Engaging Employees Through Work Practices

This assignment delves into the crucial topic of employee engagement through the lens of high-involvement work practices. Students are tasked with analyzing various theories and concepts related to employee motivation and engagement, including the influence of leadership styles, team dynamics, and organizational culture. The assignment encourages critical thinking by requiring students to evaluate real-world examples and case studies showcasing successful implementations of high-involvement practices within organizations.

Developing
Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Essential skills, behaviour and knowledge required by HR professionals...........................1
P2. Evaluation of individual ability to audit and preparing plan for professional development 2
TASK 2............................................................................................................................................5
P3 Difference between organisational and individual learning-based........................................5
P4 Need of consistent learning and occupational growth...........................................................6
TASK 3............................................................................................................................................8
P5 Contribution of HPW in motivating employees towards participation and identifying
competitive advantage.................................................................................................................8
TASK 4............................................................................................................................................9
P6 Various approaches of performance management.................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management plays a major role in supporting organisation. According to
many experts HR department is the backbone of every company (McCormack, Dewing and
McCance, 2011). HR manager has the responsibility to provide accuracy in their work. They
have to coordinate with the employees for their development and growth. Managing a team is not
an easy task for any HR officers, he has to understand their psychology and behaviour because
these two factors helps human resource manager in controlling and utilizing them for companies
growth. Their major time is utilizing in recruiting new talents for the company which requires
lots of analytical and negotiable skills. HR manager usually hires those people who have good
communication skills, knowledge and ability of goal achievements. A manager who is
controlling large work force motivates the labours either by total reward system or through
offering responsibilities to him.
TESCO is a multinational organisation which offers different types of products and
services to their clients. It has covered 12 countries across the world. Thus in this report, a brief
case study is done on the company to find their work culture and to know how the HR of the
company defines organisational and individual learning's.
TASK 1
P1. Essential skills, behaviour and knowledge required by HR professionals
Professional development is necessary for every Human Resource manager to enhance
their skills. He should have good knowledge about labour laws (Morgeson, DeRue and
Karam ,2010). A proper attitude can help him in successfully face the challenges of the
companies. . Knowledge can be gain through attending seminars and reading books but attitudes
can't be acquired, it has to be inside into person from his birth. Continuing Professional
Development (CPD) is the latest technique through which human resource manager can improve
the behaviour of employees (Obiwuru and et. al., 2011). This tool supports in examining the
abilities, experience and knowledge essential for specific task. There are various skills required
for improving the personality of HR manager which are discussed as below:
 Ability to keep intelligence at workplace: These days, many companies are following
diversity of cultural environment at office. Thus, variance in culture helps employees to
adjust themselves with the values of other colleagues. In diversified environment, he
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learns how to manage himself and how to coordination with other labours (having
different religion and culture).
 Ability to coordinate with functional departments: For successfully managing people
at workplace, it is necessary to build healthy relationship with other functional
departments like finance, marketing and productions units. Tesco is a big organisation
which employed 40,000 people, who works in different department. To get success, these
different functional units should create a synergy affects which requires excellent
coordination. Therefore HR manager should have a skill to coordinate with financing,
marketing and production professionals for better efficiency of the business.
 Ability of recruitment: The basic role of every HR manager is to recruit the person. In
past years, supervisor was the only person who recruits candidates for the company. But
due to heavy work load, a separate HR department created. Recruitment is the process of
inputs of candidates to get outputs in the form of goal achievement and growth of a
company. Hence, recruitment procedure is a responsibility on manager to acquire right
talent for specific roles. Otherwise it can impact whole company in a long term, by
affecting their profit and brand values. So, every human resource manager should have a
ability to analyse the requirement of right person at right place.
 Should have sound knowledge of employment law: UK government has made many
employment laws which are to be compulsorily followed by every organisation (Konard,
2006). There is punishment for any violation of these laws. So, HR manager should have
sound knowledge of these laws to avoid legal actions taken by law. It is because; judicial
actions may ruin the image of company in market. This can be tolerated only when
human resource manager knows how to face these situations.
 Should have negotiable skills: Negotiable skill is important for setting conflicts between
employees and employers. These days trade unions are built, they deal with the issues
faced by employees at workplace (Zhang, Tsui and Wang, 2011). So, a human resource
manager should deal with these issues before employees approach to trade unions. Thus
negotiable skills requires convincing ability in a person.
P2. Evaluation of individual ability to audit and preparing plan for professional development
The purpose of auditing is to restore beingness and ability into a person through:
 Help the individual in riding from spiritual disabilities.
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 Improving the abilities of individual
Therefore, through auditing, a person can improve the ability to see his qualities and
strengths (Salas, Rosen and DiazGranados, 2010). He can build competitive advantage for
himself through strengthening his core abilities and skills. Jane Cambridge is a human resource
professional, she had some existing skills in her which helps Jane to get spotted in the area of
employee handling. But still there's many pitfalls in her qualities which is to filled with required
training and learnings. Every organisation’s growth is dependent on employee’s development.
Below is the skill audit of Jane Cambridge:
Strengths: Jane has done mind blowing job in her field during the last couple of years.
She has a good knowledge of government laws and policies. In addition to this, she is also good
in communication skills.
Weakness: Jane Cambridge is not so good in negotiable skills as compared to
communication. She is also facing issues in technological skills which keeps her away from all
upcoming opportunities.
Planning table based on her self-assessment form is given below:
SR.
No
LEARNING
OBJECTIVE
S
CURRENT
PROFICENCY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
NITIES
CRITERIA
FOR
JUDGING
SUCESS
TIME
SCALE
1 Improve
negotiation
skills
She is good in
communication
skill and have
sound
knowledge of
employment
laws.
Develop the
quality of
negotiation
and she
should be
good in
solving
conflicts.
This gap can
be filled
through on
the job
training and
s can
transfer her
under a HR
manager
having
good
By measuring
the number of
conflicts solved
by her before
and after the
training.
55
weeks
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negotiation
skills.
2 Improving the
Communicatio
n skills at
excellent
level.
She has good
speaking ability
and she
understand the
issues which are
raised by staff
members.
She does not
use the latest
technology
while
presenting
her ideas like
she is not
using video
presentation,
chatting soft-
wares, etc.
This
problem can
be resolved
by teaching
her new
technology
like using
chatting app
for
communicat
ing with
employees.
Putting her in
the dummy
situations where
she has to use
various sources
of
communication.
20
weeks
3 Technological
skills
She knows how
to operate a
computer and
she is average in
Microsoft word,
spreadsheet and
Internet.
Develop the
talent of
determining
skills of
using
different
technologies
for interview
and payroll.
She has to
read
different
types of
books and
search
internet to
know about
the latest
technologies
available for
interview
and
preparing
By measuring
the time taken
by her in
making payroll
and conducting
interview before
and after the
training.
1 years
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payrolls.
TASK 2
P3 Difference between organisational and individual learning-based
Skill development needs in Tesco has been increased during past five years because
company found from its analyses, that success of an enterprise is depends on the performance of
employees (Wang and Howell, 2010). Some of the key differences between organisational
learning and individual learnings are as follows:
Factors Individual learning Organisational learning
Self Improvement Self-learning is important for a
individual to develop necessary
skills and knowledge for his
personal goals and objectives.
It is essential to utilise different
sources which can affect companies
growth and reputation of the firm.
Purpose It's main purpose is to get promoted
and satisfy personal needs of
learning.
Its purpose is to share essential
knowledge within the company's
employees, so that they can give their
effort in attending organisational goals
Requirement of
development
Employee has a limited learning
needs, they focused on enhancing
their skills at individual levels.
Organisational learning requires
development of their employees
through proper training. Because
employees can only help the company
in growth.
Duration Individual learning consumes very
much less time, as a person can
learn from any sources like
internet, books and seminars.
It is time consuming process, as lots
of examination of employees
behaviour is required before making
learning chart for them.
Definition It is the process of creating
knowledge through experience.
It is the process of creating, retaining,
analysing and transferring knowledge
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Individual's facilitates learning
within the entire firm. Individual
can left the organisation after
getting knowledge.
within a company. It improves with
the gaining of more experiences.
Impact It's impact is only at micro level,
because one individual can impact
only a firm.
It's impact is at macro level because
any change in the policy of a company
affects its competitors and
government laws as well.
P4 Need of consistent learning and occupational growth
TESCO is a one of a well known grocery store in Europe which requires talented and
committed representatives for consistent accomplishment of an undertaking over the world.
Consistent learning is a term which implies a people requires instructional courses or classes
until and unless he/she won't get happy with their examination (Bolman and Deal, 2017). Then
again proficient advancement empower workers towards change in their activity part by going to
training from their seniors and in addition they have to enhance their whole identity with the goal
that they get prevailing with regards to accomplishing their authoritative targets.
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Illustrati
on 1: ENGAGING EMPLOYEES THROUGH HIGH-INVOLVEMENT WORK

(Source:- Konard, 2006)
Essentially, workers are viewed as a significant resources for each endeavour either small
or substantial on the grounds that every one of the exercises are overseen and dealt with by them
just as they are obligated to actualize different business operations (Choi, Lee and Yoo, 2010) In
this manner, supervisors of TESCO embraced different helpful sources for consistent learning in
a proper way which is expressed as follows:- Seminars and conferences:- As per this factor an individual may improve their aptitudes
or learning by going to different sessions or seminars which is given by particular
individual. However, workshops are arrange by specialised or experienced people and
just skilled individual have the capacity of persuading others with their speech.
Employees of TESCO adopted this tool for acquiring specific knowledge for further use
while performing specific task and activities at workplace. Coaching:-:- HR director of TESCO additionally going to conduct training and guiding
classes for their workers with the goal that representatives may upgrade their whole
identity by following perfect and successful people (Decuyper, Dochyand Van den
Bossche, 2010). Indeed, it also aids in boosting learning of individual for accomplishing
set targets and goals. Web based learning:- Emergence of modern or innovative technology encourage
representatives towards usage of advanced equipments for self change without acquiring
assistance from others. For example; web is one of a valuable strategy which helps a
people in troublesome circumstances and helpful in accomplished assigned task in a
defined time period. Workshops :- Instead of above tools, administrators of TESCO also implement different
workshops or show for enhancing their knowledge and skills. In fact it is very useful
method because an individual may improve their skills by observing or watching things.
 Training and advancement sessions:- If an association will apply most recent or
innovative technology then a venture needs to actualize amazing plans and strategies for
building up an individual professionally. Basically, newly appointed workers additionally
needed training programs in order to accomplished their specific job role in an
appropriate way.
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Manager of HR department uses all these above methodologies for accomplishing their
sustainable business and can undoubtedly improve execution of their association. Alongside this
they likewise requires thoughts for eliminating barriers which is looked by big business while
leading arrangements for representatives improvement (DeRue and Ashford, 2010).
TASK 3
P5 Contribution of HPW in motivating employees towards participation and identifying
competitive advantage
High performance working is the procedure, practices, strategies and plans which
contributing in different organization for procuring suitable outcome and enhancing in
representatives execution in better way. HPWO is a term which refers to superior performance of
an association. This is the fundamental hypothesis which needs to deal with all capacities and
exercises of an association. They additionally concentrate on accomplishing target objectives and
goals in powerful way. It is that idea which ought to be deciphered by directors of TESCO for
assessing the recent position of an enterprise at European marketplace (Ford, 2014). However,
high performance act as a very significant role for representatives and managers development as
well as attainment of set objectives which reach by setting target goals. It supports in creating the
mutual understanding amongst clients and employees for accomplishing that particular
assignment or work of an association. HPW plays a major role in expanding aptitudes, learning
and experience which provides development and improvement to overall enterprise. It is
particular practice and sorted out system that assistance in improving representatives power,
quality and limit in better way. It is that procedure which help in giving advantage to both
worker and managers that higher their execution in offering specific items and administrations.
Furthermore, it also help in maximizing market share of overall industry and promote advance
position of employees.
Apart from this, there are diverse hindrances which specifically influences on superior
working that incorporate moderate change in abilities, absence of administrative experience,
modest systems and so on. This is framework which is fully depend upon nature but indirectly it
linked with various departmental managers of TESCO where they select, procure, measure
execution of every competitor adequately. Performance examination is other piece of assessing
factors which straightforwardly associated with organization exercises and capacities. Each
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representative gets abilities, learning and perform better to reach the objective, assigned goals
and targets. HPW is that methods which specifically influenced the organizations as well as
performance of entire functional area and also encourage individuals for higher states of mind
level, practices of specialists, boosting up their morale, increment in confidence level etc.
Additionally, it also help with creating positive condition inside an endeavour and it
straightforwardly influences all representatives execution. Administrators are done interest
during the time spent training and advancement, determination, contracting, and furthermore
share essential data with respect to their activity profile which affect on business development
and achievement in successful way (Katzenbach and Smith, 2015). Superior working is that idea
which help with affecting labourers and representatives in positive way and furthermore
empower them for doing exact work for accomplishing target objectives and goals. Any
representative perform for achieving set organization point and intentions and it is important for
them to perform better for finish assignment in given day and age. It is the duty of chief is to
rouse specialists and this will help in fulfilling interest and needs of clients of particular products
and enterprises. It is likewise basic for assessing and measuring every one of the representatives
and managers errand for expanding in organization development and advancement.
TASK 4
P6 Various approaches of performance management
There are various approaches and strategies of company which measures performance of
employees which are as under: Comparative approach- In this strategies, firm will measure employees performance
with compare to another individual capabilities. This strategy will mainly adopted by
large organisation and this will help in developing job profile. Attributes approach- This is that strategies which is based on performance, attitudes,
behaviour, attributes and characteristics etc. It include problem solving skills, innovation
functions, teamwork and other work. It will help in identifying best and bad performer of
entire organisation. It is that factor which assist in understanding workers and employees
in each manner (Légaré and et. al., 2011). Behavioural approach- It is that strategy which help in measuring performance of each
employees in proper manner. This will consist in examining workers behaviours towards
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each task or work. It is that task that will assist in analysing working of employees in
effectively. Result approach- This is clear and simple strategy that will assist in measuring employee
performance in better manner. Balance scorecard is the first method of this approach.
There are various tools and techniques which includes external and internal company
functions and operations, satisfy customers and some other. All business activities and
functions help in focusing on different human resource management.
 Quality approach- It is that strategy which help in improving customers needs and wants
through eliminating barriers and errors and also achieved desired goals and objectives in
effective manner. Benefit of this approach is to solve different issues and problems by
using various source (Marquardt and et. al., 2011). It will direct affects on internal and
external factors of company. The main responsibility of manager is to take feedbacks and
reviews which are related to working activities, sound environment, employers and
clients. This will also assist in getting correct outcome which are rarely possible for cited
organisation.
CONCLUSION
As per the above mentioned report it can be concluded that TESCO try to develop and
improve their team skills by using various strategies. Human resource management play an
important role in developing personal and professional skills of employees in the workplace. In
this report there are different type of plans and policies which is used by increasing workers
personality and behaviour for providing seminars, conferences, coaching, online services and
many other. This will also analyse the methods and tools which help in overcoming weakness of
person for flexible running of business operations. There are various performance management
approaches which assist in knowing actual performance of employees within an organisation.
REFERENCES
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memory systems on knowledge sharing, application, and team performance: a field
study. MIS quarterly, pp.855-870.
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Decuyper, S., Dochy, F. and Van den Bossche, P., 2010. Grasping the dynamic complexity of
team learning: An integrative model for effective team learning in organisations.
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DeRue, D.S. and Ashford, S.J., 2010. Who will lead and who will follow? A social process of
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Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
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Marquardt, M.J and et. al., 2011. Optimizing the power of action learning: Real-time strategies
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McCormack, B., Dewing, J. and McCance, T., 2011. Developing person-centred care: addressing
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Morgeson, F.P., DeRue, D.S. and Karam, E.P., 2010. Leadership in teams: A functional
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Lagos State, Nigeria. Australian Journal of Business and Management Research. 1(7).
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Salas, E., Rosen, M.A. and DiazGranados, D., 2010. Expertise-based intuition and decision
making in organizations. Journal of management. 36(4). pp.941-973.
Wang, X.H.F. and Howell, J.M., 2010. Exploring the dual-level effects of transformational
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Online
Konard, 2006. [Online]. Available
through<https://iveybusinessjournal.com/publication/engaging-employees-through-
high-involvement-work-practices/>. [Accessed on 9th November, 2017]
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