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Developing Individual, Teams and Organisations - TESCO
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Added on 2020-07-22
Developing Individual, Teams and Organisations - TESCO
Added on 2020-07-22
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Developing Individual, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1P1 Determining various knowledge, skills and behaviour..........................................................1P2 Analyse personal skill audit to identify appropriate knowledge, skill and behaviour...........2P3 Analysing the difference between organisational and individual learning............................5P4 Analyse the need for continuous learning and professional development.............................6P5 Demonstrate how HPW contributes to Employee Engagement............................................7P6 Evaluating different approaches towards performance management....................................9CONCLUSION..............................................................................................................................11
INTRODUCTIONActivities related to Employee Development supports the growth of various worker. They areconsidered as the assets of organisation. In this competitive world, where market competition isincreasing progressively, companies are required to build their individuals, team and workplacefor their survival. Activities related to personnel enhance knowledge, competencies so as toincrease their overall productivity. Such tasks prepare workers to deal with unpredictedconditions and extract best out of them effectively and efficiently. Like technology becomesoutdated with time, similarly, human resources are required to upgrade themselves with thecurrent developments so as to gain competitive advantage over their competitors. This report isbased on TESCO which is a retail store in UK. It covers various factors that are consideredwhile implementing learning and development to drive endurable business performance,application of high performance working towards employee engagement and evaluating differentapproaches towards performance management. SECTION 1P1. Determining various knowledge, skills and behaviour required by HR professionalsHR Department mainly deals with managing the human resources of an organisation. Theirmain function is to maximize the performance of employees in services of manager's strategicgoal. HR team focuses on extracting the best out of their workers and are responsible forrecruitment, personnel benefit design, training and development, rewarding and performanceappraisal of the business enterprise. Skills refer to the person’s ability in order to deal withvarious situations in an effective and efficient way. Knowledge deals with awareness, familiarityand understanding of something in context of facts, description and information which help theworkers to take appropriate decision. Behaviour is the way in which one acts or conductsoneself in front of others. There are different skills and competencies which are required by thehuman resource manager in order to assign various roles and responsibilities to staff in aneffective way which are as follows:Work as Consultant: HR Manager is required to play the role of consultant which givesadvice and counsel their workers and top management to enhance productivity. Policy Formulation and Implementation: Human resource professionals are required topromote and protect staff’s interest within organisation. They can formulate differentpolicies and strategies in context of employees. 1
Conflict Resolving Skills: HR department possesses to be good in solving conflicts thatarise in between two or more employees who have different opinions. In order to resolvethe conflict, company needs to know what other person is saying or thinking so as to takeaccurate measures or actions against them. Negotiation: It refers to the method where different individuals settle their difference bycomprising with each other’s condition. Basically, it helps in maintaining a balancebetween needs of two distinct individuals. Human resource manager works as anegotiator between top and lower management in order to build strong and healthyrelations among them. Employees and employers are possessing unlike needs and wantstherefore, it becomes the duty of HR manager to encourage them to do collectivebargaining so as to satisfy the needs of both respectively. Multitasking: When an individual performs different tasks over a certain period of timeand executes all simultaneously, he is considered as the multitasker. It is very importantfor the HR manager to handle various roles and responsibilities concurrently in anorganisation. For doing this, they require personnel with high skills who can run differentbusiness functions in the most effective and efficient way. HR team of business enterpriseperforms diverse tasks in context of making strong relation with employees, complyingwith legislation and finding proficient workers which results in yielding higher rate ofprofitability. Understanding the behaviour of individual: Business enterprise consists of peoplehaving different skills and competencies who work together for the attainment ofcommon goals. Human Resource Manager is required to assign roles and responsibilitiesto personnel on the basis of their specified abilities. Also, he provide various training anddevelopment programs which motivate them and enhance their productivity. P2. Analysing personal skills audit to identify appropriate knowledge, skill and behaviourAs per the given scenario in brief, Jane Cambridge is a Human Resource Manager whoholds certain skills and competencies which are required being the HR professional to managethe work environment of organisation. But still, she lacks in some abilities on which are neededto work on and develop accordingly. Therefore, an urge for personal audit arises through whichshe determines her strengths and weaknesses which are discussed as below:2
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