Analysis of Continuous Learning and Professional Development for Sustainable Business Performance

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS
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TABLE OF CONTENT
INTRODUCTION............................................................................................................................3
P1 Appropriate and professional knowledge, skills and behaviour required by HR
professionals................................................................................................................................3
P2 Personal skills audit to identify appropriate knowledge, skills and behaviour......................5
M1 Professional skills audit with evidence of personal reflection and evaluation......................7
Professional development plan for HR manager.........................................................................7
P3 Difference between organisational and individuals learning, training and development.....10
P4 Analysis of the requirement for continuous learning and professional development to drive
sustainable business performance..............................................................................................11
P5 Demonstration of understanding how high performance working contributes to employee
engagement and competitive advantage within specific organisational situation.....................12
P6 Different approaches of performance management.............................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
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INTRODUCTION
Human resource manager is responsible for recruitment and management of highly
talented employees in the firm so that customers can deliver qualitative services in limited time
frame. It plan, implement and evaluate employee’s relationship within organisation in order to
plan strategies to coordinate them to work as a team for achievement of common objectives.
High performance working environment motivates individuals to make optimum use of their
existing skills and capabilities so that company can retain its competitive advantages.
This report is about Sainsbury which is second largest supermarket chain in United
Kingdom that offers products such as groceries, electrical and homecare. It has covered
information pertaining to appropriate professional knowledge, skills and behaviour required by
HR professional. Furthermore covered skills audit in order to analysis, identified skills that are
present in me for becoming Hr manager in future professional career. At last it has explained key
information pertaining to the way HPW contribute in employee’s engagement and different
approaches of performance management used by HR manager to enhance overall productivity of
company.
P1 Appropriate and professional knowledge, skills and behaviour required by HR professionals
Human resources plays very crucial role in all the firms and so as in Sainsbury as well
which includes selection, recruitment and retained talented, skills and high knowledge people
within the organization so that it can retained its competitive advantages. So, HR manager in
order to perform its relative task needs to have sufficient knowledge, skills and behaviour for
growth and expansion of business. Such as:
SKILLS
1) Communication skills: It is the first and foremost skills that need to be present in human
resources manager of Sainsbury in order to effective exchange information from one
individual to another. Such as in professional career it needs to share information to
employees about company objective, procedure and policies and respective duties that
need to be performed by specific individuals to complete the task (Fenech, Baguant and
Ivanov, 2019).
2) Decision making skills: The HR professional of Sainsbury also have skills related to
decision making that contribute it to take right decision to select right candidate at right
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place so that task can be easily completed in limited time frame. Furthermore it need to
take several other decision such as percentage of increment of employees, the way they
can be motivated to work hard for benefits of company.
3) Problem solving ability skills: Moreover, Sainsbury human resource manager must have
appropriate problem solving ability skills so that it can easily find alternative method to
resolve problem or conflict that arise between two and more individuals (Ra and et.al.,
2019). It must have capabilities to reduce conflict, issue face by staff member thus
motivate them to work for expansion of company in retail sector of United Kingdom.
KNOWLEDGE
1) Budgeting knowledge: Sainsbury HR managers are responsible or deciding
compensation and other types of benefits that need to be provided to employees so that
they are influence to improve their overall performance. At the same time they decided
amount to be spent in training and development, performance appraisal and social
activities for attained of better outcome (Collins, 2021). Thereby, HR manager of the
establishment that have sufficient knowledge related to budgeting can easily set
appropriate expense that Sainsbury needs to be incurred to trained, retain talented
employees within organisation.
2) Knowledge of new technology to select people: Sainsbury professional must also have
knowledge related to update or new methods that are used to attract and recruit candidate
for organisation at vacant position. Knowledge related to new technique which also
helped it to make new method and procedure to handle and manage thousands of people
that are working in the organisation. So, technology knowledge will contribute HR of
Sainsbury to effectively handle people and lead growth of company.
BEHAVIOUR
Courageous: It can be stated that Hr manager of Sainsbury has courageous behaviour that
contribute in taking always first steps to start and motivate people to do work so that company is
able to delivered services to customers. It also helps it facing challenges, stay positive and
thinking best possible options that could be used to resolve the issue for better outcome.
Friendly behaviour: Secondly, Sainsbury human resources professional have friendly behaviour
that encourage employees to share their relative issues, problem with others (Poell and Van Der
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