P1. Knowledge, skills and behaviour required by an HR professional

Developing Individuals, Teams
and Organizations

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
P1. Knowledge, skills and behaviour required by an HR professional..................................3
P2. Personnel skill audit of Jane Cambridge and professional development plan.................4
P3. Organization and individual learning and training and development..............................7
P4: Professional development and continuous learning to drive sustainable business
performance............................................................................................................................9
SECTION 2....................................................................................................................................10
P5: Effective use of High performance working (HPW) framework and performance
management models to support high performance culture...................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Development of individuals, teams and organization is an essential part of an
organization by which it can enhance the overall productivity of their employees and and the
organization (Developing Individuals, Teams and Organizations. 2016). To develop the teams
and individuals, an HR manger should know about their needs and requirements of an individual.
This report is based on the development of employee of Aldi. It is one of the largest super market
chain having more than 20000 stores across 20 countries. An HR manager of Aldi should
develop the knowledge skills and behaviour of an individual to make them efficient enough to
meet the requirements of Aldi. In this report, difference between individual and organizational
learning and training and development of an individual or teams is discussed. Apart from that,
roles of high performance working to enhance the productivity of the organization is also done in
this report.

SECTION 1
P1. Knowledge, skills and behaviour required by an HR professional.
An HR professional is a person who manages the human resources in account of make
things done from them. It has also a responsibility of appointing a perfect employee to a specific
task. HR manager of Aldi should possess the right qualification to develop the team and
individuals accordingly. The Different set of skills required by an HR professional are as follows
(Bolden, 2016).
Skills of an HR manager
Negotiation Skills:
The HR manager of Aldi should possess this skill as this skill is helpful in negotiating,
the issues related to working environment, union, coordination and facilities. It is the
responsibilities of an HR manager to negotiate such issues. If an employee is having demand of
extra wages then HR manager should negotiate with them.
Active listening:
An active listener should consider the problem of an employee on priority basis as it
helps in increasing coordination between employees and manager. An HR manager of Aldi
should be a good listener in order to provide better solution to their employees.
Knowledge of an HR manager
Legal and ethical knowledge:
AN HR manager should have proper knowledge about the laws and regulations of Aldi in
order to run business actives properly. Instead of laws, ethical knowledge is also required by an
HR manager so as to develop the ethics in the employees.
Personnel and Human resource:
An HR professional of Aldi should have specific knowledge about recruitment, selection
and employee engagement. This helps in attaining attention from employees and building good
relationship with them to take organization above to its competitors (Carlopio and et. al., 2012).
Behaviour of an HR manager
Coordination:

An HR manager should have good behaviour with other employees, this will help them
building good relationship. An HR manager of Aldi should have coordination with its employees
so that it can be able to make things done from the efficiently.
Versatility and adaptability:
The behaviour of an HR professional should be adoptable to catch all the changes and
challenges coming to it. This makes them experienced in accepting challenges to face any
situation. The HR manager of Aldi should have adaptability so that they can manage the work of
an employee accordingly.
P2. Personnel skill audit of Jane Cambridge and professional development plan
Th personnel skill audit is a process of identifying the skills of an individual and group.
Various skills are required in a work place to attain the target and objective of the company. By
using this skill it is clear in the minds of an HR manager of Aldi to check where the problem is
arising in employees working. If there is a lack of actions and concentration in the working of an
employee then it can easily be identified by an HR manager. With the help of this a worker or an
employee can be trained accordingly (Erez and et. al., 2013).
Personnel skill audit of HR manager of Aldi is:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft office
word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicatio
n skills
Drafting ✔

contracts of
employment
Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on HR
issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
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
✔
Consider the
ideas of others
to help solve
problems
✔
Following are the strength and weakness as per my personal audit :
Strength Weaknesses
 Jane Cambridge have analysed that  The decision making and IT skills of

Jane Cambridge am good at solving
issues and conflicts that may affect the
performance level of individual and
team(Harrison, 2012).
 The inter personnel skills and
communications skills of Jane
Cambridge are good so that it is able to
solve the conflicts arise in between
employees.
 The time management of Jane
Cambridge is good by which it is able
to perform the given task in time.
Jane Cambridge are below the desired
level.
 Sometimes confidence get so high that
leads to mistakes in its work.
 Laws and ethical weakness are also
there in Jane Cambridge.
 My problem solving skill is weak.
Personal development plan: This plan is used to identify the problems and finding of the
answered related to that question. In this plan the issues related to the personnel weakness are
discussed.
Serial
no.
Learning
objective
Current
proficienc
y
Target
proficienc
y
Development
opportunities
Time
scale
1 Problem
solving skills
5 10 This problem can be
overcome by facing more
difficulty levels. So that
Jane Cambridge would be
able to catch some
experience. This will help
them in solving the issues
related with problems.
30-45
days
2 Information
Technology
6 10 To overcome this problem
Jane Cambridge should
40-45
days

learn through online
courses and books. By
overcoming such problem
it would help them in IT
skills.
3 Communicatio
n skill
7 10 To communicate with
others efficiently Jane
Cambridge should learn
these skills through various
channels online. This will
help them in creating good
understanding with its
employees.
50-60
days
4 Laws and
ethics
5 10 This problem can be
handled by reading books
of Business laws so that it
may be able to learn ethics
in business environment.
35-40
days
Benefits of skill audit
 One can easily find its strength, weakness and opportunities.
 With the help of skill audit one can overcome its weakness.
Disadvantages without skill audit
 One cannot be able to find its weakness and opportunities.
 There will be difficulty in attempting those weakness without skill audit.
P3. Organization and individual learning and training and development
Organizational Learning
It is a type of learning in which an employee is not trained particularly . In this type of
learning a group of employees are trained to learn accordingly. This type of learning is not
applicable to small organizations. Since, Aldi is a large organization in which it is not possible to

train employees individually, hence this type of learning is best suitable for it (Buchanan and
Huczynski, 2013).
Individual Learning:
Individual learning is the process in which individual expand their skills and knowledge
through learning and acquiring new skills. This learning process is for the small organization . It
cannot be helpful to Aldi because it is a large organization having a great number of employees.
By using this type of learning, an effective employee can be developed as it focuses on
development of an employee individually.
Difference between individual and organizational learning:
Individual learning Organizational learning
It is type of learning in which individual is
trained particularly.
This type of learning is suitable for a group of
individuals.
This learning is best suitable for small
organizations.
This learning type is suitable for large
organizations like Aldi.
The main aim of this learning is to educate an
individual so as to increase its working
efficiency.
This learning process has an aim of teaching
about administration in the group of
individuals.
Training:
This is provided for an employee to improve its capacity, capability, performance and
productivity regarding the organization. Aldi should provide training to its employees in order to
increase their productivity and knowledge about the work of company (Johansson, Miller and
Hamrin, 2014).This is a short term learning process and it is provided for an employee once in an
organization. This also emphasises on enhancing the quality with accuracy and speed to
complete the project.
Development:
It is a continuous process in which an individual should learn through its environment in
which it is working. This can be developed with help of training provided to an employee. Aldi
should develop its employees which educate them about educational, physical, sociological
psychological and economic development for their better performance.

Difference between training and development
Basis Training Development
Duration It is a short term process. It is a continuous process of
developing an individual.
Meaning This program is conducted by
the company to develop the
knowledge of its work to
employees.
It is the capacity of an
employee to develop itself in
the context to organization.
Focus It is focused on present. It is a future terminology.
Aim Its main aim is to develop an
individual in accordance with
task
It is focused on developing
general and conceptual
aspects.
P4: Professional development and continuous learning to drive sustainable business performance
Continuous learning is an ever lasting process of enlarging the competencies and abilities
of an individual by aggrandize the knowledge. It will help the employee to improve their skills
by learning new skills according to the external environment. It also help in personal growth as
knowledgable employee is more valuable for the Aldi (Mahembe and Engelbrecht, 2014).
Personal development is an process of increasing the knowledge by maintaining the
qualification, certifications, conferences etc. It can help the Aldi by retaining their employees,
increasing their knowledge, increase credibility etc. Improvement of knowledge leads to
improvement in the current job and prepares for the advancement. Apart from this, it increases
the efficiency of the employees thus enriching the work experiences.
Kolb Learning styles
Learning theory is a process of two steps in which first to learn the knowledge through
past experiences and learning and second is to apply the learned knowledge into the real life
scenario so to solve the problem. Learning cycle is divided into four parts. In concrete
experience, the employee has knowledge from their past experiences. Aldi should give different
task like case study or debates so that employees can learn from it and gain new skills and
knowledge.

In reflective observation, individual try to analyse their past experience and how it can be
improve. Aldi should give proper training session so that the differences between understanding
and experience can be reduced. It will help the employees to improve their knowledgable thus
helping them to improve their performance.
In abstract conceptualization, the learner analyse their experiences from different
perception. It can help the Aldi as when launching a new product this type of people analyse
each aspect of the product and its impact on the company.
Active experimentation refers solving the real life scenario by applying the experiences
from learning. It can help the Aldi by using these kind of employees in the R&D department so
that new and unique product can be developed (Nancarrow and et. al., 2013).
Advantages and disadvantages of Continuous performance development.
Advantages Disadvantage
CPD motivates the employees to work harder
thus helping them to increase their
productivity.
CPD is a complex process which is hard to
implement
CPD increase the credibility of the employee
and apart from that employee turnover ratio
also decreases.
CPD is an expensive process and return on
investment is hard to get.
SECTION 2
P5: Effective use of High performance working (HPW) framework and performance
management models to support high performance culture.
High performance working is a process in which employees are fully committed towards
work and giving their highest productivity to attain success in the professional life. HPW helps
the company to create an environment which helps the employees to increase their efficiency and
effectivity. Culture and climate of Aldi affects the performance of the employees. Proper
working conditions assist the employees and Aldi to attain their mission and vision. Moreover
they remain enthusiastic, engross in the workplace and helps the company to create competitive
advantage through sustainable business performance. Key elements which can help the Aldi to
achieve HPW is working conditions at workplace, job design according to the skills and

capabilities, structured reward system and how knowledge is transmitting in the Aldi so to
increase organizational learning.
High performance working assist the company to achieve employee engagement. Aldi
should promote friendly working environment that includes sharing knowledge, individual
learning etc. Apart from this, they should organize training sessions, informal parties, workshops
etc so they learning can be achieved. Due to this the behaviour of the employees changes and
employees of the company will become more knowledgable and skilful. Skilful employees is
more productive than those who have less skills and capabilities. So if the conditions are
favourable to the employees than it will help the company to give sustainable business
performance thus gaining the competitive advantage over others (Pakdil and Leonard,
2014).engagement, HPW helps the Aldi to motivate their employees through rewards and
awards. Motivation of the employee can be increased from two factors one is intrinsic that
includes curiosity, challenges, recognition etc and extrinsic includes awards, monetary value etc.
Aldi should rewards like Hike, Promotion, Incentives, Foreign trips etc. Employee will be
motivated enough to achieve the rewards by giving full commitment towards works. It leads to
increase in productivity consequently helping the company to gain the competitive advantage.
Recruitment and selection of the employees plays an crucial part in the success of HPW.
Aldi should recruit their employees by monitoring and analysing their skills and capabilities and
how there competencies can affect the company performance. Apart from that, job should be
assign according to the skills of the employees so that they can give their best productivity. Job
analysis can be done through exit interviews, training, job evaluation etc. Aldi should promote
this so that employees would be motivated by assigning their task according to skills and as a
result employees will give their best performance and helping the company to achieve
competitive advantage (Salas and Rosen, 2013).
Apart from the employee performance management is a process of the monitoring and analysing
the performance of the employees and how it can be improve so that more productivity can be
attained. This techniques help the Aldi to ensure that employees are constantly achieving their
targets and goals. Performance management helps the company to align their mission and goals
according to the skills and capabilities of the employees so that it can be achieved within
deadline. A performance management activities involves regular reviews to the employees,
appraisal according to the individual performance, aligning goals and skills so that it can be

achieved etc. Performance appraisal is a sensitive process as it directly affects the performance
of the employee and the Aldi. If the appraisal is done on the basis of performance then it will
motivate the employees to work harder but if done on the basis of favour or biasness then it will
degrade the performance of the other employees.
HPW helps the company to make the environment working friendly due to chances of
conflict arising is low. Other than that it also promotes transparent communication. Due to HPW,
employees can outperform their own performance in the past thus helping the company to create
competitive advantage. If the employees are giving their best performance than chances of
earning rewards like bonus and incentives are also high.
P6 Different approaches to performance management
Performance management is done in Aldi due to strategic purpose as it will help the Aldi
to make their strategies according to the available skills and capabilities. Besides this it measures
the employees performance and how they can improve so to achieve the business objectives.
Moreover it is use for the development purpose as Aldi can monitor and analyse employees
performance with the help of system and how they can improve it so to achieve the best
productivity. At last Performance management system is use for administrative purpose as it will
help the Aldi to decide employee appraisal, incentives, bonuses, recognition and promotion on
the basis of performance.
There are different methods which are use by the Aldi to measure and analyse the
performance of the employees. Comparative method is use to compare the outcome and
performance of the employees working in the same department as comparing the employees of
different department will be wrong. With this approach best performer should be given the
rewards and those employees who did not met the expectations should be given a training so that
their weakness would be improve.
In attribute approach, characteristics are monitor and analyse by the company so to
compare with other employees. Parameters for comparison is set by the company like teamwork,
pressure handling in the critical situations, behaviours towards other employees etc. It will help
the Aldi while giving the promotion to the employees. Apart from that, it can also help the Aldi
while assigning the task so to attain the maximum productivity out of the employees.
In Behavioural approach, Aldi can use BARS technique in which parameters of
measuring the behaviour is set and employees are judge according to that. It can help the

employees to analyse their weakness and strengths and how they can improve it. So that they can
perform with their best efficiency (Tabassi, Ramli and Bakar, 2012).
In collaborative approach, all the above mentioned techniques can be use by the company
so to get the best result. Behavioural approach and comparative approach can be use so analyse
the performance of the employees and helps the company while giving the promotion. Fair
promotion decision motivates the employee and the environment in the workplace.
If all the approaches are properly applies in the Aldi workplace that it will motivate the
employees to work harder. For example, if comparative approach is used in the sales team then
employees who have sell the more products will be given rewards like incentives, bonus or
promotion. Those who have performed weak will be given a training.
As per the above information it can be summarized that high performance working helps
the company to attain their vision by giving sustainable business performance. It assist in
creating the desirable working environment through employee engagement, by giving rewards
etc. Apart from that performance management system helps the company to assess and improve
employee performance so that it can be improved with time and thus helping the company to
attain competitive advantage.
CONCLUSION
From the above report, it can be concluded that an HR manager plays an important role in
the development of an Organization. In Aldi, an HR manager should focus on developing its
teams and individuals to increase their performance. In this report, knowledge, skills and
behaviour of an HR manager are discussed. Apart from that, a personnel skill audit of Jane
Cambridge and professional development plan to analyse the mistakes is also done. In the end,
contribution of high performance working in performance management, collaborative working
and effective communication is also discussed.

REFERENCES
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global identity in culturally diverse virtual teams. Academy of Management Learning &
Education.12(3). pp.330-355.
Harrison, R., 2012. Employee development. Universities Press.
Huczynski, A., Buchanan, D. A. and Huczynski, A. A., 2013. Organizational behaviour (p. 82).
London: Pearson.
Johansson, C., D. Miller, V. and Hamrin, S., 2014. Conceptualizing communicative leadership:
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Corporate Communications: An International Journal.19(2). pp.147-165.
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organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology.40(1). pp.01-10.
Nancarrow and et. al., 2013. Ten principles of good interdisciplinary team work. Human
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Pakdil, F. and Leonard, K. M., 2014. Criteria for a lean organisation: development of a lean
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Salas, E. and Rosen, M. A., 2013. Building high reliability teams: progress and some reflections
on teamwork training.BMJ Qual Saff. 22(5). pp.369-373.
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Online
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