviour of HR managers are described as below: Ethical behaviour: The behaviour of HR manager needs to be polite and positive with
their higher authority of employees. Managers required to be frank with their workers so
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that they can easily tell them about issues and conflicts that are faced by them at work
place.
 Fairness: HR manager needs to play some games at work place as they put their
employees in different challenges in order to developing their skills and knowledge, so
have to play fare games in order to measure the performance of each individual with
equality.
P2) Analysing personal skills audit to identify knowledge, skills and behaviours and
development of a professional development plan.
In an organisation each individual are having some skills and knowledge which are
different from each other and it is the major responsibility of manager to assign right job to the
right person as the skill and knowledge which are required for completion of any task and job.
Skill audit is essential in analysing different skills and ability of employees, it is the major
responsibility of HR manager to evaluate the performance of each individual at continuous level
so that proper training can be provided in order to developing their skills and knowledge
(Cummings and Worley, 2014). Tesco Plc widely use this method for measuring the strength and
weaknesses of employees and it also helps in generates the need of training and development at
work place. The personal skills of Jane Cambridge in respect to measure the needs of training
and development of employees at work place are described as below:
Strength and weaknesses analysis of Jane Cambridge
Strength Weaknesses
 She is having appropriate knowledge
about micro soft which is applied by
her in making effective presentation.
 Having a vast knowledge and
experience of using internet or any
other electrical equipment.
 Significant knowledge to develop
some effective program and software,
which are beneficial for companies
growth and success.
 Less interaction with others due to lack
of communication skills.
 Less knowledge about data base.
 Less skills of applying software of HR
specialist due to lack of experience.
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The above mentioned strength and weaknesses are helpful in measuring actual skills, lnowledge
and behaviour of Human resource managers. Training and development program most effective
role at work place as it helps in developing skills and working ability of each individual who are
contributing their best at work place for enhancing their own as well as organisational
performance (Coghlan and Brannick, 2014). The major responsibility of HR manager is to assist
their employees through providing proper training session which helps in gaining desired goals
and objectives of firm. With the help of effective training process an individual can improve their
working ability to perform any task and duty in most efficient manner, this may aid high
efficiency of gaining high competitive advantage at market place.
Professional development plan for HR role is evaluated as below:
No
.
Objectives for
learners
Present
skilfulnes
s (average
1 week
good-5
2.5)
Skilfuln
ess
target
Possibility of development Time
period
1. Technical capabilities 8 10 Required to identify different tools
and techniques that helps in
improvising technical skills and
ability of individual. Various
applications and software are also
helpful in developing knowledge
and skills.
2 month.
2. Managerial and
leadership skills
8.5 10 In order to improvising their
leadership skills, people have to
attend various conferences and
seminars, which are effective in
enhancing knowledge. Taking
effective part in various meetings
1 months.
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in respect to developing their own
skill of decision making.
3. Communication
skills
7.5 10 Taking effective participation in
various speaking classes, interact
with co-workers and subordinates,
reading various newspaper in
different languages.
3 months.
Personal skill audit performed by Tesco Plc as follows:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
✔
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support
presentations
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
< 1 month
✔
1-3 months > 3 months
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placements?
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
M1 Professional skills audit personal reflection and evaluation.
The professionals needs to have some skills and ability to influence other for contributing
their best at work place in order to enhancing productivity and growth. As a large business
organisation Tesco Plc has various departments in which manager is focused on implementing
various teams in order to effectively completion of task and duty. Tesco Plc taking different
opinion of employees in respect to taking an effective decision which is beneficial for firms
growth and success (Herrmann and Herrmann-Nehdi, 2015). Training and development
programmes are more effective in nature as they are helpful in providing proper assistance to
each individual about completion of wok through achieving desired goals and objectives. It is
required for HR manager to evaluate the performance of each individual who are contributing
their significant role at work place and personal audit helps in developing individuals strength
and weaknesses of work place.
Professional development plan for Tesco Plc.
Name Jane Cambridge
TIME
FRAME
Personal Goals Professional goals:
Next 12
months
There is a huge participation in
training and development activities in
order to enhance their own skills and
ability for performing any task and
This post can be if I am not a part of
business firm
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duty.
Next 3
years
Development of overall personality
can be made and a strong position can
be attained.
Achieve post of HR manager in the
company by own development.
This Professional Growth Plan was discussed and approved on 20/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
Required knowledge/skills I have to make plans through
implementing my improved
skills and knowledge.
This is effective for me to
improve my skills and
knowledge on some specific
criteria.
Strengths I see my strengths as -
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 Effective
communication.
 Improving Microsoft
skills.
Gain more efficiency and
transparency in operations.
Weaknesses/gaps
Various changes and
modification can be made in
tools and technologies.
Skills and knowledge can be
enhanced by applying various
tools and techniques.
I have to complete the
professional development
activities are evaluated as:
All the professional development activities will be completed in
given time duration.
Instructor Signature
Date - 09/11/2017
TASK 2
P3 Differences between organisational and individual learning, training and development
Organisational learning is different from individual learning and both plays most
effective role at work place. Organisational learning can be considered as the process through
which retaining and transferring of skills and knowledge can be done within the entire
association. This helps in enhancing the working ability of each individual who are working in
an organisation (Hitt and et. al., 2011). A significant experience helps an organisation to deal
with some internal as well as external issues that has a huge impact on organisational overall
performance. Individual learning is related with training because it is an essential tool for
effectively completion of training and development programme. Individual learning plays most
effective role in growth and development of person's personal as well as professional life.
Through this people can improve their skills, knowledge and ability to perform any task which
are related some specific career goals and objectives.
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Difference between organisational culture and individual learning are described as under:
Basis Organisation learning Individual learning
Analysis In this learning organisation is
focused on generating understanding
and analysis among all the elements
that are required for firms growth and
success.
An individual learning consist as personal
knowledge, skills and behaviour that
helps in gaining growth and progress in
their career.
Team
learning
In business organisation teams are
build in order to achieving
organisational goals in desired period
of time (Huczynski and Buchanan,
2010).
In this people are working for gaining
their own goals and targets in order to
achieving growth and success in their
career.
Self
improvement
In this employees needs to adopt
various learning styles which assist in
creating continuous improvement in
the growth and success of firm.
Through this an individual can enhance
their learning by applying various
methods and tools like taking
participation in seminars, conferences,
internet learning and meeting.
P4) Need of continuous learning and professional development
Continuous learning professional development programmes are very much important in
respect to gaining high growth and success at market place. These both elements are very much
helpful in providing proper assistance to each individual for carry out all business activities in
right direction. Some basic needs are described as under:
 Professional development plans are effective for Tesco Plc in respect to generate skills
and knowledge among employees through which they can work with more efficiency and
passion for attaining some desired objectives (Katzenbach and Smith, 2015).
 With the help of individuals own development proper ideas and thoughts can be made in
order to achieving some essential goals and objectives.
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 Various approaches are used by individual or organisation for enhancing personal as well
as professional development like coaching, technical assistance, lesson study and
reflective supervision.
 Professional development plans are helpful in gaining effective performance of business
at market place. Various processes that are adopted by individual for executing their
working ability in different operations are stabilised as they are able to attain success and
growth in their overall performance which are linked with firm such as Tesco Plc.
 In Tesco Plc managers are very much focused on hiring well educated and skilled people
in firm in order to enhancing productivity which helps in causing high growth and
success at market place.
M2 Learning cycle theory to analyse the importance of implementing continuous professional
development
(Source: Learning Cycle Theory, 2017)
learning cycle theory is consist with four major element such as experience, reflective
observation, abstract conceptualisation and active experimentation. This cycle is based on
continuous professional development as it helps in providing significant idea and knowledge for
gaining high growth and success at work place. Tesco Plc is concern on creating some effective
contentious plan as it results in achieving growth and success for business. Professional
development also helps in gaining competitive advantage at market place as there is huge
competition available for Tesco Plc at market place.
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Illustration 1: Learning Cycle Theory

D1) Professional development plans.
The professional development plan that helps in designing business objectives and goals
are evaluated as under:
Step 1 Technical skills needs to be developed in respect to making innovative product
and goods that has value for customers as well as organisational growth.
Step 2 Self-awareness needs to be generated in respect to carry out all business activities
in most efficient direction.
Step 3 Effective communication should be developed within the firm in respect to create
efficient flow of data and information in different departments of organisation.
Step 4 Training and development program needs to be provide in order to developing
skills and knowledge for gaining growth and success.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
In human resource management, high performance working consist with high
performance of working. Managers are responsible for making an effective plan through which
employees can participate an various activities in order to gaining high competitive advantage at
market place (Légaré and et. al., 2011). The activities related with research and development can
be designed in respect to analyse rivalry position at market place. Tesco is focused on
establishing an effective relationship among through which employees can work with more
transparency and coordination, so that desired goals and objectives can be achieved in well
planned manner. HPW can be considered as the most effective strategy which is widely applied
by Tesco Plc in order to create some effective business policies in which staff members are
engaged towards all business activities and task. High performance of working is also assistive in
measuring all issues and problems that has a huge impact on organisational performance and
market position in future. Further more managers required to implement all effective tools and
techniques in appropriate manner, so better result and output can be gained in given period of
time. HPW helps in developing healthy and positive working environment, so that company
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leads towards high growth by attaining competitive advantage at market place. Some HPW
practices are described as under:
 HPW works as an effective employees support system that helps in maintaining all
activities and functions of employees in order to increasing productivity of firm.
 It concern on providing positive and healthy working environment through establishing
coordination among employees at work place.
High Performance Work can be considered as the most essential part of human resource
management which aimed at stimulating employees as well as organisational performance. The
sustainability and engagement of employees has been a very essential problem in the agenda of
human resource managers. The positive mood of employees and job satisfaction may lead the
firm towards establishing an effective relationship among employees engagement and high
performance working. As a British multinational retail company Tesco has large number of
employees who are contributing their significant efforts in attaining growth and success for firm.
The human resource department of Tesco is widely concern on providing high range of training
program in respect to developing the performance of new as well as existing employees. High
performance working leads the firm towards achieving competitive edge at market place. With
the help of proper training session employees are very much engaged in various task and duty
which are beneficial for firms growth and success. High engagement of employees helps in
enhancing organisational performance with leads the firm towards achieving higher competitive
advantage. In order to developing employees engagement and performance at work place
organisation provide an effective training session which helps them to improve their skills and
knowledge in some specific area, so that firm can easily gain higher competitive edge at market
place.
M 3 Evaluating benefits of applying HPW
Some advantages of HPW are described as under:
 As a large business organisation Tesco Plc use this strategy in order to gaining high
competitive position at market place as the company is having various competition
available (Marquardt and et. al., 2011).
 HPW helps in generating positive as well as healthy working environment for employees
so that they can work in most efficient manner.
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 This helps in managing all employees in appropriate direction so that effective result can
be made.
P6 Various approaches to performance management system
It is required for each business organisation to manage their performance through
applying various tools and techniques. Various approaches are used by firm in order to
enhancing their productivity, some effective approaches are described as under: Quality aspect: It is required for each business organisation to maintain their quality
aspects in order to gaining attention of large number of people towards the firm of its
offered products and services. It is the major responsibility of HR manager maintain the
quality of products which are helpful in gaining high growth at market place (Rock,
2014). For example: Tesco Plc is focused on providing high quality products and services
to their potential buyers in order to satisfying their needs and wants. They are concern on
high quality goods and services in respect to sustain loyal customers for long run of
business activities.
Personal development Plan:
This can be considered as an essential element which helps in providing a systematic
direction to each individual in order to managing their and organisational work as to attaining
high growth at work place. In an organisation each individual is concern on preparing personal
development plan as to enhancing their skills and ability to perform various task and duty at
work place. Collaborative working: The major duty of HR manager is to establish coordination
among employees, so that goals can be attained in efficient manner. This can be
considered as the important tool in which employees are working together for gaining
some desired objectives. For example: In Tesco Plc manager is focused on implementing
employees in different task as per the criteria of their skills and knowledge.
 Behavioural Approach: This can be considered as the most oldest technique of
performance management. This approach refers to a series of vertical scales for various
dimension of the job. This can be used within an organisation through applying BARS
and BOS techniques of performance management. The behaviourally anchored rating
scale is based on some specific parameters which are selected consensually through all
employees who are working at work place. This techniques belongs from five to ten
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vertical scale, in this employees provide different rank to each anchor as per their
performance. Behavioural observation scale described as a new and recent version of
BARS. It helps in providing a more description along with frequency on the basis of
employees behaviour for an effective and efficient performance. This is the most
effective approach of measuring the proper efficiency of employees performance. For
example: As a Tesco is having wide range of employees, so it is required for firm to
measure the performance of each employees in order to assigning them appropriate task
and duty as per their skills and ability. Organisation and its higher authority conduct
various programs in respect to evaluating the performance of employees at work place. A
well skilled employee is able to perform complex and tedious task at work place.
Direct Supervision
The supervisor gives specific instructions on all assignments. His job is to check the
completeness, accuracy and review the overall work which are delegated to the employees.
There are various types of Role of supervisor like comparative and quality,these are described as
follows:-
 Comparative supervision – Under this the supervisor make sure that the work that is
being assigned to sub ordinates and employees are performed according to the Standard
and are meeting the required standards and if there is any deviations from those standards
the reasons for the same should be reported and actions should be taken. Quality – One of the most important role of a supervisor is to check the quality of the
goods and services which are being produced. The quality of goods and services should
be as per specifications. The overall quality and efficiency in the working of the
subordinates is also taken care by the supervisor.
360 Degree Approach:
A 360 Degree Approach is a feedback process which is used by various company to
know their performance and position of the organisation by gaining feedback from the
customers. 360 degree feedback is also concern with the performance of employee working in
the organisation. It helps in evaluating the performance of the employee working in the
organisation. Organisation commonly utilised 360-degree feedback for the development
purpose, it assist employees in developing work skills and behaviours. Sometimes it is called as
360- degree reviews.
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Tesco use this approach for the development of their employee and also to analyses the
performance of the organisation. Tesco implement this method to know the feedbacks of
customers about the products which are being purchased from Tesco. Tesco recognise the
performance on the pattern of rarer accuracy shows about the length of time for the most
significant effect on the accuracy of a 360-degree review. Tesco implement this method for self
actualisation to know the position of the organisation and the development of organisation.
M4 Different approaches that support high performance culture at work place.
Various approaches which support high performance are evaluated as under:
Result approach: As per the view point of Chaskalson, 2011, this approach is widely applied
manager and higher authority in respect to gaining high growth and productivity. It is mainly
used by the manager of Tesco Plc for carry out all business activities in right manner.
Decision making: Tesco Plc give equal chance to each employee for taking effective
participation in decision making process thus it helps in enhancing knowledge and skills for
taking effective decision of some situation.
Feedbacks: It is the major responsibility of manager or higher authority to evaluate the
performance of each individual through comparing them with their past performance and provide
them feedbacks in order to developing them in efficient manner.
D2 Judgement of High performance framework
The basic objective of each business organisation is to gaining high competitive
advantage at market place in order to providing high competition to their competitors. Each firm
is focused on increasing their productivity through implementing various tools and techniques at
work place. The needs and wants of employees are constantly change due to change arises in
market trend, Tesco Plc is widely focused on fulfilling the basic needs and wants of customers in
order to sustain them for long of business activities (Salas, Rosen and DiazGranados, 2010).
Tesco Plc is concern on adopting various strategies in respect to providing high quality goods to
their potential buyers.
CONCLUSION
As per the above report it has been evaluated that each business organisation is focused
on build effective team in order to completion of organisational activities in appropriate manner.
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Team development plays most effective role in establishing coordination among employees, so
that they can work in most efficient manner. Human resource are the blood cell of firm and it is
required for each business to utilise them in proper manner so that productivity can be increased.
It is required for each business organisation to hire well educated and skilled people in their
organisation so that productivity can be enhanced through proper utilisation of human resource at
work place.
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