Skills required for HR professionals

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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1: Skills required for HR professionals.....................................................................................3
P2: Analysis of personal skills audit............................................................................................5
LO2..................................................................................................................................................7
P3: Learning differences..............................................................................................................7
P4: Need of continuous learning..................................................................................................9
LO3 ...............................................................................................................................................11
P5 HPW contributes to employee engagement and competitive advantage..............................11
LO4................................................................................................................................................13
P6 Approaches to performance management............................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
In large multinational organizations human resource (HR) are required for efficiently
managing workforces in such a way that it is able to improve company's working capabilities.
Since organizations are increasing their geographic reach and due to globalization company is
also employing candidates from other locations as well, thus it is role of HR that it is able to
learn new skills for improving its performance. Tesco is the chosen company for the analysis in
this report. Tesco provide wide range of groceries and general merchandise products to its wide
range of customers throughout the globe and due to which it one the largest retailer of UK.
Analysis of appropriate knowledge and skill sets for fulfilling the requirements of HR is done in
this report with the proper evaluation of HR roles in its professional time segment. Evaluation of
professional plan development is done in this report with the proper calculations of required
personal and professional skill sets. With that differences in different learning differences is also
done in this report with the proper implementation of different learning measures. Effectiveness
of continuous learning measure is also done in this report with the differential classification
between individual learning, training and development is done in this report.
MAIN BODY
LO1
P1: Skills required for HR professionals
It is role of HR to efficiently manage organizational work forces in such a way that it is
able to improve company's working capabilities and also at the same time resource organization
in such a way that company's working capabilities can be increased at minimum expenditures
(Mcdonnell and Sikander, 2017). Through this Tesco will be able to achieve its goals and
therefore HR must also learn new skills and talents because by this it can have a clear idea of
organizational requirements. For this HR has to implement Continue Professional Development
(CPD) by which it can brush-up its professional skills which will not only improve its working
capabilities but also at the same time enable HR to maintain a good efficient relationship with
employees by which their engagement with organization can also be increased.
Communication skills are considered as one of the most important qualification of HR
because by this only it is able to establish efficient relationship with its employees by which it is
able to motivate them to improve their working and learn new skills such that it is able to do
their personal and professional development as well (Ghauri and Ayub, 2018). This

communication bridge can also be used for the process of recruitment because in which HR has
to identify the true potential of the candidate in the shortest period by which it is able to resource
organization with the best suitable option (Geimer, Zolner and Allen, 2017). With that HR also
can utilize this effective communication skill to resolve organizational conflicts by which it is
able to develop a better understanding among employees and also at the same time increase their
engagement in Tesco by resolving their work relates issues.
Administrative skills of HR are considered a major role of HR because in this type of
roles HR has to play the role in which it has to manage employee data like employee leaves,
payrolls and many other by which HR can make sure that company can following all the
employee legislative laws. This is important for organization that it is able to treat all its
employees equally irrespective of their cultural or economical background, this is important
because if employee faces discrimination at their work areas then government may take strict
actions against organization. Therefore HR has to make sure that Tesco is obeying all the
governmental laws and all equal payment has been given to employees irrespective of their age,
gender and any other factor.
HR has to provide training to employee because by this it will enable organizational
employees to learn new skills and also will increase their loyalty towards the organization
because employees are getting assured that organization is concern about their personal and
professional development. Through this HR will generate a positive organizational image which
will be beneficial for Tesco because the working capabilities of employees is directly
proportional to the working capabilities of company. Therefore by providing training to
employee HR will resource organization with new skills and improved working capabilities of
employees (Poba-Nzaou, Galani and Tchibozo, 2020.). But this is not easy as it is said because
by providing training to employee HR will increase organizational expenditures and also at the
same time there are high chances of loss if the employee leaves the Tesco after this training then
organizational expenditures will be of no use. Also if the chosen employees are not able to learn
the lessons of training then in that case also organizational expenditures will be wasted.
Therefore HR has to make sure that it is able to choose the best candidates which are able to
learn new skills and also at the same time are loyal towards the organizations.