Leadership Development and Team Performance

This assignment provides a comprehensive review of 25 years of research and theory on leadership development and team performance. It explores various aspects, including individual creativity, entrepreneurial orientation, situational transformational, and transactional leadership. The document also discusses teamwork models, multiple team membership, and the science of training and development in organizations. It is essential for students and professionals to understand these concepts to improve leadership, teamwork, and organizational performance.

Developing Individual, Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Appropriate knowledge, skills and behaviours (KSB) required through HR professionals
across the department..................................................................................................................1
P2 Personal skills audit for an employee and Professional development plan...........................3
TASK 2............................................................................................................................................5
P3 Differences among organisational and individual training, learning and development........5
P4 Need for regular learning and professional development to drive sustainable performance
of business...................................................................................................................................6
TASK 3............................................................................................................................................7
P5 High-performance working contributes to competitive advantage and employee
engagement ................................................................................................................................7
P6 Various kinds of approaches to performance management...................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
.......................................................................................................................................................12

INTRODUCTION
In this modern era, in business firm development of a person and the teams are managed
successfully through the HR manager. The development of an organisation is a field of theory,
research and the practice which are devoted to increase the effectiveness and efficiency of
persons to achieve the goals and objectives of a firm in an successful manner. People work in a
team, do their work properly and on particular time period. Tesco is a big business organisation
and its main purpose is to provide satisfactory products to customers (Anderson, Potočnik and
Zhou, 2014). This firm deals in electronics,clothing, internet service provider etc. In this present
business report mentions about the appropriate skills, knowledge and the behaviour that are
necessary through Human resource professionals in departments. There is also mentions the
difference among a company and an individual learning , development and training. It is
necessary to determine the needs for regular development of professionals and the regular
learning to retain the business performance. In this present business report also mentions about
the various kinds of approaches to performance management.
TASK 1
P1 Appropriate knowledge, skills and behaviours (KSB) required through HR professionals
across the department
The professional skills, knowledge and the attitude of Human resource which are
required for developing the business objectives. It is the duty of human resource is to develop the
skills and competencies of people in an organisation so that they can work in a proper manner
and deal with any kind of risk. The growth and development of staff members are helpful in
Continuous Professional development. This is a procedure which is helpful in determining the
core competencies, experience, skills and the behaviour of persons at workplace for enhancing
their working performance (Bolman and Deal, 2017). It is necessary for Human Resource
manager is to motivate the employees so that their morale will be enhanced and they can work
for achieving the organisational goals and objectives. Some of the advantages related to
developing, teams, organisational and people given below as above:
 The Continuous Professional Development is very helpful in maintaining,
developing and also enhancing the knowledge and competencies of employees
that gives the professional work for its current and loyal customers and society.
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 It is necessary that the manager of Tesco is to maintaining the positive working
environment in an organisation. From this the satisfaction level of employees
towards job will be good.
 It will be helpful in increasing the confidence level of staff members for achieving
the decided targets and objectives in a systematic and proper manner.
It is necessary for Human Resource manager is to create and develop the teams in an
organisation, so that they can complete and accomplice its goals and objectives in a proper time
period by using their skills, competencies, behaviour and the knowledge (Champoux, 2010).
They needs to perform and deal with all the activities which are given below:
 It is important to work with the different departments of company such as
marketing, finance, production etc. to know about their functions. It will helps in
executing the different policies and plans at workplace.
 The Human resource manager has an ability to solve many kinds of problems and
issues which are arise among employees and teams at workplace.
 For creating and increasing the effectiveness and efficiency at workplace, it is
necessary for manager is to create the good and positive culture at workplace and
also promote it between the staff members.
 It is the responsibility of HR manager is to inform and aware all employees or
departments about the plans and policies at the time of execution.
 For achieving the goals in a proper manner and on the specific time period, it is
necessary that HR manager should hire those candidates who have the ability to
perform task, good knowledge etc.
 For increasing the working ability and performance level, Manager should
provide training and development to employees (Cooper and et. al., 2010). It will
helps in increasing their morale as well as motivational level.
 To adopt and use advanced and latest technology for the purpose of doing all the
business operations and activities easily.
 It is the responsibility of Human Resource manager is to formulate and executing
the policies related to the performance management, disciplinary policies,
working conditions, safety and security of employees, leave and absence
management.
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P2 Personal skills audit for an employee and Professional development plan
The audit related to the personal skills is very important for a person and it helps in
knowing about the capabilities, weaknesses, opportunities and threats which are necessary for to
develop in an effective and positive working environment. It is based on the which areas where
people work and also make changes in the different areas and also environment. The Human
Resource manager of Tesco business enterprise will uses the audit for measuring the personal
attributes which are required for the development of career in an effective and appropriate
manner (Day and et. al., 2014). It is necessary for human resource manager is to identify the
strengths and weaknesses of all employees and also eliminate their weaknesses so that they can
work in a better way. Strengths are good for company and weakness create a negativity for an
organisation as well as employees. The strength is helpful in doing any kind of tasks and
activities and also helpful in accomplishing the organisational objectives on particular time
period. Like Jane Cambridge is an employee of Tesco business organisation. She does their work
in a proper manner and also have the ability to deal with any problem and issues. But there is a
one weakness in Jane Cambridge that she has no experience about the technical flies and also
does not have any kind of ideas to handle the database system. So, in addition to this, it is
necessary for Tesco business organisation is to provide her training. Some of the other strengths
and weaknesses of Jane Cambridge which are given below as above:
Strengths Weaknesses
She knows very well is to use the micro soft
office.
She does not have any type of experience
related to database system.
She has an ability to solve problems of staff
members.
Lack of training.
She is an expert to deal with the grievances. Lack of communication skills.
With the help of training and development, the skills, abilities, capabilities and also
knowledge of staff members will be enhanced (Decuyper, Dochy and Van den Bossche, 2010). It
is helpful in developing the career of staff members and their motivational level. From this, they
can reach and achieve its target with in a specified period of time. Ether is a requirement of
manager of Tesco organisation is to identify and know about the current trends in market and
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also make changes in plans according to them. It will be helpful and also beneficial for the
productivity of firm.
The pan related to professional development is never finished (Ford, 2014). The
professional development is helpful in increasing the knowledge and skills of people. The
professional development plan given below:
S. No Develop
ment
and
learning
needs
Developm
ent type
Target
skilfulnes
s
Development Time scale
1 Commun
ication
skills
Mentoring
and self
developme
nt
5 Should make improvement in the
communication skills and also increase
them. It will be helpful in dealing with
other people or employees at workplace.
1 months
2 Technica
l skills
Mentoring 5 For the purpose of enhancing the
technical skills, it is important to provide
training with the help of mentoring.
Managers should provided guidelines
and also give training facilities. From
this person can do all the technical work
in an proper manner.
2 months
3 Interpers
onal
develop
ment
skills
Self
developme
nt
5 There is a requirement to make
improvement in the interpersonal skills
and also increase them.
20 days
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TASK 2
P3 Differences among organisational and individual training, learning and development
An organisational learning is a procedure of developing, retaining and also transferring of
knowledge at workplace in Tesco business enterprise. It is a continuous process and also helpful
in increasing the skills and abilities for doing the tasks and activities of business. There is a need
of organisational development is systematic and proper integration and the representation of an
effective knowledge that will be necessary for the collective action (Hirst and et. al., 2011).
Learning is an effective way to developing and improving the knowledge. An organisational
learning is a way under which staff members and employers with Tesco company to deal
effectively with new issues and also problems. The Human Resource manager of Tesco business
organisation learn all necessary things which are required for achieving the goals and objectives
of company.
On the other hand, an individual learning is an ability of developing and also increasing
the knowledge by which an individual can reflect regarding the external sources and with the
help of personal elaboration of persons experience and also the knowledge in context tro
communicate with other people. It is a kind of training.
In context to n Tesco business organisation, it is the duty of manager is to render training
and development to all people which are at the organisational level (Langkamp Bolton and Lane,
2012). On the another hand, in addition to an individual, the manager provides training to an
individual for enhancing its specific skill. There is a difference among the individual learning
and organisational learning mentions below:
Individual learning Organisational learning
It means the knowledge, attitude, behaviour
and the personal skills of an individual which
is necessary in reaching achieving the target
and reaching to the career progress.
It is helpful in understanding and also
determining all essentials components which
can create the positive impact on the learning
outcomes by reducing all the barriers.
With the help of an individual learning, an
individual can make improvement and enhance
its knowledge through the different methods
like for an instance conferences, through E-
The Tesco business organisation has to use
different kinds of learning style that is helpful
in the regular improvement in increasing the
profitability and development of this company.
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learning, conferences etc.
It the skills of an individual with be good with
the help of this learning then in this case, that
person will work in a team and will also work
on accomplishing the set objectives.
In context to it, all employees of different
departments will work together by using their
skills and abilities. It will in developing the
strong and health relationship among all staff
members.
In this, an employee will share its mission,
opinions and also suggestions with its senior
management and from this it can gain the
higher position in an organisation.
In this, an organisation will share its plan,
vision and policies with its staff members and
will also include them in the decision making
process.
P4 Need for regular learning and professional development to drive sustainable performance of
business
The continuous learning is necessary in for developing the skills and core competencies
of an organisation and also an individual. It gives the satisfaction to the personal as well as
professional level in an organisation. It will helps in enhancing the performance level and can
helpful in retaining the business for long term (Marquardt, 2011). It is regarding expansing the
skill set of employees in context to any kinds of new development and also changing
environment.
It is important for the success of Tesco business organisation. On the other hand the
professional development is helpful to give the advantage to a person public and the profession.
It assures the capabilities and competencies of person to meet with the existing standards of other
people in the same area. The need of professional development is to make improvement in the
capabilities and skills with the help of workshops, self development, seminars etc. There are
many types of sources helps in the continuous learning in the efficient and proper manner:
Conferences and seminars- With the help of these two, an individual will be easily learn
and its learning ability will also be improved and increased.
Online learning- It is also known as the (E- learning) electronic learning (Moe,
Dingsøyr and Dybå, 2010). A person can increase its knowledge and experience with the help of
E- learning that will give the effective abilities.
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Workshops- Tesco business firm conduct the workshops for its staff members and this,
company arrange many games for its employees which are based on the knowledge of present
data and increase confidence level of staff member through attending the workshops at
workplace.
Training and development sessions- For the purpose of increasing the development and
the productivity of business, Tesco enterprise should adopt the latest technology and
machineries. With the help of this employees can do its work in an effective and efficient
manner. It will helps in enhancing the abilities and skills of members.
The Human Resource Manager does not activities for increasing the working efficiency.
For sustaining in the market, the management of this business industry always focus on
increasing the work performance (McCormack, Manley and Titchen, 2013.). For the sustainable
performance, this organisation faces from the many issues and problems. The sustainable
performance of business is helpful in enhancing the performance level of an organisation. The
significance of sustainable development helps in formulating the effective and good business
strategies, vision and mission.
TASK 3
P5 High-performance working contributes to competitive advantage and employee engagement
The high performance working consists the practices, policies and also process to work in
a team for achieving the common objectives and rising the level of performance of staff
members. If the employees will do their work in an effective and proper manner, then in this case
it will be beneficial for business and from this the working performance of Tesco company will
be increased. It is necessary that the main focus of employees should be on improving and
increasing the operations and activities of business (Morgeson, DeRue and Karam, 2010). It will
helps in enhancing the organisational performance level. It is that structure of business which
managers should be interpret for Tesco company to retain at market place. The main significance
of high working performance is to good working abilities of employees and also the contribution
of an employer for enhancing the growth and development of business. It will be helpful in
improving and maintaining the good relationship with the consumers at market place and on the
other hand, manage all the activities and tasks of staff members at workplace. It provides the
sustainability of company. It is a systematic and an effective approach. It will gives the
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advantage to employee as well as employer for the purpose of high performance level in selling
the services or goods. It helps in increasing the market share and also goodwill of firm. The
many kinds of barriers impacts on the HWP for an instance, minimum technical knowledge, low
communication and interpersonal skills, bad managerial skills etc. So in context to it, for the
improvement purpose it is necessary to human resource departments is to hire and select the
capable employees, provide them training and also motivate them for doing work together and in
a proper way.
P6 Various kinds of approaches to performance management
The performance management is a procedure through which staff members and the
employees work together to formulate a plan, monitor and also take the feedback regarding the
work of employees and the over all company performance (O'leary, Mortensen and Woolley,
2011). It is an activity that helps in maintaining the over all performance of staff members in
order to accomplish the goals and aims of Tesco company. It is necessary that manager has to
give its best performance for accomplishing the target of business. The good performance of
staff members is the backbone of this business firm. The Tesco company uses various kinds of
approaches and also strategies for measuring the performance level of its staff members. The
different type of approaches of performance management given below as above:
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Comparative approach- This type of approach consists the performance of an employee
to the other at workplace. It is like a comparison of one staff member to other. The ranks of
employees is depend on the performance level (Salas and et. al., 2012). There are many different
techniques of this approach for an instance paired comparison, forced distribution technique etc.
For an example- If in an organisation, the performance of person X is 40% and the
performance of person Y is 70%, then in this case rank of Y person will be good.
Attribute approach- Under this In this, the ratings of staff members are based on the
particular parameters sets like innovation, team works, creativity, problems solving and
communication skills.
Result approach- It is a straight and simple approach and the company gives the ratings
to employees according to their performance. There are two types of result approach and these
are:
 Productivity measurement and evaluation system- It is very effective and good
technique for increasing the motivational level of staff members for increasing
profitability, development and analysis the review.
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Illustration 1: Approaches of Performance
management
Source: (Approaches for measuring performance of
employees, 2017)

 Balance scorecard technique- The main focus of this technique is on the consumers,
learning, productivity, financial, operations etc.
Behavioural approach- It is the oldest techniques related to performance management
and it includes the series related to vertical scales for various kinds of attribute of job. The BARS
and BOS technique is helpful in this approach (Warrick, 2011). The BARS (Behaviourally
Anchored Rating Scale) includes the 5 to 10 vertical scales and the staff members are rankled on
the basis of their performance level. On the other hand, BOS (Behavioural Observation Scale)
gives the particular explanation with frequency of behaviour of employees.
Quality approach- Its main focus is on providing the good satisfaction to customers
regarding the goods and services through minimizing the errors. The good quality helps in
attracting the people and also making the business successful.
CONCLUSION
It has been concluded from the above report that development of teams and an individual
is helpful in making the business successful. In this report studied about the determination of
staff members skills, attitudes and the knowledge which are necessary through HR professionals.
Under this report discuss about the plan of professional development of Jane Cambridge. In this
present business report also mentions about the requirement of professional development and the
continuous learning to sustain the performance of Tesco. There is also a discussion about the
contribution of High performance working towards the completive benefits and engage of
employees in Tesco organisation.
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REFERENCES
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Online
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