Development of Individual, Team, and Organization

This document discusses the importance of individual development in an organization and how it contributes to team and organizational growth. It evaluates the skills, knowledge, and behaviors required by HR professionals and explores the difference between organizational and individual learning, training, and development. The document also includes a personal skill audit and a professional development plan for a given job role.

DEVELOPMENT INDIVIDUAL TEAM AND
ORGANISATION
1

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Evaluate appropriate knowledge, skills and behaviours required by Human Resource
professionals................................................................................................................................3
P2 Determine a completed personal skill audit to identify appropriate knowledge, skills and
behaviour and develop a professional development plan for a given job role............................5
TASK 2............................................................................................................................................9
P3 Determine difference between organisational and individual learning, training and
development................................................................................................................................9
P4 Determine need for continuous learning and professional development for sustainable
business performance................................................................................................................10
TASK 3..........................................................................................................................................12
P5 Determine how high performance working contributes to employee engagement and
competitive advantage...............................................................................................................12
TASK 4..........................................................................................................................................15
P6 Determine different approaches of performance management and how they can support
high performance culture and commitment at Tesco plc..........................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
2

INTRODUCTION
Individual development is an important aspect for any organisation. Individual
development of employees supports to work with efficiency towards achievement of
organisational goals. Knowledge and skill development of different individual in an organisation
helps to ascertain strong human capital. Human resource manger plays a crucial role in training
and monitoring the employee growth and skill procurement. Human resource manger hires and
recruits talent employees to ascertain business stability. Efficient workforce helps to gain
competitive advantage and market place goodwill (Ackermann and Eden, 2020). Different
training and development programmes involves in improving he productivity of employees. In
context of Tesco plc. which a leading organisation based out of UK, an international retailer
headquartered in England. It deals in sales of groceries holding a large market share. It has a
strong customer base with large number of customer, Tesco plc. serves different customer via
online an physical stores. Human resource manager of Tesco plc. recruits different individuals by
matching different skills and knowledge with the job requirement. It conducts different training
and development activities to build an efficient workforce. This report covers different skills,
knowledge and behaviour required by human resource professional, factors used for
implementing attaining and development to employees, different techniques of high performance
working for enhancing employee performance, different techniques in which performance
management and communication results to high performance culture.
TASK 1
P1 Evaluate appropriate knowledge, skills and behaviours required by Human Resource
professionals
Human resource manager requires different skill and knowledge to formulate strategic
business planning and policies. Human resource manager performs different function for
employee engagement and ensure working relationship in the organisation. Human resource
manger performs different roles such as recruiting talented individuals, training and
development, employee welfare, workforce management, strategic decisions to ensure growth
and efficiency of the employee in an organisation (Bailey and et.al., 2018). In order to carry
these function, a human resource manager should ascertain competent skills and leadership
qualities to ensure workforce management. Human resource manager holds different roles and
3

responsibilities to conduct functioning of the organisation. It influences employees with effective
leadership and communication skills to render them direction of completing task accurately.
Human resource manger recruits different talent in an organisation that matches with the job
requirement and performs talent management to manage employee performance. Human
resource manger promotes employee engagement to develop ethical and smooth working
relationship. It required different ethical and cooperate value to promote ethical code of conduct
in organisation (Bititci, Cocca and Ates, 2016). Some of these skills and knowledge required by
human resource manger are been discussed below:
Communication skills
Effective communication skills bridge the gap of communication in the organisation. It is
important factor that a human resource manger should posses to influence and coordinate efforts
of different individual in an organisation. Human resource manager should be effectively
communicate and express the organisation objectives to employee. The professional should
carefully listen to employee issues and opinion to promote employee engagement.
Communication skills are crucial for managing smooth flow of functioning as employees
correctly perceives objectives and contributes to workforce efficiency. Communication skills
helps to effective communicate and interact organisation purpose to employees which helps in
building an strong working relationship.
Leadership skills
Leadership skills is crucial for a human resource manager to influence and communicate
organisation objectives top the employees. Employee gets right direction of completing different
task and objectives. Leadership skills involves communicating organisational objectives and
executing different task (Boella and Goss-Turner, 2019). An effective leaders involves
developing an positive working environment which impacts employee behaviour in an
organisation.
Training and development skills:
Training and development skills are required to enhance current acquired skills and
knowledge. It promotes different training and development activities to improve employee
knowledge and accomplish different task efficiently. Human resource mangers provides different
training and development programmes including on the job and off the job training programmes.
4

Training and development activities promotes professional and personal development to enhance
performance of the employees.
Decision making skills
Human resource manger should ascertain different decision making skills to formulate
and implement different strategic decisions. Decision making skills are required to take
important decisions at critical situations. Human resource manager implement decisions that are
taken by top level management and communicates to the employee to accomplish organisational
objectives. Human resource manger should have critical thinking capabilities in order formulate
long term planning decisions (Bratton and Gold, 2017). It involves analysing the employee
behaviour and business environment for formulating decisions which contributes business
success and growth.
Budgeting skills
Human resource manager should have proper budget skills to render compensation and
other incentives the employees. Human resource manager renders salary and other benefits to the
employees to encourage and motivate employees to work effectively. Its the ethical duty of
Human resource mangers renders fair and equitable compensation to all employees. Financial
rewards are also given to employees who are working efficiently. Human resource manger has to
disclose all the necessary information employee compensation to finance department.
Empathy
Human resource mangers should be empathic and compassionate towards each
employees. This ability helps to develops a sense of belongingness and affection among
employees. It builds cooperation and friendly working culture in the business. Human resource
manager takes concerns of individuals to promote health and safety and establish a positive
working business environment (Carlos and Rodrigues, 2016).
P2 Determine a completed personal skill audit to identify appropriate knowledge, skills and
behaviour and develop a professional development plan for a given job role
Personal skill audit
Personal skill audit is a written statement which defines the different skills set an
employee should have to achieve efficiency and productivity of work. It is like an personal
assessment which helps to identify different skills on has and the skills one does not. It also
defines different sources to improve skills and understandings of employees. It identifies the
5

personal skills required for different job roles. The personal skill audit for Human resource job
profile is stated as follow:
Skills Current performance Target performance Resources required
Innovative 8 9 Books, publications
and journals
(Kavanagh, M. J. and
Johnson, R. D. eds.,
2020).
Decision making 7 9 Employee
involvement, business
plan, critical
evaluation of business
events, participation in
business activities etc.
Leadership 9 10 Conferences, seminars
and through employee
guidance.
Job execution 7 9 Strategic planning and
decisions making,
delegating roles and
responsibilities.
Professional development plan
Professional development plan is an written statement of formulated plan that one would
like to achieve in near future. It defines different skills required and one has to specific job
position (Greer, 2021). Individual formulates plan to identify skills one needs to accomplish to
manage job roles. It helps in shaping professional personality in order to attain growth and
stability. Professional development plan for the position of Human resource manager is stated
below:
Skills to be Importance Measures to Resources Follow up or Date of
6

acquired of skills in job
position
be taken to
improve and
achieve
desired skills
required measure that
how far it the
specific skills
has been
achieved
achievement
of skills
Decision
making skills
Decision
making skills
are very
crucial for
taking
important
strategic
decisions to
manage
workforce and
business
environment.
In order
improve
decision
making skills,
I need to
interact with
employees in
my
organisation to
analyse their
needs and
wants, address
their opinions
regarding
different
business
events.
I want
business plan
statement with
clear stated
objectives and
goals
(Mäkikangas,
Bakker and
Schaufeli,
2017)
To measure
that how far I
have improved
the decision
making skills,
I take proper
employee
feedback
regarding the
decisions
taken,
employees
feedback will
helps to
evaluate
effectiveness
of
implementatio
n of decisions.
25/02/21
Communicatio
n n skills
Communicatio
n skills plays a
crucial role in
developing
employee
engagement
To improve
communicatio
n I need to
impart proper
communicatio
n system both
Resources
required for
developing
communicatio
n skills
includes
To measure
the
effectiveness
of
communicatio
n, setting
26/02/21
7

and working
relationship, it
important to
effectively
communicate
business
objectives and
goals.
informal and
formal in the
organisation
so that I am
able effective
communicate
to all
employees.
Daily
interaction
with
employees
will also help
to bridge
communicatio
n gap.
journals,
articles, books
on improving
communicatio
n to
employees.
performance
standard to
evaluate how
far employees
have
understood
organisational
objectives.
Leadership
skills
Leadership
skills plays
high
importance to
execute and
influence
employees in
promoting and
encouraging
efficient
performance,
it guides and
render proper
assistance to
accomplish
To improves
leadership
skills I have to
study and
examine
different
leadership
approaches
that will best
suit the
respective
business
environment.
Resources
required for
developing
leadership
skills in books
to analyse
different
leadership
approaches,
conferences
with
employees to
interact and
communicate
and executive
To measure
the
effectiveness
of leadership
in the
organisation. I
will have to
evaluate
performance
efficiency of
employees, if
employees are
effectively
performing
and satisfied in
27/02/21
8

business
success.
different task
and achieve
business
success.
business
environment it
means the
leadership
approach used
best suits the
customers.
TASK 2
P3 Determine difference between organisational and individual learning, training and
development
Individual learning and development are crucial to achieve work efficiencies and
employee productivity. It supports to enhance the skills and knowledge of the employees where
different individuals learn new skills and knowledge. It improves employee contribution in the
organisation. Training and learning programmes are been conducted by Tesco plc. In order to
enhance performance productivity and achieve work efficiency (Noe and et.al., 2017). The
different between individual, organisation and training and development are discussed below:
TRAINING AND DEVLOPMENT
Human resource manger renders different training activities to the employees. Training
and development activities are very crucial for workforce management and performance
efficiency. Different training and development activities includes off the job and on the job
training programmes. training is been given to the new employees or to the employs who does
not achieves the performance standard. Training involves special assistance and guidance to the
employees which helps to enhance current skills and knowledge of the employees. Training
programmes includes different activities where employees are given actual experience of how
work is going to be. Employees ascertain different new skills which improves the performance of
the employees (Pareek and Rao, 2015). In Tesco plc. Renders different training programmes like
on soft skills development training, technical skill development training, products and services
training. Where employees are been guided regarding proper functioning and management of
different organisational task.
9

ORGANISATIONAL LEARNING
Organisational learning ensures where different employees learns new skills and
knowledge from the work experience. Employees works at different department acquires new
skills from respective job. Organisational learning promotes to achieve organisation objectives.
Human resource mangers of Tesco plc. conducts and manages continuous learning by giving
employees appropriate assistance and direction of for employees to work effectively. When
employees are given proper learning and direction they feel recognised that there skills and work
is been valued. Organisational learning promotes efficient workforce to achieve business
objectives with the pre-determined target. Highly efficient workforce renders business success
and armlet positioning (Paul, 2019). It shapes the behaviour of employees leading to personal
and professional development of individuals. Organisation learning coordinates efforts of
different individual into group efforts.
INDIVIDUAL LAERNING
Individual learning refers where an employee acquires new skills and knowledge which
helps to achieve personal growth and development. Individual learning is important as
contribution of individual efforts results to group efforts different individual. It helps to build an
individual competent for accomplishing different task. An individual selects the field of job
where he/she has acquired education so work experience in the specific job role leads to
specialisation of work. Tesco plc. renders individual learning opportunities where an individual
can accomplish personal and professional growth. The main purpose of individual learning is to
make human capital competent enough to work to coordinate individual efforts to accomplish
organisational goals. Individual learning promotes personal growth and career stability where an
individual achieve job satisfaction (Schuchmann and Seufert, 2015). Tesco plc. renders different
learning opportunities which help to retain employees in the organisation and reduce employee
attrition. Human resource manger in Tesco plc. conducts training and development programmes
to improve skills and knowledge of employees. When an individual feel comfortable and
satisfied in an organisation they work proactively and effectively to accomplish business success.
P4 Determine need for continuous learning and professional development for sustainable
business performance
Continuous learning and professional development are one of the major aspects which
contributes to accomplishment of organisational goal. Human capital are building blocks for any
10

organisation. Human resource manger manges the workforce to develop business growth and
sustainability. Managing workforce in an organisation is crucial as it helps to develop
organisational growth and development. It promotes effective communication in an organisation
and encourages employees to achieve organisational objectives to promote business success.
Human resource manger in Tesco provides different learning activities to promote continuous
learning. Learning and development promotes good working environment which promotes
productivity and encourages employee engagement in organisation (Semedo, Coelho and
Ribeiro, 2016). In context of Tesco plc, it renders different learning opportunities to develop
continuous learning and professional development. Some of the needs and importance of
continuous learning and personal development are been discussed below:
 Employee retention: Employee retention refers to the number of employees who
continues to work in an organisation. Tesco renders continuous learning opportunities to
the employees to contribute personal development. An employee feels motivated to stay
an organisation when their skills and potentials are been valued in an organisation.
 Working relationships: Learning and professional development promotes working
relationship in the organisation. It promotes employee engagement as individuals put
accumulated efforts which result ethical environment.
 Internal Management: Human resource mangers in Tesco plc. manages the internal
environment of an organisation. It provides different learning opportunities to employees
in an organisation to enhance the productivity of personnel. Tesco plc. Segment
individual different team to coordinate group effort and delegate division of work.
 Customer services: Human resource in Tesco plc. renders learning and development
opportunities to the employees so that they engage to customers effectively. As Tesco
plc. is an consumer retailer organisation, so it becomes crucial; to recruit employees who
are efficient enough to deal and mange different customers. Tesco promises to give
quality services to its customer by rendering skill development opportunities to its
employees to attain employee efficiency to accomplish organisational goals (Sessa and
London, 2015).
 Personnel development: Personnel development are the attributes which contributes to
the personnel development and growth. Tesco provides different learning programmes
which contributes both personnel and professional growth opportunities.
11

 Learning culture: It is helpful in promoting learning culture in the organisation which
helps to build employees competent enough different business challenges. Where
employees proactively takes part in acquiring new skills and knowledge.
 Highly efficient workforce: Continuous learning develops efficiency and consistency in
performing different business activities. Employees becomes highly skilled and
specialised in conducting business performance.
 Quality products and services: Learning and development activities to the employees
improves employee understandings which helps in generating new innovative product
development ideas which enhance process and procedures to develops quality products
and services.
 Work efficiency: The major objective of learning and development programmes is
achieve efficiency of work. Efficient working management results to achieve
organisation objectives. Employee in an organisation conducts different activities fro
smooth functioning of the business (Smith, Jaggar and Love, 2016).
 Reduces employee attrition: Tesco plc. render different learning opportunities to the
employees which reduces employee attrition as employees feel recognised by personal
growth. Employees feels responsible for performing different functional activities and
develops a sense of respect as their skills and performance is been valued.
 Positive business environment: Continuous learning promotes positive business
environment which helps to ascertain employee engagement. It promotes learning and
development culture which employee improves their performance and productivity and
positively impacts the business environment (Stewart and Brown, 2019).
TASK 3
P5 Determine how high performance working contributes to employee engagement and
competitive advantage
High performance working helps in attaining business success. It is crucial for
implementing and achieving organisational objectives. High performance working contributes to
increase organisational productivity. It supports in making strategic business plan and policies.
Higher performance contributes to employee engagement and equitable working relationship.
Employee engagement refers to positive or negative behaviours of an employee in an
12

organisation. Whereas, high performance working refers to the efforts and outcome of employee
performance. In context of Tesco plc. which is an multinational retailer it recruits and hires who
are talented workforce. Human resource mangers plays different roles of training, development
and other motivational programmes to encourage employees to achieve organisational
objectives. High competent workforce helps to attain competitive advantages as organisational
designs and target are met efficiently (Voegtlin and Greenwood , 2016). Various perks of high
performance working are discussed below:
 High working performance proactively performs business activities to achieve the
business success.
 As Tesco plc. is an multinational retailer, the major objective is to attain market
recognition and international goodwill across different countries.
 Highly efficient workforce helps in maintaining the business success in market place
which helps in attaining market positioning over competitors.
 Human resource managers plays different roles for establishing motivation programmes
to encourage and motivate employees to attain productivity. Employees are also renders
different training and learning programmes to develop employee skills to build high
efficient workforce.
 It helps to promote business success and sustainability in market place by accomplishing
organisational goals.
 High efficient workforce performs business activities in accordance of pre-determined
standard set.
 It supports in creating positive work environment which helps to build strong workable
relationship among employees, employees actively works to enhance productivity of
business performance (Wilton, 2016.).
 Highly efficient workforces promotes team spirit in organisation which helps to
coordinate efforts of different individual to efficiently achieve target.
 It promotes employees personal and professional growth which impacts employee
performance positively and makes them highly efficient.
 It helps in building business growth and sustainability by accomplishing different task
which contributes for achieving business objectives.
13

 The major benefits achieved from highly efficient workforce is that it helps to implement
strategic business decisions taken by top level management.
 Human resource in Tesco plc. promotes employee relationship which helps to create
positive business environment as employee feels more determined and dedicated for
accomplishing different task.
 It helps to develop business ethical working culture as employees can raise out their
voices and address their opinions different events.
 Where employees are determined towards their working goals and objectives it helps to
establish an equitable working environment where all employees are been treated equal.
 Human resource managers in Tesco plc. implement different performance appraisals to
encourage and motivate employees to work efficiently (Woodcock, 2017).
 It helps in building competitive advantage as highly competent workforce will render
higher productivity in different business events and external challenges.
 Employees in Tesco plc. are highly competent for holding responsibilities and duties to
execute different business task and objectives.
 Internal management is an crucial aspect for developing employee engagement and build
strong workforce to achieve organisational aims and design.
 It bridges the gap of communication as it promotes effective communication in the
organisation which helps to implement prudent decisions taken by top level management.
 It helps in building market positioning by rendering reliable customer services and
products which develops strong market position and improves consumer perception and
relationship (Brewster, 2017).
 Efficient workforce conducts business activities in a efficient manner which helps to
improves the quality of products and services to customers. It supports in generating
innovative product development ideas and policies which boost business profit by
fulfilling customer satisfaction and market demand.
14

TASK 4
P6 Determine different approaches of performance management and how they can support high
performance culture and commitment at Tesco plc.
Performance management refers to measure of evaluating the performance of employees.
It involves different techniques and measure to evaluate and improve the performance of
different individuals in an organisation. Performance management helps to manage and control
the performance of employees in an organisation. Human resource manager evaluate and assess
performance of employees to achieve work efficiency and productivity. Human resource manger
in Tesco plc. uses different performance appraisal and management techniques to promote
employee engagement in business. Human resource manager recruits and hires talent employees
which best suits the job profile. To manage workforce HR formulates different strategies and
plans to allocate talent in appropriate business functions. Performance management defines a
clear vision of organisation objectives (Darkow, 2015). It gives a clear direction to individual,
team and organisation. When objectives are not clearly defined, employees feels demotivated as
their efforts and skills are been misdirected. Human resource manager manages workforce of
business by evaluating different analytical tools to measures the performance level of different
individuals. Performance management renders clear direction to the employees and motivate
them to perform best. Different techniques used by Tesco plc. For employee management are
stated below:
Defining goal: For implementing and management of performance of employees, human
resources defines the set of goals and objectives which has to b accomplish from different
individuals. Human resource manger allots different task to individual and teams. Goals are the
set of objectives which has to achieved for business success. Human resource manger a lot task
in accordance of the field of knowledge acquired by different individual.
Planning: Planning is pre determining in advance that what has to accomplished. For evaluating
performance management human resource manager formulates strategic planning for
implementing different objectives which promotes long planning and sustainability of the
organisation. As employee performance is a crucial aspect for business success (Jorna., 2017).
Action plans: This process involves selecting the best plan out of different the alternatives
which will helps to achieve organisational objectives. Human resource manager communicates
15

the action plan to the employees to determine the set of objectives by each individual. Action
plan determines the complete business plan which states set of target to be achieve.
Performance assessment: performance assessment defines to evaluate the performance of the
employees. Human resource conducts different motivational programmes to motivate and
encourage employees to improve the performance of employees. Highly efficient employee been
appraised or given other monetary incentives and the employees who are not performing well are
given special training and development to that they match target standard. Improving
performance of employees increase the productivity of employees and encourages them to work
proactively towards attainment of organisational objectives (Li and Su, 2015).
Reward system: Reward system is an important technique to motivate employees to achieve
organisational objectives. Human resource manager gives rewards to employees which helps to
develop a sense of value in the mind of employees as their work is been recognised and admired
which encourages them to work effectiveness and productiveness.
CONCLUSION
Human resource manager performs different function to ensure smooth functioning of
business activities. As employees are the building blocks which helps to attain organisational
target. Human resource manger plays crucial role to coordinate efforts of employees and give
them right direction and communicating organisational plans employee productivity. Workforce
management and performance management are the different functions of human resource
managers. Workforce management refers to functions for promoting employee engagement and
working relationship among the employees to build effective communication channel between
employees. Performance management is attained by evaluating the performance of employees by
giving them rewards, appraisals and training to employees to achieve work efficiency. Apart
from hiring and recruiting employees, human resource mangers performs different business
activities to maintain and manage workforce of business.
16

REFERENCES
Books and journals
Ackermann, F. and Eden, C., 2020. Strategic options development and analysis. In Systems
Approaches to Making Change: A Practical Guide (pp. 139-199). Springer, London.
Bailey, C., and et.al., 2018. Strategic human resource management. Oxford University Press.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of Production
Research. 54(6). pp.1571-1593.
Boella, M. J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Carlos, V. S. and Rodrigues, R. G., 2016. Development and validation of a self-reported measure
of job performance. Social Indicators Research,.126(1). pp.279-307.
Greer, C. R., 2021. Strategic human resource management. Pearson Custom Publishing.
Kavanagh, M. J. and Johnson, R. D. eds., 2020. Human resource information systems. SAGE
Publications, Incorporated.
Mäkikangas, A., Bakker, A. B. and Schaufeli, W. B., 2017. Antecedents of daily team job
crafting. European Journal of Work and Organizational Psychology. 26(3). pp.421-433.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Pareek, U. and Rao, T. V., 2015. Designing and managing human resource systems. Oxford and
IBH publishing.
Paul, S., 2019. Managing development programs: the lessons of success. Routledge.
Schuchmann, D. and Seufert, S., 2015. Corporate learning in times of digital transformation: a
conceptual framework and service portfolio for the learning function in banking
organisations. International Journal of Corporate Learning (iJAC). 8(1). pp.31-39.
Semedo, A. S. D., Coelho, A. F. M. and Ribeiro, N. M. P., 2016. Effects of authentic leadership,
affective commitment and job resourcefulness on employees’ creativity and individual
performance. Leadership & Organization Development Journal.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Smith, J., Jaggar, D. M. and Love, P., 2016. Building cost planning for the design team.
Routledge.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Stone, D. L. and et.al., 2015. The influence of technology on the future of human resource
management. Human resource management review. 25(2). pp.216-231.
Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource Management
Review. 26(3). pp.181-197.
Wilton, N., 2016. An introduction to human resource management. Sage.
Woodcock, M., 2017. Team development manual. Routledge.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management. pp.22-35.
17

Darkow, I. L., 2015. The involvement of middle management in strategy development—
Development and implementation of a foresight-based approach. Technological
Forecasting and Social Change. 101. pp.10-24.
Jorna, R. ed., 2017. Sustainable innovation: The organisational, human and knowledge
dimension. Routledge.
Li, C. H. and Su, K. S., 2015. The impacts of team learning on the development of a learning
organisation: a cultural perspective. International Journal of Learning and Change. 8(2).
pp.178-191.
18