Developing Individuals, Teams And Organization Assignment

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
1

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.
2