HR Professional Development and High Performance Work Culture

The provided document focuses on the key aspects of human resource management (HRM), including self-audit, training, and development. It emphasizes the significance of these elements in promoting high performance work culture within an organization. The document also touches upon the importance of employees being sustainable in the long term, allowing them to contribute effectively to their organization's success.

Developing Individuals,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Analyses employee knowledge, skills and behaviours required by HR professionals.....1
TASK 2............................................................................................................................................2
P2. Analyse a completed personal skills audit for an employee:...........................................2
P3 Difference between organisational and individual learning and development.................3
P4 Need for continuous learning and professional developments..........................................5
TASK 3............................................................................................................................................6
P5:HPW contributes to employee engagement and competitive advantage within a specific
organisational situation...........................................................................................................6
TASK 4............................................................................................................................................8
P6 Different approaches to performance management..........................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
In every organisation, team and organisation developed by the individual's performance.
An organisation should concentrate over their procedure of development of team, individual and
organisation in regard of improving overall performance of company. This report is based on
Tesco plc which is British multinational groceries as well as general merchandise retailer having
its headquarter in Welwyn Garden City, Hertfordshire, England, UK. In this report, the analysis
of employee knowledge, skills and behaviours required by HR professionals is discussed. Factors
to be considered when implementing and evaluating the inclusive learning and development to
drive the sustainable business performance is also mentioned. Also report will study how high
performance working will contribute to worker engagement and competitive edge within Tesco
Plc along with different performance management approaches.
TASK 1
P1.Analyses employee knowledge, skills and behaviors required by HR professionals.
HR professional is an individuals who is accountable to develop, advise, control and
direct the employee working within the organization. In Tesco, HR professionals are hired by the
top management to manage all the individuals working in the organization and assign all the
responsibilities. Different types of skills, knowledge and behaviors which are required for HR
professionals are as follows:
Knowledge by HR professionals:
Knowledge is an understanding, skills, awareness about something which is gained by
study or experience. As an HR professionals of Tesco plc, one should have the knowledge about
the process recruitment, selection, hiring, induction and layoff, management law and legislation,
companies act, employees compensation and benefits. (Muenjohn and et. al., 2013).Also have
the knowledge about The HR professional have the responsibilities to see that the company
comply rules and regulations and work accordingly. Tesco plc hired the HR professionals by
having the levels of qualifications an undergraduate degree in business with HRM specialization,
also having an HND, or post graduation in HRM and having a qualification from the Chartered
Institute Of Personnel and Development (CIPD).
Skills required for HR professionals:
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Skills is an activity which requires training and knowledge to perform well. The skills
required for the Tesco plc HR professionals are as follows:
 Excellent communication skills: Communication is very crucial skills which is
necessary for HR professionals as they have to communicate with the management,
mangers and also to all level of employees. In Tesco plc, the HR professionals are hired
by the top management with this skills to assure that they will be able to communicate
with the all levels of employees by listening and solving their problems and issues
related to organizations.
 Decision making: Decision making is the essential skills which helps to take multiple
decisions related to the organizations. It is important for HR professionals to make the
decisions which is effectual for the company. Tesco plc hire the HR professionals as a
critical thinker who can observe the positive and negative aspects and make the effective
decisions for the development of the company (Singh, Singh and Sharma. 2014).
More skills which required for the HR proffesionals are leadership, organizational and problem
solving skills.
Behaviors required for HR professionals: Behaviors is a way by which an individuals acts
especially in front of others. The behaviors required for the Tesco plc is discussed below:
 Transparency and trustworthiness: HR professional of Tesco plc should be transparent
and trustworthy as the employees feel free and honest to speak something to them
without any fear of judgment. And also to manage the tension and ensure that all the
employees should have the information about the business.
 Adaptability: Adaptability is the behavior which enable an individual to respond
positively in new environment. This helps the HR professionals to bring relevant changes
in the organization to assist in improving the productivity of the Tesco plc.
Along with this the behaviors required for the HR professionals such as versatility, purpose
oriented and solution oriented.
TASK 2
P2. Analyze a completed personal skills audit for an employee:
The aim of the HR professionals of Tesco to promote equality and diversity, recruiting
the staff, developing the and implementing the policies, also prepare the handbooks of staff,
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interpreting and advising on employment law. Personal skills audit is the process to measures
and records the skills of an employees by the HR professionals. This skills helps an individuals
to perform well and solve the problem within the organization. An analysis of personal skill audit
has conducted on Jane Cambridge an employee of Tesco plc by the three stages:
First stage : The skills which are required for the employees
 Problem solving skills: This type of skills required in Tesco to help the employees to
handle the problem which may happen in future. Good problem solver analyze the
problem and evaluate it impact of alternative solution in company.
 IT Skills: IT skills are required by the Tesco to audit the personal skills of Jane
Cambridge so that some work which are related to the technical part can be handled by
the employees without having any issues.
 Communication skills: Communication skills is essential for the employee of Tesco as it
it helps them to easily communicate with their superiors and subordinates.
The HR Professionals should also have the decision making skills, empathetic skills and
organizational skills, critical thinking skills so that the problems to be solved and also helps to do
personal skills audit.
Second stage: The skills required to achieved by the employees (Rickard, Rickard and
Dang, 2012).In this stage, the skills achieved the Jane Cambridge at the time personal skills
audit. The audit are conducted in the following format:
Problem solving skills
Very
good
Good Adequate Little or no
experience
Make good use of verbal reasoning skills ✔
able to handle complex data and make
selective use of information
✔
Explore more than one solution in order to
solve a problem
✔
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Consider the ideas of others to help solve
problems
✔
IT skills
Very
good
Good Adequate Little or no
experience
Use Microsoft Office Word ✔
Use Excel spreadsheet ✔
Use a Database ✔
Use specialist HR software ✔
Use the internet ✔
Use e-mail ✔
Use PowerPoint ✔
Communication skills
Very
good
Good Adequate Little or no
experience
Drafting contracts of employment ✔
Taking notes of disciplinary hearings ✔
Write reports ✔
Produce material to support presentations ✔
Delivering a training session ✔
Resolving disputes/complaints ✔
Interviewing ✔
Advising on HR issues ✔
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Third Stage: Analysis of result
From the personal audit it has been analysed by Jane Cambridge which shows his
weakness in communication skills and IT skills. Apart from this Jane need to develop the lot of
skills like organisational skills, decision making skills and empathetic skills. For this purpose a
performance development plan has been conducted.
Strength and weakness of Jane Cambridge:
Strengths Weakness
 He has very good skills of providing
training employees
 He is able to able to handle complex
data and make selective use of
information
 He is very much familiar with the
surfing the internet.
 He is not good in writing the reports.
 He is not good in database and and e-
mails.
P3 Difference between organisational and individual learning and development
Learning is the change in knowledge which is the result of experiences. It is a continuous
process and includes gaining new facts and information, acquiring new procedures, new skills
etc. The need for learning is result of dynamic environment to sustain in the competitive
environment as learning new skills is compulsory. As it is process so there are two parties leaner
and mentors. In the Tesco, learners are the employees and superiors are mentors. The two types
of learnings are as follows:
Organisational Learning:
This process is organisationally regulated learning process which includes the individual
and group based learning to enhance the overall organisation performance. This learning will
help the Tesco to improve the knowledge and performance of employees of organisation.
Individual Learning:
Individual learning is a process for employees to adapt new skills and knowledge . It is
opposite concept of organisational learning. But there is an interrelation between organisational
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and individual learning as organisations are comprises of individuals only. The main focus of
individual learning is to enhance the knowledge of an individual (PRATT, 2012).
Difference between Individual and Organisational Learning
Individual Learning Organisational Learning
The aim of individual learning is to enhance
the competency and awareness of individual
employee working in Tesco.
Organisational learning is focus on the
improvement of skills and knowledge of
organisation as a whole. The employees trained
collectively not separately.
Individual learning will help the employees of
Tesco to make a bright career.
The enhanced skills and knowledge of
employees will help Tesco to achieve pre-set
goals of company.
The Instructional System Design Model is the process of appraisal and development for
creating the instructional experience so that the learner acquire the skills and knowledge
more effectively and efficiently. This model is helpful to organisation and individual
learning at the time of training and development.
Training:
Training is a function of human resource department of organisation. It is a continuous
learning process which aid in the improvement of employees existing skills. The training will
help employees of Tesco to perform their job more effectively.
Development:
Employee development is a process in which employees with the support of employer
undergoes for various training program to enhance its competencies. Employee development is
very important for sustaining in the dynamic work environment. Development process will help
Tesco and its employees to improve productivity and achieve the goals.
Difference between Training and Development
Basis Training Development
Meaning It is the process by which company
enhance the skills of new and existing
employees in order to perform their job
It is a broader subtle of
training. Development is
concerned with overall growth
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effectively. and development of
employees.
Objective Its main objective is to improve the
overall performance of individual so
company can achieve the objectives.
Its main objective is to prepare
the employees for any
contingency situation
Role Its main role is to focus on present need
of organisation
Its role is to emphasize on
future roles.
Process It is a considered as reactive process. Development is proactive
process.
Orientation Job orientation Career Orientation
Training and Development are tools for the organisations to improve the overall
productivity of employees, in order to achievement of organisational objectives.
P4 Need for continuous learning and professional developments
Continuous Learning:
The continuous learning refers to enhancing the capacity of an individual. It is important
to learn continuously so one can adapt the changing work life and demands. There are certain
ways to or resources for learning new things frequently like online articles, magazines and
newspaper and evaluation of case studies (McKenzievan, Winkelen and itken,2012).
Professional Development:
It is a continuous process that goes continuously throughout the complete carrier of an
individual. This helps the employees to be updated with latest knowledge. It is important because
this allows employees to be competitive in profession.
The above concept can be used by the Tesco in order to drive sustainable business
performance. The significance of these concept are as follows:
To encourage personal growth:
Continuous learning and professional development is very helpful for growth of an
individual. In this process an individual learn new knowledge and skills in training and
development. These learning helps an individual to apply in their work and grow their personal
career as well as personal. The Tesco employees can get benefited by this continuous learning.
Improve Performance in current job
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The learning helps employees to improve their knowledge and skills. And by applying
these skills and knowledge while working can enhance their overall productivity. Continuous
learning enables employees to minimize error and maximize the productivity. The improved
productivity will help employees of Tesco to perform efficiently in current job to achieve goals
of company (Malik, 2018).
Prepare employees for advancement:
It is very important for employees to be prepared for any kind of contingencies in
company. With the help of continuous learning and professional development, employees of
Tesco can use their skills to avoid contingencies in company and one can get career
advancement like job promotion for their efforts and hard work.
Sustain performance in current job:
It is very important for employees to keep maintain their performance through out the
work. Now days, this is necessary for employees to keep their performance sustainable in long
term. As for better growth of employees, employer of Tesco must maintain continuous learning
so they can sustain their performance in long term (Khumalo, 2015).
Job Enrichment:
This process improve employees satisfaction by altering their work, either by adding
challenging task or adding new tasks for employees. As with continuous learning and
development, employees can enhance their skills and can perform their tasks efficiently. It can be
beneficial for both employee and Tesco. As it can reduce employees turnover for Tesco and
provides job satisfaction for employees.
P5 HPW contributes to employee engagement and competitive advantage within a specific
organisational situation
High performance working refers to environment and overall surrounding of
organisational workplace under which all the employees working in the organisation feels free to
communicate with their subordinates, colleagues and management in open manner. This freedom
of communication among the employees helps them to overcome the conflicts, therefore, it is
crucial to practice and understand the importance of high performance working system. Human
resource managers provide transparent culture at the workplace, this helps in developing and
maintaining mutual trust among employees. It encourage the employees to identify their roles
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and responsibility at workplace along performing their duties in proper manner so that goals of
business can be achieved in short period of time to achieve competitive advantage.
Along with this, working culture of every company is should be liberal so that all
associated and interlinked workers can have full freedom and liberty to share their opinion, ideas,
thoughts and problems with each other while working in team to achieve common objective. By
practising high performance working, organisation can become more capable in improving and
enhancing productivity level of employees and organisation as well (Krishnan, 2013). HR
managers should implement the practices of HPW for measuring performance of individual
employee and workers. It is based on some major dimensions that are constructive conflicts,
transparent in communication, solidarity and contribution in achievement of business success.
These practices help in developing employee engagement at workplace through which high
competitive advantage can be gained in following manner:
Transparent communication
If there is transparency in communication system, it will give liberty to employees to
share ideas and issues with management and subordinates easily. It would help in generating
feeling of equality and mutual relationship among employees and management through which
resistivity of them for working on new system can be reduced. Thus, this practice of transparent
communication system in the organisation enables in implementing new technologies at
workplace by which it can give tough competition to rivals who are dealing in same sector
(Hunter and Saunders, 2012).
Sharing duties
This kind of practice help HR managers in allocating different roles and responsibilities
to workers by engaging them in team. As if staff members work in collaboration, they can share
duties with each other which reduces their stress level or heavy workload pressure also. Equal
distribution of work among the employees helps a lot in getting high retention of employees and
giving tough competition to competitors also. Sharing the equal amount of workload among the
employees also helps in reducing the burnout of the employees. Conflicts among the employees
also reduces and they are able to perform best at their specific allotted roles and responsibilities.
After achieving the High performance working, the outcomes of HPW: Increases Sales
growth, organisational goal will be achieved and also increases the productivity.
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TASK 4
P6 Different approaches to performance management
Performance management system is important practice that every HR manger of the
organisation should implement as through this, employees capabilities are rectified and are
praised for their outstanding performance. The employees feel motivated when they are
appreciate or rewarded for their good performance, it is necessary practices this as employees are
the major assets for any organisation and also effects the profitability of the organisation.
Performance management system is considered as management style under which an
organisation creates a working environment for empowering its employees to perform at their
level best (Gominah, 2014). It involves various processes like setting of goals, reward and
evaluation. If a company provide rewards and compensation to workers then it will help them in
analysing the contribution of each employee. For any organisation, performance management
system assist this firm in cultivating competencies related to organisation and job-specific for
driving high performance and success.
Thus, in order to measure performance of workers for evaluation, HR managers should
use various strategies and approaches that are described below:-
Collaborative working approach:
This approach helps the organisation in assisting workers to work in collaboration for
achievement of a common goal. Instead of giving appraisals on annual basis, human resource
managers of the firm should provide grade to employees on the basis of their regular
performance. It would help in building an engaged workforce in which members can share roles
and responsibilities with each other (Cuff and Barkhuizen, 2013).
Comparative Approach
Using this approach, managers of an organisation can monitor performance of workers by
giving them ranks on the basis of contribution in achievement of business success. For example-
Human Resource managers can use this technique for providing rewards to best performers at
workplace. It will encourage other workers to work in hard manner. This approach creates a
benchmark for every employee and the work hard accordingly to achieve their targets in order to
improve their skills, knowledge and attitude to perform best.
Qualitative Approach
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It is beneficial in increasing productivity of employees by encouraging them to deliver
best services to customers. For example- under this kind of approach, human resource managers
should try to evaluate sales performance of business in context with future. For this process, they
monitor performance of employees in order to determine strengths and weaknesses of them.
Furthermore, they provide training to workers so that they can provide high quality service to
customers.
Attributive Approach:
Through this kind of approach, management of a firm track record of employees on the
basis of specific skills they have possessed. It includes problem solving skill, decision making
activity, innovative ideas, learning power and more. Further, managers can give rate to workers’
performance from 1 to 5 in graphical manner. This approach helps human resource managers in
identifying skills and abilities of employees while distributing different roles and responsibilities
to them (Aswathappa, 2013).
Result Approach:
This type of approach is used mostly by all organisations in order to evaluate
performance of workers on the basis of outcomes. Human resource managers use this approach
in converting business strategies into actions so that demand of customers can be completed in
short period of time.
The collaborative approaches talks about the how to work together for the purpose to
achieve the goals. The comparative approaches compare the performance of the employees and
rank accordingly for the purpose to improve the knowledge, skills and achieve the targets. The
qualitative approaches helps to increase the employees productivity for the purpose to provide
the best services to clients.
CONCLUSION
In the conclusion it can be said that an HR professional require some basic knowledge,
skills and behaviour to perform and manage the activities in business. Apart from this, an HR
required self audit to know one's strength and weaknesses and to enhance the strength and
overcome weaknesses. The training and development is an important function for human
resource management which needs to be followed by HR so employees performance can be
improved. The continuous professional development is very important for employees as well as
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company because it make employees sustainable for long term. High performance work model
assist organisation to support high performance work culture.
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