Developing Individual, Teams and Organisations in Tesco : Report

Added on -2020-07-22

| 16 pages| 4377 words| 34 views

Trusted by 2+ million users,
1000+ happy students everyday

Showing pages 1 to 4 of 16 pages

Developing Individual, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................3SECTION 1......................................................................................................................................3TASK 1............................................................................................................................................3P1 Analyse knowledge, skill and behaviour of HR Professionals..............................................3P2 Audit of the personal skills of staff and a PDP (b and c).......................................................4M1 Professional skills audit personal reflection and evaluation................................................6P4 (c) A PDP for TESCO mentioned as below: ........................................................................7TASK 2............................................................................................................................................8P3 Difference between individual and organisational learning, training and development........8P4 Needs of regular learning and professional development....................................................10M2 Importance of implementing continuous professional development..................................11D1 Professional development plans..........................................................................................11SECTION 2....................................................................................................................................12TASK 3..........................................................................................................................................12P5 Contribution of the performance working towards competitive advantage and employee’sengagement...............................................................................................................................12M3 Evaluating benefits of applying HPW................................................................................12TASK 4..........................................................................................................................................13P6 Various approaches to performance management system...................................................13M4 Different approaches that support high performances at work place.................................13D2 Judgement of High performance framework......................................................................14CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
INTRODUCTIONHRM is the main engine of a company which help the organisation in managing theresponsibility and function of organisation in effective manner. High performing teams in acompany lead toward the proper success and achievement in ideal manner. A firm adopts variousstrategies and plans in order to manage the process or operation of enterprise in effective style.Tesco is one of the largest retailing company in United Kingdom which sells various productsand services range to their consumer. This report will study worker's skills, knowledge and skillsfor HR expert and elements which affect the learning of an organisation to drive the performanceof sustainable business (Bolman and Deal, 2017). This will also evaluate the knowledge andmethods through which higher performance working help in competitive edge and workerengagement.SECTION 1TASK 1P1 Analyse knowledge, skill and behaviour of HR Professionalsa)HRM is the essential part of an organisation which help them in meeting effectivebehaviour, skills and knowledge which is elaborated as below: The HR individual should be curious for analysing what is going in the wholeorganisation and creating strategies and plans how the operations functioning is carried out inwhole entity. The person should be curious for learning new information and knowledge as wellas making the successful operations. This made HR responsible for planning in order to makemore flexible and healthy environment. Whole HR experts should contain some specific capabilities along with certain skills inorder to gather the required information and evaluate which is essential for the operation ofbusiness. Thus, entire worker can execute the plans easily on several collaborative projects. This create the requirement of HR to have controlling and monitoring skills in order tomaintain the worker for meeting the desired outcome (Chaskalson, 2011). Experts should be thecollaborative personality which can joint and communicate with clients, consumers, worker andorganisational stakeholder. 3
They should prepared to accept the entire upcoming challenges that may emerge at theworking environment which can help in implementation of entire activities on the same workinglevel (Rock, 2014). TESCO organise or hire more effective HR in order to function the hugeresponsibilities of development in the company. They aim over meeting the confidence and levelof credibility which can aid them in meeting outcome in designed manner. Behaviour is anothersuccess key at workforce as higher level of manage men is more cooperative with worker thenenterprise can conveniently share their plans and issues in effective way to resolve them within aperiod of time. P2 Audit of the personal skills of staff and a PDP (b and c)This is required to organise proper training and development program for an organisationand their worker in order manage enhance the skills and knowledge which help in planning andexecuting the plans in effective manner. Training and learning is the activities which are utilisedfor rendering short or long term skills and knowledge which helps them in meeting the overalloutcome in effective way (Conboy and et. al., 2011). Jane Cambridge is hired by Tesco whorequire proper training and development for working in more efficiently and implementingquality performance. The value of development and training are explained as below: This is necessary to execute the learning programs so that the worker can be be taughtdifferent behaviour and skills in different style which can maximise their efficiency. The typesand methods of training which is suitable and best for the entire worker should be utilisedthrough which employee can conveniently increase the level of knowledge in order to meet andgrowth in order to meet the competitive edge. Evaluating skills AuditSkills Very GoodGoodAdequate Little ornoexperienceNEGOTIATION SKILLS In between employeesAmong employer and employeesIT SKILLS Normal software4

Found this document preview useful?

You are reading a preview
Upload your documents to download
or
Become a Desklib member to get accesss

Students who viewed this