Team Development and Learning for Success

This assignment delves into the significance of team development and learning within organizations. It examines various theoretical frameworks, including research capacity culture (RCC), communicative leadership, entrepreneurial orientation, practice development in nursing, lean organizational criteria, and group development models. The focus is on understanding how training, motivation, knowledge sharing, and psychological contracts contribute to effective teamwork, improved task efficiency, and enhanced organizational performance.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Knowledge, skills and behaviours (KSB) that are required by HR professionals............1
P2 Professional development plan..........................................................................................3
P3 Differences among organisational and individual learning; training and development....7
P4 Need for continuous learning and professional development...........................................9
Section 2.........................................................................................................................................10
P5 How HPW contributes to employee engagement and competitive advantage ...............10
P6 Different approaches to performance management and using specific examples showing
how they support high performance culture and commitment.............................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In every organisation, development is necessary whether it is in business or in staff
members. It is regarded to be most necessary because it aids in bringing the change in vale,
practices and culture. If firm is not able to focus in developing itself then it will not enhance its
market share. Basically, development of an individual is based on employees but development of
a team is based on managers. In context of making an effective team, company should conduct
the training and development programmes (Blandford, 2012). If teams are developed in proper
manner then it will contribute towards development of an organisation. This present report is
based on Tesco company and it Was established in year 1919. It deals in providing books,
clothing, grocery items, internet and many others. Under this mention report will be discussed
about appropriate behaviours, knowledge and skills which are needed through HR professionals
across departments. Need for the continuous professional development and learning to drive the
sustainable business performance will be mention in given report. There will be discussion about
the contribution of HPW to employee engagement as well as competitive benefits in particular
situation.
SECTION 1
P1 Knowledge, skills and behaviours (KSB) that are required by HR professionals
In this modern era, HR professional is regarded as most necessary element in business.
Their main work is to hire employees, provide them training, enhance motivation, manage
activities etc. On the other hand, HR professional is a main reason behind enhancing productivity
of business. They are regarded as leaders because they give guidance to staff members so that
they can work in right manner. Tesco company want that its employees should be effective and
also should be capable in attaining the better results. The HR manager of Tesco implement the
policies at workplace which are developed through top management (Boud and Brew, 2013).
They manage work of the staff members and develop the better culture inside an organisation.
The knowledge, skills and behaviour of HR professionals in Tesco mention below:
SKILLS OF HR PROFESSIONAL: -
Decision making skills- Decision making is an act of selecting among two or more than
two action courses. It is necessary that HR professional should have the decision making skills so
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that it can make effective decisions in favour of company as well as employees. Decisions of HR
professional should be fair and strong.
Management and leadership skills – Under this, management skills overlap with the
leadership because both include in decision making, communication, time management, problem
solving etc. In Tesco company, HR professional is having all these qualities and leaders manage
the team through these qualities in an effective manner (Bolden, 2016).
Communication skills- Communication is an ability to share or convey ideas and
feeling. It is most necessary skill that should be in HR professional because through this, HR of
Tesco can interact with its employees in positive way and take their opinions about any specific
area. It will motivate the employees and they will work towards attaining aim of Tesco.
Problem solving skill- It is an ability of HR professionals to solve any issue in a
significant manner without impediments. If Tesco firm wants to enhance its productivity, then it
is necessary that all staff members should be work together in a team. It is essential that HR
professional should have better problem solving skills to resolve issue which are among
employers at work place. The conflicts develop negative impact on productivity so by provide
them better solution or resolve conflict, manager can develop the positive working environment.
IT skills- It is necessary that HR professional should have better knowledge about the IT.
It should have better knowledge about the tools and techniques related with technology. Under
this, capacity and ability which acquired by systematic, sustained and deliberate effort to carry
out activities in smooth manner by including technical skills or ideas.
BEHAVIOR OF HR PROFESSIONAL:-
Accountable – It is necessary that HR professional should be accountable and it should
have ability to take responsibilities about actions and commitment to complete work in an
effective as well as ethical manner.
Ethical behaviour- It is essential that HR professional should be ethical and perform the
business activities by following all values, principles and ethics. It should motivate the
employees to work in an ethical manner or by following all ethical consideration (Carlopio and
et. al., 2012).
Treat equally- It is a main behaviour which HR professional should have. It is important
for the HR professional to treat all employees equally and keep the same behaviour with all. It is
an effective way to enhance motivation of employees. At the time of implementing any policy at
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workplace, HR professional should including all employees and also aware them about the plan
or policy for their better understanding.
KNOWLEDGE OF HR PROFESSIONAL -
Knowledge of Best practices – The HR professional should have better knowledge
about the best practices which are performed through Human Resource department. The HR
practices are training and development, learning, career planning, performance management and
many others.
Knowledge of legislations- Legislation is a main part of business because it is necessary
for the manager to conduct all activities or business operations of Tesco by following all rules
and laws (Chiocchio and et. al., 2012). Different legislations are health and safety act, equal
employment, wages etc. Through all these legislation, relationship between managers and
employees will be strong at workplace.
Administration and Management– In this, it is essential for the Human Resource
professional to have significant and better knowledge about the management as well as business.
This person should be aware about the roles and responsibilities of management at workplace. It
will help for HR professional in planning, allocation of resources and many others.
P2 Professional development plan
Skill audit refers to process for analysing and recording skills of a group or a person. Its
main aim is to conduct the skill audit in company to determine the needed skills and knowledge.
In personal skill audit, an individual can analyse its skills. It is a process for analysis and
recording skills of a person or a group. A personal skill audit is more effective for a person to
determine strengths and requirements of employees in order to develop the positive working
environment, In Tesco business firm, skill audit is common and it is helpful in knowing skills
and capabilities of staff members (Erez and et. al., 2013). The personal skill audit is conducted
through HR professional because it knowns knowledge and capabilities of employees in better
manner.
The personal skill audit is helpful in identify the skill gaps in staff members. After
knowing the weakness and strength of all employees, manager of Tesco company will conduct
the training and development programme for development of staff members. It will be better for
employees as well as firm to overcome from weaknesses and enhance productivity. The personal
skill audit is mention below:
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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
Communicati
on 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 ✔
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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
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
Requirements Personal
Audit
Rating
(Scale 0-10)
GAP Remedial
Actions/Strategy
Deadline for
remedial
actions
5

Problem Solving 4 I did not get any
chance to solve issues
which are concerned
with business.
I need read books
related of problem
solving and read case
studies to make
improvement in my
skill.
30 to 45 days
Communication 6 Because of lack
confidence and
nervousness, I was not
able to communicate
well.
I should develop my
confidence by
participating in
various activities
like debate, seminars
etc.
25 Months
Decision Making 5 I am not able to take
any decisions instantly
because of having lack
of knowledge.
I need to improve
my skills through
reading books and
try to take quick
decisions in positive
manner.
30 Months
Management
and leadership
skills
6 I am not able to
manage large number
of employees at same
time.
By using appropriate
management and
leadership styles to
manage worker's and
organisational
activities.
25 days
IT skills 3 I do not have proper
knowledge about
software.
For improve this
skill, I will update
about the software
and will get proper
knowledge.
20 days
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Professional development plan refers to the formal means through which a person
working with supervisor or manager in order to set strategies, outcomes and goals of training as
well as learning. On the other hand, this action plan is depending on performance, achievement
and learning of individuals to plan for its professional and personal development. In Tesco, HR
professional developed the personal development plan (Griffin and Care, 2014). It is necessary
that plan should clearly explain the activities, time period and outcomes for meeting defined
aims with in set period of time. Under this, learning activities may consists informal and formal
training, meeting, seminars etc. in regards to develop new capabilities to meet career objective.
With the help of developing the professional development plan, strength and weaknesses of
employees or manager can be determined in a detailed manner.
In order to identify my own skill, Personal skill audit is mention below:
Strengths- My strength is communication skill and I can communicate with employees
in better manner.
Weaknesses- My weaknesses are Information technology and problem solving skill.
After determining all weaknesses and in order to overcome from them, there is Personal
Development Plan mention below:
A professional Development plan for HR professional of TESCO is as follows:-
Name Jane Cambridge
Specific Measurable Attainable Relevant Timely
Develop
ment
Area 1
IT skills
I want to
improve my
Excel
spread sheet
and use data
base .
After learning
skills, I will
able to use the
data base and
operate MS
excel.
Yes it is
attainable
for me.
This skills
will helpful
for me in
attain goals
because
through this
I can do my
work in
better
manner.
45 days
Develop
ment
Area 2
Problem
I want to
make
improveme
nt in my
After
improving
problem
solving skills,
This is
attainable
for me
because
At work
place
different
issue take
20 days
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solving problems
solving
skills.
I will able to
make solution
of problems
which can be
arise at
workplace.
through this
I can make
solution of
every
problem as
an HR
because it is
my
responsibilit
y to create
positive
working
environment
by resolve
conflict.
place due to
diversificati
on in the
work force.
Being an
HR it is
crucial that
are resolved
at the same
time so that
good
working
conditions
are
maintained.
PERSONAL DEVELOPMENT PLAN
Objectives GAP Hurdles Learning
methods
Target Dates
Problem Solving Lack availability
of competitive
benefits and
books.
I had not
opportunities to
make my own
decisions.
I should try to
solve issues by
reading books and
participate in any
situation of
problem solving.
5 January 2019 to
2 February, 2019.
Information
Technology
I do not have
proper knowledge
about software.
Obsolete
technology used.
For improve this
skill, I will update
about the
software and will
get proper
knowledge.
7 January, 2019
to 10 February,
2019
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P3 Differences among organisational and individual learning; training and development
Learning is a method to create knowledge as well as improve. Individual learning and
organisational learning both are varied from the each other. They both are necessary part of
company but they cannot be conducted at similar time.
Organisational learning- It refers to process of developing, retaining and also
transferring of knowledge with in company. Over a time, firm gain the experience for
improvement. It will help in creating some knowledge for company in an effective manner.
Generally, the organisational learning takes place by shared routines and frameworks which get
the establish result of the team learning (Holden and et. al., 2012). Under this, employees which
are already working in Tesco company increase problem solving and decision making skills
through making improvement in knowledge. If the organisational learning will be better than
company will able to attain its targets and aims in significant way. On the other hand, it included
way in which an organisation creates, supplement and also organise the knowledge to conduct
activities with in culture by improving use of wider skills off workforce.
Individual learning- It refers to capacity to develop knowledge by a person reflection
about the external sources and stimuli. It is a procedure under which staff members provided
chance to improve knowledge and skills on the basis of work. If the skills of employees will be
improved, then they will perform in a better manner. With the help of provide training and
development to employees, skills of employees will be improved and they will able to perform in
a better manner at workplace. In addition to this, individual learning helps in bring the
confidence in staff members because through this they can able to communicate with other
person as well as express itself (Johansson, Millerand Hamrin, 2014). It aids in the bring the self
development and through this all employees will work in confidence. In context to Tesco
company, self learning is necessary in employee because through this they are able to perform in
a better manner. The main benefit of individual learning is that it makes each employees capable
and skilled.
ORGANISATIONAL LEARNING INDIVIDUAL LEARNING
 It is helpful in developing
coordination and cooperation among
management and staff members.
Through this, all employees will work
 It helps development of staff
members. Through this skills,
abilities, behaviour and knowledge of
employees will be improved in an
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towards attaining the specific aim of
Tesco company.
 (Langkamp Bolton and Lane, 2012).
 The organisational learning is helpful
in providing different ways to operate
business.
effective manner.
 Individual learning is given through
conferences, seminars etc.
 It is helpful in enhance motivation of
employees in Tesco so that they can
focus towards achieving specific aims
and objectives of Tesco.
Training and development both are broad concept of human resource management.
Training is related to improving specific skill and development is overall grooming of an
individual.
Training: It is a procedure by which employees of an organisation learn new skills and
enhance their knowledge and attitude to perform specific job or task. Training improves
candidate's efficiency, effectiveness, productivity and performance. Tesco can use training to
enhance performance of their employees (McCormack, Manley and Titchen, 2013). It can
provide on-the-job or off-the-job training to employees. On-the-job training happens at working
situation by using actual tools and materials. It train employees when they are actually doing
their job. Off-the-job training, employees are trained at a different place away from actual
working area.
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Development: It is defined as a process in which various training programs are conducted
for developing personal and professional skills and knowledge of employees. Tesco should use
this to upgrade existing skills and knowledge. It fills gap between employee’s current stage and
desired stage. Main objective of development is to develop superior workforce.
Difference between training and development
Training Development
It is a process to develop skills and knowledge,
required for performing a particular job or
task.
It is an overall growth process for an
employee and not related to any
particular areas or job work.
It is a short-term process which is related to
specific task.
This is a long-term process which is career
oriented.
Objective of this process is to improve
performance of employees.
Its main objective is to enable employees
to perform critical tasks in future.
A trainer gives instruction to trainees and trains
them.
Managers are self motivated for their own
development.
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Illustration 1: Training & Development, 2015
(Source: Learning Vs. Training & Development, 2015)

P4 Need for continuous learning and professional development
Continuous learning is important for expand learning abilities through upgrade skills
regularly and also enhancing knowledge. At workplace, continuous learning includes viewing
experiences as the potential learning as well as re- examining assumption, policies, practices and
methods. In context to organisational level, continuous learning enhancing success of company
because of modifying economic situations (Pakdil and Leonard, 2014). On the other hand,
professional development refers to the learning to maintain or earn the professional credentials
for an instance attend conferences, informal learning opportunities etc. It is ongoing process and
also continue throughout career of professional. The professional development is helpful in
gaining the knowledge and skills to employees in an effective manner. Through this, they can
work in better manner and focus towards enhancing productivity and development of business. It
is like career development in which, employee get more knowledge and gain skills. With the
help of continuous learning as well as professional development, skills of employees will be
improved and they will focus towards attaining the specific aim of company with in given period
of time.
The employees of Tesco company understand requirement of learning and they are able
to get more knowledge in order to perform their activities in significant manner (Rae and Wang,
2015). It will be helpful in developing positive impact on productivity and growth of Tesco
business firm. This company has collaboration with different institutions from which it can
provide the education to staff members which are already working in company. Through this,
Tesco will able to motivate employees and will retain them towards company for long period of
time.
Importance of continuous learning and professional development is given below:
Enrich employee’s work experience - The continuous learning and professional
development both are helpful in increasing skills and knowledge of staff members at workplace.
It will be helpful in enhancing the working experience of all employees and they will focus
towards attaining the aim and objective of Tesco. If employer will create the positive working
environment at workplace, then the work force will work in better manner and their experience
in company will be better.
To encourage staff members : In a company Tesco, which has a history of almost 100
years in the market, it is important for employees to keep learning the innovative ways to satisfy
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the customers in order to maintain the company's reputation in the market. Learning would
encourage the employees to be more participative which would enhance their performance and
personal growth (Raes and et. al., 2015).
Improve performance in current job - Continuous learning would enable Tesco's
employees to improve their performances in their current jobs. With its training and development
programmes, employees would learn new ways to effectively do their job.
Sustain Performance in current job - Sometimes employee is needed to sustain the
expertise in the current job. Continuous learning of the market trends would facilitate the same
no matter how dynamic the environment gets.
Prepare employee for advancements - Tesco keeps improving its training programs
which enables the employees to progress and expose themselves with every strengths of the job
where there is a scope for growth. Continuous learning would make its staff more apt so that they
can grow and reach the advance levels of their workplace (Ryan and O’Connor, 2013).
Section 2
P5 How HPW contributes to employee engagement and competitive advantage
High performance is a set of management related practices which is attempted for creating
positive environment within the organisation where staff members have great involvement as
well as responsibilities (Tabassi, Ramli and Bakar, 2012). Designing of high performance work
is only possible when all the HR practices work together in the business firm. A HPWS is related
to determining what jobs an enterprise needs to do, designing the job, attracting as well as
identifying the types of personnel required for filling position and then evaluating staff members
performance. Then compensate them in appropriate manner so they can stay with the enterprise.
With the assistance of HPW Tesco can provide job satisfaction to their employees who are
working with them. Elements of High performance work system are:
Sharing information HPW create culture within Tesco of sharing information among staff
members and higher level executives.
Knowledge Development There is requirement of such peoples in the same organisation
who are multi skilled and capable of solving several problems as well as issues by using
appropriate approaches.
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Performance reward linkage With the assistance of high performance working System
Company can link employees with the goals of organisation. When rewards and several other
benefits are connected to performance, staff members will pursue results that are mutually
beneficial for themselves and the company also.
High performance work system implemented in the working of the organisation gives
positive outcomes such as provide job satisfaction to the employees. Along with this, staff
members feel that they are playing full role in enterprise. Thus, their expectations and opinions
value more in the business (Tynjälä, 2013). This help in doing work in team and along with it
activate participation of each and every person in the operations of Tesco. If employees are
satisfied then they will do their work in effective manner which will result in high quality
products and services, high sales, higher profit and customers satisfaction etc.. Apart from this,
elements of high performance working help in achieving competitive advantages if informations
related to everything will be discussed in the company then it will help in achieving goals as well
as objectives of the business in better manner. Apart from this, knowledge development also
assist in doing work by maintaining quality of goods and services which result in customers
satisfication and achieving competitive adavantages.
P6 Different approaches to performance management and using specific examples showing how
they support high performance culture and commitment
Performance management is the procedure through which staff members and employees
work together for planning, monitoring and also reviewing an employee’s working objectives as
well as their overall contribution to the business (Wellin, 2016). moreover, there are some
activities related to performance management such as: it focus on result rather then other
activities as well as behaviour of individual. Performance management assist in producing
meaningful measurements. There are some purpose behind performance management in the
Tesco which are mention below:-
Strategic purpose Performance management help Tesco in linking their staff member’s
activities with the goals of the business firm. These strategic purpose are results, behaviour,
employee’s characteristics developing measurement and feedback mechanism. In Tesco
performance management provide feedback to the employees which help them in personal as
well as career development.
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Administrative purpose There are several things related to the administrative decisions
which is decided on the basis of individual performance and in this performance management
helps a lot. These are salary, administration, promotion, retentions, layoffs, recognition and so
on.
Development purpose Performance management help in developing skills and knowledge
of employees and assist in developing them who are effective (West and et. al., 2014). Along
with this identify deficient aspects of employee’s performance and its causes.
Comparison between different performance management method is given below :-
Comparative performance management
In the comparative approach of performance management there is requirement of
comparing an individual performance with others. This approach usually utilise entire
assessment of particular person performance as well their worth and seeks to develop some
ranking of individual work in the group ( Woodcock, 2017). Sometimes it gives negative impact
also on individual because of its comparison workings.
Behavioural performance management
Behaviour of employees is considered as a one of the best performance management
approach. In this type of approach major work is done on identifying staff member’s nature,
perceptions, likes and dislike. So that, it will be easy for manager to manage their performance. It
emphasise that how personnel’s perform their job in the Tesco.
CONCLUSION
It has been concluded from above mention report that team working is necessary and it
helps in attaining objectives of company in an effective manner. Organisational learning is
beneficial for the business and its productivity but on the other hand, Individual learning is
effective for staff members to increase their knowledge, capabilities and skills to find out new
and unique ideas to perform operations and activities in significant manner. In mention report
studied about the personal skill audit and professional development plan. High performance
working contribute towards the employee engagement as well as competitive benefits with
situation of Tesco has been discussed under this report. The Tesco uses various approach related
to performance management. In order to supporting the high commitment of employees at
workplace.
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