HR Manager Skills & Development at ASDA

This assignment analyzes the essential skills required for an HR manager at ASDA, emphasizing effective communication, IT proficiency, and problem-solving abilities. It highlights Jane Cambridge's professional development plan and its role in enhancing her skills. The report further explores the advantages of high-performance working strategies for ASDA, including competitive edge, performance management, and fostering a high-performing culture.

Developing Individual, Teams and Organization

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................1
P1 Determining suitable knowledge, skills and behaviours that are required by HR
professionals...........................................................................................................................1
P2 Creating professional development plan for Jane Cambridge on the basis of personal
skills audit..............................................................................................................................2
P3 Presenting difference between organizational and individual learning as well as
development...........................................................................................................................4
‘P4 Analyzing need for continuous learning and professional development to drive
sustainable business performance..........................................................................................5
P5 Assessing the manner in which high performance working (HPW) contributes in
employee engagement and helps in gaining competitive edge..............................................6
P6 Evaluating different approaches to performance management that supports high
performance culture and commitment...................................................................................7
CONCLUSION..........................................................................................................................9
REFERENCES.........................................................................................................................10

INTRODUCTION
In the corporate world, team development becomes highly important which in turn
provides high level of assistance in attaining success. Moreover, as compared to the
individuals, team have ability to carry out or performs difficult task more effectively. In
addition to this, now companies lay high level of emphasis on organizing training and
development session. This in turn ensures effective performance management of individuals
and thereby aid in the productivity as well as profitability of firm. The present report is based
on ASDA which is a British leading supermarket retailer. It offers wide range of products or
services to the customers at discounted prices. In this, report will describe the skills that HR
manager of ASDA must have to perform activities more effectually. Besides this, it will shed
light on the extent to which continuous learning, training and development aid in business
growth and performance. Further, it highlights the importance of high performance working
and performance management in the context of ASDA.
P1 Determining suitable knowledge, skills and behaviours that are required by HR
professionals
In the context of ASDA, HR manager must have appropriate skills and knowledge
pertaining to several aspects such as recruitment, training and development, performance
management etc. HR manager’s role is vital within the firm which in developing and
retaining highly skilled workforce. Being a HR manager, concerned authority must have k
knowledge regarding the below mentioned aspects such as:
Knowledge & behaviour
 Recruitment & selection: In service sector, employees evolve high level of
satisfaction among the customers by offering quality services to them. Thus, HR
manager must have knowledge in relation to the preparation of job description and
specification. Moreover, in the absence of having suitable description and
specification it is not possible to select suitable personnel. Besides this, HR manager
also has ability to analyze the need of personnel within the firm.
 Training & development: HR also must have understanding about the method that
can be used to analyze the training & development need of personnel. Organizing

effective training session for personnel is one of the main responsibilities of HR
manager. Thus, knowledge in relation to conducting T&D session is highly required
among executive HR manager.
 Performance evaluation and management: For setting suitable remuneration and
benefits such as bonus etc HR must have knowledge about the aspects of comparing
performance evaluation as well as management (Flin and et.al., 2017). By doing this,
concerned authority can set suitable remuneration for employees and would become
able to carry out activities in the suitable way.
 Employment laws: UK government has developed several laws for offering safety or
protection to personnel. HR manager of the firm has accountability to develop
policies for employees. Thus, HR manager of ASDA must have knowledge in relation
to employment laws such as discrimination, protective equipment Act etc.
Skills
 Communication: For performing all the roles and responsibilities, HR manager of
ASDA must have effective communication skills. For taking interview, delivering
presentation, negotiation and consulting issues with personnel HR manager must have
ability to communicate in a clear and precise way.
 Information technology: In the world of technological advancement, executive HR
manager needs to have knowledge pertaining to using Microsoft office and internet
(Dixon-Fowler and et.al., 2017). Besides this, now large sized business units such as
ASDA uses specific software for maintaining database. Thus, HR manager should
have ability to deal with the aspects of information technology in an effectual way.
 Problem solving or conflict resolution: In the business unit, conflicts are usual when
people work in a team. Thus, executive HR manager needs to have skills in relation to
handling complex issues and problem.
Hence, executive HR manager of ASDA must have all the above depicted skills,
knowledge and behaviour. With the help of all such aspect HR manager would become
able to develop skilled workforce.
P2 Creating professional development plan for Jane Cambridge on the basis of personal skills
audit
Professional development plan implies for the activities which are undertaken by the
concerned personnel to enhance the proficiency level. In the present era, changes take place

in the technological and other aspects with the very high pace. In this context, personnel are
highly required to develop continuous plan which in turn helps them in improving abilities to
a great extent (Audenaert and et.al., 2016). By doing personal audit of Jane Cambridge,
executive HR manager of ASDA, it has been identified that he is good in operating Microsoft
word, power point, internet and e-mail. However, Jane requires training in the field of excel
spreadsheet, HR software and database.
Further, personal audit results show that writing skills of Jane Cambridge are highly
good. Along with this, she has adequate knowledge in relation to the aspects of hearing,
interviewing, analyzing issues and resolving complaints. However, Jane has less experience
in relation to drafting contracts and delivering session. In addition to this, Jane is also high
able to present more and creative solutions of concerned problem. Jane has adequate
knowledge about using reasoning skills and handling complex data set. Thus, on the basis of
the outcome of personal audit Jane is required to follow below mentioned development plan
such as:
Skills need to develop Activities for improvement Time-frame
IT skills For understanding database and
HR software Jane should attend
seminar as well as conference.
This in turn helps Jane is
dealing with database more
effectually. Moreover, senior
manager and specialists have
better information about
software. Thus, by attending
such sessions Jane can improve
her skills in the field of IT to a
great extent.
4 weeks
Communication skills For delivering training
effectively, Jane should attend
business meeting. This in turn
offers opportunity to her in
relation to presenting ideas and
suggestions in front of others.
3 weeks

Along with this, drafting
contracts of employment in a
suitable way Jane needs to
make focus on doing internet
surfing. This in turn helps her in
assessing suitable sample for
employment contract. Along
with this, Jane requires to lay
emphasis on evaluating past
contracts. This in turn helps her
in preparing suitable contracts
in the near future.
Problem solving skills To handles complex data and
improving decision making
skills Jane should attend case
study sessions. In accordance
with such aspect, by resolving
complex case studies Jane
would become able to improve
her decision making skills. In
addition to this, by doing
simulation exercise, Jane can
improve her proficiency level in
the field of problem solving.
3.5 weeks
P3 Presenting difference between organizational and individual learning as well as
development
From assessment, it has been identified that significant difference takes place between
organizational and individual learning as well as development. However, motive of both such
approaches is to enhance skills, abilities and proficiency level. Organization learning may be
served as a process of creating, retaining and transferring knowledge. ASDA offers several
opportunities to personnel in relation to improving their abilities by conducting training
session. Such business unit lays high level of focus on assessing training requirements of
personnel and thereby conducts suitable session for them. In this way, by assessing needs and
organizing suitable activities ASDA contributes in the development of individuals.

In addition to this, with the aim to comply with the current trends business
organization lays high level of emphasis on undertaking automation. This in turn enables
personnel to learn new-new aspects and thereby build bright career. Thus, by taking into
account all the above aspects, it can be presented that organization offers high level of
learning and development opportunities to personnel (Kelly and Katz, 2016). For instance: In
the context of ASDA, manager assesses or evaluates performance of personnel and thereby
identifies training requirement. Through assessment, manager identifies that personnel face
difficulty in operating software. In this, by conducting sessions organization takes initiative
for enhancing improving the skills and capabilities of them. Individual learning plan implies
for the process that person undertakes for making improvement in proficiency level.
Now, everyone has desire to create distinct identity at workplace by performing
activities in the best possible way. Now, inter has provided individuals with wide platform in
the context of learning and development. Moreover, internet contains several books, journals,
scholarly articles and presentation. Thus, by using such sources now individuals start to
make efforts in relation to enhancing their capabilities and skills. Along with this, by taking
feedbacks from family, friends, colleagues and superiors individual can assess need of
training, learning and development (Dahlgaard, Pettersen and Dahlgaard-Park, 2011). In
this, through working on the concerned skills area proficiency level can be enhanced by
individual. Individual learning also offers high level of benefit to the business unit as by
appointing such talented personnel firm can carry out operations effectively. Besides this, in
such case, ASDA is not required to conduct more training session for improving the
capabilities of personnel. Considering the same, it can be depicted that individual learning
and development offers benefit to ASDA in terms of less expenses and high profitability.
‘P4 Analyzing need for continuous learning and professional development to drive
sustainable business performance
In the competitive business environment, continuous learning and professional
development of employees are highly required to improve business performance. Moreover,
now along with the products or services there are several factors which are considered by the
customers while making selection of retail store. It includes communication, behaviour of
personnel, environment, quality of other services etc. At each level of business unit such as
HR, marketing, sales and operations personnel are expected to work as well as perform
activities in a professional way. CPD ensures that capabilities of personnel are in line with the
current standards as required in the same field.

In addition to this, CPD also helps in maintaining and enhancing skills that needed to
deliver professional services to customers and community. For example: In retail sector,
customers interact with employees for resolving issues pertaining to products or services. In
this, professional skills enable personnel to resolve problems of customers in a satisfactorily
manner and thereby evolve satisfaction among them (Small, 2017). Further, training activity
which is conducted by ASDA for HR manager is also highly significant and effective. CPD
sessions which are organized by ASDA helps HR manager in performing activities regarding
recruitment, operating software more efficiently. In this way, regular learning and CPD
makes improvement in the capabilities of personnel significantly and thereby aid in
sustainable business performance.
Along with this, CPD provides deeper insight to the personnel about changing trends
and directions about concerned profession. Moreover, now working aspects are changing
with the high pace due to which past and current skills become outdated. Hence, through the
means of CPD personnel can work effectively at ASDA and thereby would become able to
make significant contribution in team. Thus, considering all the above depicted aspects, it can
be presented that CPD, in professional context, assists ASDA in getting desired level of
outcome through maximizing productivity as well as profitability.
P5 Assessing the manner in which high performance working (HPW) contributes in
employee engagement and helps in gaining competitive edge
HPW is the general approach of managing business unit that lays high level of
emphasis on stimulating employee involvement and commitment for achieving performance.
In the recent times, employee engagement is vital to maximize both productivity as well as
profitability (High performance working, 2013). Moreover, highly motivated and committed
individuals make their best efforts while performing activities as well as functions. Along
with this, approaches or aspects of high performance working motivate personnel to come up
with the new ideas and thereby indulge innovative practices within the firm. Hence, there are
several approaches which ASDA can undertake for ensuring the aspect of high performance
working.
On the basis of such aspect, by sharing information with employees regarding
working policies, practices and process manager can evolve high level of satisfaction among
them. Employees are highly motivated when they have information about the benefits and
causes of change. Along with this, employee engagement can be gained by ASDA through

communicating vision and mission with them. Pathway and actions of personnel become
clear when they have idea about the goals which need to achieve for building competitive
position (Dixon-Fowler and et.al., 2017). In addition to this, by offering rewards and
recognition to personnel for hard work as well as honesty ASDA can enhance the level of
employee engagement. Moreover, employees feel satisfaction and become motivated when
their work is recognized. Thus, by indulging such system within ASDA, manager can
enhance both employee productivity and profitability to a great extent.
Further, performance level of personnel can be improved by ASDA through
organizing training and development session. This in turn provides personnel with
opportunities in relation to enhancing skills and learning new aspects. Personnel within the
firm are encouraged to perform activities in an innovative manner when they have idea about
technological advancement (Flin and et.al., 2017). Along with this, now personnel prefer to
work with the organization for longer duration which in turn offers growth as well as
development opportunity to them. In this way, such practice will help ASDA in offering
services to the customers in an innovative manner and thereby helps in building as well as
sustaining competitive position over others. For ensuring high level of employee support and
engagement business unit is required to lay high level on offering supportive working
environment to them. In the retail sector, it is not possible for ASDA to offer flexibility in
terms of work from home, hours etc. In this, by offering flexibility to personnel in terms of
part-time working ASDA can gain high employee engagement.
Besides this, by creating supporting culture and laying emphasis on team working
ASDA can deal with the peak situation more effectively and thereby would become able to
attain competitive position. Along with this, through introducing effective employee support
system business unit can motivate personnel to a great extent. In accordance with such aspect,
by taking regular feedbacks from personnel or using multi-source review manager can
identify the areas in which personnel are facing issues (Kelly and Katz, 2016). On the basis of
such aspect, by taking suitable measures or action firm can improve performance of
employees to a great extent. Thus, by following all the above high performance working
practices manager of ASDA can improve employees performance and thereby profitability
aspect.

P6 Evaluating different approaches to performance management that supports high
performance culture and commitment
There are several approaches that can be undertaken by ASDA to measure and
evaluate the performance of employees. Performance management (PM) aspect includes
activities which in turn ensure that goals and being met in an effective and efficient manner.
Aspects and approaches of performance management are highly significant which in turn
promotes and improve effectiveness of the employees. PM may be presented as a continuous
process in which both manager and employees work together with the motive to monitor as
well as review objectives. Manager of ASDA can assess the need for improvement by taking
into account benchmarking technique. In accordance with such aspect, by making
comparison of actual performance in against to budgeted aspects firm can assess deviations
(Merkley and Ansari, 2016). In this regard, by identifying causes and conducting training
session ASDA can improve and manage the performance of employees. This in turn ensures
effective performance culture and commitment within ASDA. Moreover, employees are
highly motivated when they have idea about the manner in which activities needs to be
performed.
In this way, by providing feedback to the personnel and thereby improving
performance business unit would become able to develop innovative culture. However, on the
critical note, it can be presented that sometimes benchmarking technique places negative
impact on the commitment and motivational aspect of personnel. The rationale behind this,
when business unit sets high standards that are not easily achievable then it adversely affects
employee motivation (Watt, 2016). Employees feel de-motivated when target seems
unachievable. Besides this, in the case of unrealistic targets, deviations are high as compared
to the expectation level. This in turn places negative impact on employee motivation and
thereby overall organizational performance.
In addition to this, by undertaking the system of 360 degree feedback manager of
ASDA can monitor the performance of personnel. On the basis of such technique, by taking
feedback from employees themselves as well as through their peers and supervisors business
unit can manage assess the areas where improvement is required. It is one of the most
effective ways that helps in managing performance and creating quality culture as well as
environment. 360 degree feedback system offers high level of benefits as it helps in
identifying development opportunities and competencies from different perspectives.
However, it is to be critically evaluated that 360 degree system of performance management

is time consuming. In addition to this, it is not an honest assessment because sometime peers
and supervisors intentionally give negative feedback (5 Advantages and Disadvantages of
360 Degree Performance Appraisal, 2017). Thus, sometimes outcome of such assessment
leads negative culture and affects employee commitment. Hence, manager should keep in
mind benefits and drawbacks while making selection of performance management
approaches.
CONCLUSION
From the above report, it has been concluded that HR manager within ASDA must
have effective communication, IT and problem solving skills. All such abilities are highly
required to perform activities in the best possible way. Besides this, it can be inferred that by
doing personal skill audit HR manager can identify the areas for improvement. It can be seen
in the report that professional development plan will provide high level of assistance to Jane
Cambridge in improving skills. Further, it has been articulated that continuous learning and
development is vital to enhance business performance. It can be summarized from the report
that ASDA can gain competitive edge over rival firm by employing the approaches of high
performance working. In addition to this, it can be stated that through monitoring and taking
strategic measures ASDA can manage performance of employees to a great extent. This in
turn also helps firm in supporting high performance culture as well as commitment and
thereby helps in attaining benefits.

REFERENCES
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Dixon-Fowler, H. R. and et.al., 2017. The role of board environmental committees in
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Flin, R. and et.al., 2017. Development of the NOTECHS (non-technical skills) system for
assessing pilots’ CRM skills. Submitted to Human Factors and Aerospace Safety.
Kelly, P. and Katz, L., 2016. Comparing Peer-to-Peer and Individual Learning: Teaching
Basic Computer Skills to Disadvantaged Adults. International Journal of Adult
Vocational Education and Technology (IJAVET). 7(4). pp.1-15.
Kelly, P. and Katz, L., 2016. Comparing Peer-to-Peer and Individual Learning: Teaching
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Vocational Education and Technology (IJAVET). 7(4). pp.1-15.
Merkley, R. and Ansari, D., 2016. Why numerical symbols count in the development of
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Small, M., 2017. Analysis of an organisation: A University of the third age (U3A),
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Watt, S., 2016. ‘Get with the Programme’: Human Resource Management a Risky Strategy?.
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Online
5 Advantages and Disadvantages of 360 Degree Performance Appraisal. 2017. [Online].
Available through: <https://connectusfund.org/5-advantages-and-disadvantages-of-360-
degree-performance-appraisal>.
High performance working. 2013. [Online]. Available through:
<http://www.buzzacott.co.uk/news/what-is-high-performance-working>.