Developing Individuals, Teams, and Organizations

This report examines the importance of individual and team development for organizational success, focusing on Tesco as a case study. It analyzes the knowledge, skills, and behaviors required of HR professionals, creates a professional development plan, and explores the differences between organizational and individual learning, training, and development. The report also analyzes how high-performance work practices contribute to employee engagement and competitive advantages, and evaluates different approaches to performance management.

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1 .....................................................................................................................................1
P 1. Determine the knowledge, skills and behaviour of HR professionals in different
department...................................................................................................................................1
P 2. a) analysing a completed personal skills audit of Jane Cambridge to identify what training
and development needs to give...................................................................................................2
b). Creating a professional development plan for Jane Cambridge............................................3
P 3 Difference between organizational and individual learning, training and development .....4
P 4 Need for continuous learning and professional development ..............................................5
SECTION 2......................................................................................................................................8
P 5 HPW contributes in employees engagement and competitive advantages ..........................8
P 6.Evaluate different approaches to performance management showing how they support
high performance culture and commitment..............................................................................10
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Individual and team development is essential for organization development. High
performing teams are helping in organization success. It is the connection among the
effectiveness of individual, team and organization. With the help of training and development,
individual is developing their skills and knowledge(Li, Mitchell and Boyle, 2016). Through it,
single person working effectively in team. The success of any of company depends on improve
capabilities of its employees and its ability to constant expand. This assignment is based on
Tesco. It is multinational groceries and general merchandised retailer in UK. The present study
will explain appropriate knowledge, skills and behaviour that are required HR professional. It
will create personal skills audit and professional development plan. It will also explain
differences between organization and individual learning, training and development.
Furthermore, report explain importance of continuous learning and professional development in
terms of sustainable business performance. It will analysis different approaches to performance
management in organization.
SECTION 1
P 1. Determine the knowledge, skills and behaviour of HR professionals in different department.
Human resource managers are responsible to manage the moist important components of
an organisation, its workforce. Human resource management plays an important role to organize
and manage the people so that they can effectively work for the growth of organisation. The HR
management is responsible to make strategies hoe to use people as a business resource(Mone,
and London, 2018). It includes managing the employees, recruiting them, providing them
effective training and development. Thus, HR department plays an important role in
organisation. Its crucial for a HR manager to create and rebuild HR department. HR professional
needs to have specific skills in order to manage workforce across all the departments in the
organisation. He should have the knowledge, skills and effective behaviour that are required to
new maintain. Following share some qualities that are required to have in an HR manager:
Knowledge: Regardless of the manager is new or experienced, he should have they know
the organisation structure. The HR manager must understand the corporate governance,
hierarchy. He is responsible to report to the higher authority and board of directors on the status
of workforce(Kearney, 2018). According to his knowledge about organisation, her role within
the organisation increases. The HR manager know his power and authority he has, and hoe to use
1

that authority. Establishing proper creditability with the employees is important to building a
productive and satisfied workforce. The HR manager must know how to influence the change in
organisation and hoe to reinvest that change in organisation. Like, investing in the training
program for employees can reduce the turnover but improve the efficiency of workforce.
Skills: human resource manager responsibility requires an overlapping set of skills to be
successful HR manager. He has to posses the expertise ability to speak in front of the crowd and
all workforce. He should be confident enough to speak in front of everyone. It a foremost
important ability that a HR manager should have. HR manager should have a ability to read
people. Acquiring ability to sense the employee's lies, their wants etc. he should have the ability
to understand the body language, posture and attitude of the employees(Gutierrez-Gutierrez,
Barrales-Molina and Kaynak, 2018). HR manager should be confident enough to deal with the
manager of different department and executives. Manager should able to see the other side of any
situation arises, then makes a plan and strategies to resolve that. One of the important skills that
HR manager should posses is listening. Apart from what so ever the situation is, he should listen
and understand what others are saying. It required complete focus mind.
Behaviour: With an effective skills and knowledge, an HR manager should have proper
behavioural characteristics that can reflects their attributes in organisation. A good human
resource officer should be disciplined and have the ability of a leader. They play a role of a
leader when employees are having any issues in the organisation. They are the one who resolve
their problems, and will motivate them. They should be honest to their employees without a fear
of being judgemental.
P 2. a) analysing a completed personal skills audit of Jane Cambridge to identify what training
and development needs to give.
As per analysing the personal skill audit of Jane Cambridge in the field of information
technology, his communication skills, problem solving skills. It can be said that Jane has less
experienced in the field of using database technology, no experience of handling specialised HR
software. It can also be analysed that Jane has adequate knowledge of using excel spread
sheet(Kerzner and Kerzner, 2017). As per the knowledge and ability that a HR manager should
develop talent in Jane through using digital training and development program. Through audit
process, weak point of Jane has identified, HR manager should organise training and
2

development program through various secessions of using information technology in working.
Regular training and activities should organise to develop the knowledge of using database and
HR software.
By analysing audit of communication skills posses by Jane Cambridge, it has been found
that he is weal in drafting contract of employees, poor skills in listening and hearing, no
experience how to deliver a training session. Low skills of resolving conflicts, interviewing and
advising on HR issues. Being an employee of HR department, Jane should posses the skills and
ability of proper communication, skills to listen and speak in front of everyone. He is weak in
handling the conflict situation arises in organisation. Proper training and development program
should be given to enhance communication skills.
As per auditing Jane's problem solving skills, it can be identified that, he has adequate
skills of verbal reasoning, he has less knowledge of see both side of a situation and less
motivating ability to help other employees ( Reilly and Williams, 2017).
b). Creating a professional development plan for Jane Cambridge.
Skills Activity that can be
used.
Activity needs to
implement
Time Frame
Information
technology
Jane can take classes and
training developing
knowledge of IT
software, he can take
guidance from his seniors
and through the help of
internet.
Jane can enhance his IT
skills throughout self
assessment., practising
using such software at
home.
Within 2-3 weeks.
Communication
skills
Activity that can be used
to increase the
communication skills is
by attaining seminars and
conferences oh HR skills.
He can study and taker
He can implement through
taking demo interview,
implementing non-verbal
communication. Asking
the seniors and colleagues
for honest feedbacks.
Within 1 month.
3

demo classes to increase
his communication skills.
Problem solving
skills
He can take raining from
professional development
academy, attaining
different workshop and
seminars. Can use brain
boosting strategies to
work the problem
backward.
By always have health
frame of mind, self
defining the problems, self
assessment of knowing
when to speak and when
to conveying the problem.
Identifying the basic of
problems and conflicts.
Within 1-2
months.
P 3 Difference between organizational and individual learning, training and development
Basis Organizational learning Individual learning
Meaning It is procedures of creating,
retaining and transferring
knowledge within Tesco.
It is defined as the capacity to increase
knowledge by reflection of single
person.
Importance It is essential for improvement that
raise efficiency, accuracy and
profits.
As compare to, it is important for
learning new skills and ideas that
increase productivity at Tesco.
Advantage Organization learning is beneficial
for creating knowledge relating to
their culture of organization ( Li,
Mitchell and Boyle, 2016).
Individual learning is advantageous for
increasing motivation and involving in
different activities at workplace.
Purpose The purpose of organizational
learning is to decreased labour
turnover and increasing profits.
The purpose of individual learning is to
gain experience of single person.
Difference between organizational and individual training and development:
4

Basis Organizational training and
development
Individual training and development
Meaning Organizational training is to support
strategic business objectives of
organization.
Individual training is highly successful
manner of increasing skill and ability of
single person.
Benefits It is beneficial for assessing training
effectiveness and keeping training
capability.
It is good to meet skill level of staff,
flexible scheduling and costs efficiency.
Importance Organizational training is essential
for identifying future manpower
need, increasing productivity in
organization.
Individual training is important for
increasing job satisfaction and
developing skills as well as knowledge
of single person(Lu and et.al., 2015).
Objectives The aim of organizational
development is to manage conflicts
which is based on daily basis at
Tesco.
The purpose of individual development
is to build confidence, motivation and
satisfaction.
Organizational training and development: In order to that organizational training is
important for increasing stability and flexibility, decrease accidents, better industrial relation in
Tesco. Organisation development is mode to increasing efficiency and effectiveness of company.
It is primary importance is on relationship and processes between individual and groups. It is to
encourage employees to avoid hold up of problems and find solution effectively. Organizational
development is to utilize new approaches for improving current operation of Tesco.
Individual training and development : Individual training is essential for improving
attitude, skills for further along with effectiveness of single as well as team. It is to raise
capability for solving overall problems of company(Wickens and et.al., 2017).Individual
development is essential for achieving long and short terms goals of employees and improving
present job performance. It is improving unity and decrease staff turnover. It helps in increasing
5

talent, potential, employability and creating wealth. Individual development is tool to help in
career and personal development of single person.
P 4 Need for continuous learning and professional development
Continuous professional development(CPD):
CPD is planned and continuous procedures in which developing personal and
professional attributes and improving knowledge, skills and practices of people in the
organization. It is combination of theories, thoughts and methods that helps in managing learning
and growth. It helps in learning new skills and keep update with the latest trends, increasing self
confidence, rising professional reputation(Dixon, 2017). With the helps of CPD, improving
sustainable business performance of Tesco. It is widely recognised as fundamental to
improvement of standards and skills for single and their industries. It is defined as purposeful
maintenance and improvement of knowledge, skills and competence to carry out professional
responsibility throughout working life.
Importance of continuous professional development:
CPD is important to enhance skills and capabilities of individual and helps to ensure that
further learning is progressed in a structured, practical and relevant manner to guarantee that
there are applied efficiencies in learning.
 CPD is essential to ensure that capabilities keep pace with current standards of other in
same field.
 It is focused on open up new opportunities, knowledge and skills of individual.
 With the help of it, know and aware about changing trends and directions in profession.
 This assists in make meaningful contribution in team continuously and advance in career
as well as move into new positions where can lead and manager others (Kloosterman,
2018).
 CPD is maintaining and increase knowledge and skills that need to deliver a professional
services to customers and community.
 It assists in advance body of technology and perception within profession.
6

 With the helps of CPD, enhance public confidence in single professionals and their whole
business.
 CPD contributes to improve protection, quality of life, sustainability and economy on
basis of professions.
 CPD applies to high risk areas and particular practice areas that often prove impractical to
monitor depend upon case.
In order to that HR manager adopt continuous professional development cycle for
professional development of individual in Tesco. In this cycle different stages includes such as
identify and plan, learning activities, reflect, apply and sharing learning. In addition to that, CPD
is helping in identifying developing needs, planning and carrying out development activities such
as formal, informal learning etc. There is growing identification that continuing professional
development is both necessary and possibly expensive (Hotho, Lyles and Easterby‐Smith, 2015).
With the helps of applying learning, identify both competence and incompetence in both way
unconscious and conscious. After that, sharing learning with other people. CPD enables an
individual to regularly apply attention to essential areas of development and takes appropriate
action to decrease any deficit in knowledge. Development as mode to remain competitive with
peers and as an opportunity to differentiate themselves at moments.
Continuous professional development at workplace:
In order to that, sustainable professional development of an individual in the Tesco.
Company is responsible for developing teams of public relations professional through continuing
professional development. There are three sections that are includes in CPD those utilized as tool
in organization. First of creating learning culture, adopting learning and development strategy,
return on investment. HR manager adopt various learning strategies such as pro active
management of knowledge, skills and abilities(KSA) and competencies for effective and
sustainable performance of individual(Mesoudi and et.al., 2016). These kinds of approaches of
continuous professional development helps in sustainable performance of Tesco. Through these
strategies, If increases professional development of individual, so that they are helping in
improving productivity of organization and contributing it ultimately this affects on sustainable
performance of organization.
7

SECTION 2
P 5 HPW contributes in employees engagement and competitive advantages
High working performance(HPW) of organization and individual contributes in
employees engagement in the workplace. Because of, employees engagement is essential to
aggressiveness in the contemporary business environment. There is link between high
performance and employees involvement. If employees has high working performance, so that
they are more involving in problems solving, conflicts and decision making process of
organization (Ford, ed., 2014). There are various practices are included such as ensuring
employees security, selective hiring, decentralized decision making, high results based
compensation, training by commitment, reduced status barriers and sharing key information.
HPW is beneficial for better employees attitudes, effective financial results and
competitive advantages. This assists in building high commitment, trust and performance. It is
also increasing ability and achieving alignment of organization. With the helps of this system,
higher labour productivity than their competitors.
HPW contributes in employees engagement:
HPW is the general approach to manage organization that objective to impact more
effective employees' engagement and commitment in order to accomplish high level
performance. With the help of it, workers increase voluntary and make efforts put into their work
as well as fully uses their skills that they possess. HPW is defined as practices that have been
shown to improve an organization's capacity to effectively attract, select, develop and retain high
performing personnel (Chao, 2014). There are four practices in engagement subsystem that
ensuring awareness of employees regrading vision and current success level of Tesco. Such as:
Conveying mission and vision: HR manager is communicating with employees relating
scope and purpose of organization. They are also defining roles and responsibilities in supporting
of purposes. Thus, they make sure that engaging more employees for achieving goals of
company.
Sharing information: HR manager share current information regrading organization
performance and other subjects of company. So that, employees more engage in improving
productivity of organization.
8

Decision making: HPW practices are supporting workers ability to influence decisions
that matter through execution like quality circles, process project teams and suggestion systems.
With the help of it, employees are more involving in decisions making process of organization.
Performance compensation: HR manager make sure that giving compensation such as
profit related pay, gain sharing etc. for high performance working practices in achieving
organizational goals and individual success (Mone and London, 2018).
If company face conflicts in business, so that employees are more engaging by high
working performance system or practices for resolving conflicts in company. These practices
also helps in enhancing skills and knowledge of employees in organization. With the help of
developing skills and knowledge, employees are solving any of situations in the organization.
HPW contributes in competitive advantages:
High working performance also contributes in competitive advantages to support high
performance work culture in Tesco. It is system is highly essential as source of competitive
advantages in today's competitive business environment. Organizational capital drive in form of
competitive advantage. HPW practices refers to high engagement, commitment practices that
design to attract qualified workers, increasing their skills and productivity in such mode that
employees working sources of competitive advantage of organization.
High working performance system contributes in competitive advantage in terms of
organization performance. Therefore, HR manager make efforts on improving performance of
company and involving more employees of facing competitive advantage (Kearney,
2018).HPWS is defined as combination of HR practices that can assists engagement, skills
development and stronger motivation of employees. So that they are giving effective training
and development of their employees and maintain retention in the workplace. In order to that,
HPWS improves knowledge, skills and abilities as well as other organizational resources that can
result in competitive advantage.
High working performance system contributes in competitive advantage in terms of
organizational culture and value. There is interrelationship between both components of
organization. In this context, company culture refers to in depth rooted values, beliefs and norms
that have been civilized over organization's lifetime. These are controlled by its workers. It is
9

also critical for achieving organization performance. Strong cultures are key to effective
performance and adaptation of appropriate behaviour and improving performance of employees.
Tesco organizational culture directly and indirectly support its HR practices through sharing its
norms and values with purpose of accomplishing competitive advantage.
In order to that, organizational values are one of way that companies make use of in
terms of operationalize their organizational culture. Beliefs establish fundamental of company
culture that drive performance and thus, are highly significant for Tesco. Values guide events
and behaviour of single person at workplace to achieve common goals (Kerzner and Kerzner,
2017). Furthermore, beliefs are finding to be salient regarding strategic issues, charges concerns
and positive organizational performance that can result of achieving competitive advantages.
If values and culture of company is not good, so that employers and workers improving
beliefs as well as culture by HPW system and their skills and abilities for increasing productivity
and competitive advantage of company. If firm has good financial result, so that company
increases competitions.
P 6.Evaluate different approaches to performance management showing how they support high
performance culture and commitment.
Measuring employee's performance is very important part of organisation's management.
Organisational management measures the performance of employees on the basis of mow much
they are contributing in the business in achievement of its goals. Employee's performance
appraisals are the assessment of employees, giving them proper feedback of their performance
and the area they need to approved, it will help in creating a positive effect on future
performance. There are various factors that drives the performance of employees like their work
profile, bonus system in company, compensation, job satisfaction etc.
Organisation can use different strategies and approaches for the purpose of measuring
performance of the employees. The major approaches of performance management use by an
organisation are:
 Comparative approach:It is an approach of measuring the performance of an employees
by comparing to the performance of another employees in a group. The individuals are
ranked on the basis of highest to the lowest performer. The techniques adopted for
comparative approach are forced distribution techniques, paired comparison and graphic
10

rating scales. For example in a ream of ten employees 2 are rating as great performer,
average performer are 4 employees, 2 are measured as good performer so finally
remaining two will be measured as low performer.
This system is not appropriate as the ranks are given on the basis of team performance
rather than individuals performance. This approaches are undertaken in case of firms with a
small group of employees with same job profile.
 Attribute approach: In this approach, the performance of employees are measured on
specific set of factors, like problem solving skills, teamwork and communication skills,
judgement, creativity and innovation. The main disadvantage of these approach is that of
subjectivity, as it depends on the nature of evaluator(Kerzner and Kerzner, 2017). It can
only identify the best and worst performance and not accurate measure of performance
level. It is a difficult process of evaluating performance of employees. Because of, its
limitation is only used in some specific situations.
 Behavioural approach: it is a traditional approach of performance appraisal techniques.
It consists of a series of vertical scales for different dimensions of job. Theatre are two
techniques in these approaches, Behaviourally Anchored Rating Scale(BARS) and
Behavioural Observation Scale(BOS). The BARS techniques contains the measurement
scales that are agreed by the employees. The BOS techniques on the other hand is an
improved version, it provides more specific data on employees' performance.
 Result approach: this is simple and straight-forward concept, wherein organisation rate
employees on the basis of employees performance. There are two types of techniques
used Balance scorecard which focuses on financial, customer, internal & operations and
learning and growth. It is better approach as it takes into consideration the external
environment as well.
 Quality approach: Through decrease errors and accomplishing continuous services
creation, this theory direction on improving customers satisfaction. This concept takes
into thought both person and system factors. Employers are taking feedback on daily
basis on personal and professional traits of employees from peers, administrative and
customers to resolve issues of performance(Dey, 2017). Quality approach centralise on
utilize of Kaizen process relating to continuously improve business procedures. Pros of
11

this theory involves assessment of both workers and system, problem solving by team
work, utilize of many sources to assess performance and engagement of both internal and
external factors.
Organisation can use all these approaches to effective evaluating the performance. It can
have the positive influence on the employees and help to motivate them to perform better. It
helps in identifying their strength and weaknesses and can work on improving to increase their
performance and productivity of overall business organisation.
The performance measurement can be concluded through different steps that will the HR team
of Tesco Ltd to evaluate the employees performance in their job. Following are the activities that
can be done:
 Establishing performance appraisal requirements in the company.
 Establishing different training and development programs for the employees which help
in explore their skills and performances.
12
Illustration 1: Measuring performance approaches
Source:( Measuring performance approaches of employees, 2017)

 Providing feedbacks to the employees about their performance through meeting. HR
could also collect the feedbacks about the performance of the employees through their
colleagues and manager.
 Through adopting measures like 360 degree of performance evaluation.
CONCLUSION
This report summarised that HR professionals has required knowledge, skills and
behaviour. It can be concluded that complete person skills audit for identifying needs of training
and development. With the help of this, creating professional development plan for improving
skills and knowledge. It can be discussed that compare between organizational and individual
learning, training and development for sustainable performance of business. It can be assessed
that meaning and importance of continuous professional development for effective execution of
firm. Furthermore, report completed that company follows high working performance system for
employee engagement and competitive advantage. It can be analysed that firm follow different
approaches such as quality, behavioural, result, attributes and comparative for measuring
performance of employees. These also support for high performance culture and commitment.
13

REFERENCES
Books and Journals
Abraham, M.J. and et.al., 2015. GROMACS: High performance molecular simulations through
multi-level parallelism from laptops to supercomputers. SoftwareX. 1. pp.19-25.
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal
of Human Resource Management. 29(10). pp.1736-1766.
Chao, G.T., 2014. Unstructured training and development: The role of organizational
socialization. In Improving training effectiveness in work organizations (pp. 141-164).
Psychology Press.
Colloms, M., 2018. High Performance Loudspeakers: Optimising High Fidelity Loudspeaker
Systems. John Wiley & Sons.
Dixon, N. M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gutierrez-Gutierrez, L. J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production
Management. 38(1). pp.43-66.
Hotho, J.J., Lyles, M.A. and Easterby‐Smith, M., 2015. The mutual impact of global strategy and
organizational learning: Current themes and future directions. Global Strategy
Journal. 5(2). pp.85-112.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Li, V., Mitchell, R. and Boyle, B., 2016. The divergent effects of transformational leadership on
individual and team innovation. Group & Organization Management. 41(1). pp.66-97.
14

Lu, L. and et.al., 2015. High-performance ternary blend polymer solar cells involving both
energy transfer and hole relay processes. Nature communications. 6. p.7327.
Mesoudi, A. and et.al., 2016. The evolution of individual and cultural variation in social
learning. Trends in ecology & evolution. 31(3). pp.215-225.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Reilly, P. and Williams, T., 2017. How to get best value from HR: The shared services option.
Routledge.
Wickens, C.D. and et.al., 2017. Attentional models of multitask pilot performance using
advanced display technology. In Human Error in Aviation (pp. 155-175). Routledge.
Online
Kloosterman. V., 2018. The importance of continuing professional development. [ONLINE].
Available through. : <https://continuingprofessionaldevelopment.org/why-is-cpd-
important/>.
Dey. A., 2017 . Measuring performance approaches of employees. [ONLINE]. Available
through. : <https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
15