Skills required for HR professionals

This report discusses the skills required for HR professionals in efficiently managing workforces and improving company's working capabilities. It also evaluates the personal skills audit and learning differences in HR. The report emphasizes the need for continuous learning in HR.

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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.

P2: Analysis of personal skills audit
HR is responsible for making several changes in organization such that its goal achieving
capabilities can be increased (De Widt, Llewelyn and Thorogood, 2020). However HR activities
for improving Tesco's performance has its strength and weaknesses and following is the SWOT
analysis of HR activities.
Strength-
1. HR has to improvise its hiring strategy in such a way that it recruit best candidate.
2. Analysis of company's internal strength by monitoring employee performance.
3. Improvising organizational structure such that high efficiency is achieved.
Weakness-
1. Due to high market competition recruitment process is time-consuming and high chances
of losing best candidates.
2. Unbalanced work load distribution in peak load hours due to which employee’s may face
high work load which make negative impact on their performance.
3. Unclear organizational structure will make a negative impact on employee’s performance
because they are not able to showcase their issues.
Opportunity
1. HR can increase the use of technological advancements for increasing its reach to
candidates.
2. HR must organize internships during peak hours by which work load can be distributed
among all employees (Collaborative, 2018).
3. To get good candidates for recruiting HR can advertise organization such that candidates
can be attracted and also company's image will also be improved.
Threat
1. Organizational strategies has to be developed in such a way that all employee legislations
are followed because if not followed then Tesco has to pay penalties.
2. Company's performance in front of its customers forces HR to make organizational
changes.
3. Organizational politics make negative impact on employee’s motivation and therefore
HR has to make sure that employees are motivated for achieving their goals.

The working capabilities of HR can be increased by proper evaluation of several key factors
which are as following in a tabular format.
Skill Strategy Resource Time Evaluation
Recruitment Online recruiting Organization's
technological
advancements
like computers.
Within 2
months
Candidates can be
selected through the
means of online
recruitment by which
speed can be increased
and also short listing is
efficient then compared
to tradition (Visontay,
and et.al, 2020).
Unbalance
work load
Organize events
like internships
and recruit part-
time workers
Company's good
image in front of
customers.
For 3 months HR has to make sure
that employees are
working in a uniform
work load due to which
they are having high
problem solving
creativity, for this HR
can organize internship
programmes by which
work load can be
distributed and
economic condition can
be maintained.
Unclear
organizational
structure
Improvise
organizational
structure
By using
company's
resources like
workforces
Within 6
months
Through this
implementation of
organizational changes
HR will simplify the
company's working to

its employees by which
their working
capabilities can be
increased because they
are having a clear vision
for asking for resolution
of a problem which will
increase their
motivation (Supriyatin,
Iqbal and Indradewa,
2019).
LO2
P3: Learning differences
Learning is the process through which an individual tend to acquire information at other
filed such that it is able to improve its working in the respective field. Due to which only
organizations like Tesco provide training to its employee because by this working capabilities
and problem solving capabilities of employees in increased (Uncapher and et.al, 2017). The
learning process is affected due to several factors and thus organizations like Tesco have to
consider the privileges and demerits of all the other factors such that they are able to provide the
best suitable option to employees by which chances of successful learning can be improved.
Individual learning
Individuals tend to learn new skills in such a way that they are able to fulfil their personal
requirements of improving their performance and for which they will have to pay high level to
attention towards achieving their objectives. Since high level of dedication can be seen in this
stage due to which employees tend to concentrate their work direction in such a way that high
and quick results can be efficiently achieved. But this has some difficulties such as less amount
of monitoring can be seen in this stage due to which there are high chances that employee may
concentrate their efforts in wrong direction because of lack of guidance (Annand and et.al,
2020). With that limited number of physical equipments can be made available due to which in

majority of the cases learning in limited to theoretical aspects only, which will affect their
working in physical environment of the organization.
Organizational learning
This type of learning can be provided in the work areas due to which employee will get a
clear sense of physical implementation of its theoretical approaches which will provide it a better
understand of core concepts and their limitations by implementing in physical environment. This
approach will clear the core concepts of the employee by which it will showcase the clear impact
on the working due to which employees will be motivated for learning new skills by which their
knowledge will improve (Rowland, Fulford and Ruxton, 2017). With that it will also increase
their approach towards solving a problem by which organizational working of Tesco can be
improved and resulting is a better performance in front of customers, which will also motivate
them to increase their engagement in organizational activities.
Training and development
Training and development are two different aspects by which employee’s performance
can be improved, these categories are having a same common purpose but also at the same time
have some differences which are as following.
Training-
Training is very much job centric due to which it is often provided into specific activities
by which employee’s performance can be increase in a specific position through which it will
achieve high organizational profits resulting is a better performance on ground level. HR provide
training to employee on a specific segment on the basis of specific requirements of the
organization (Wille, Century and Pike, 2017). This training will increase organizational
expenditures and due to which organization has to make sure that a effective and cost efficient
trainer is concerned by the HR to reduce the expenditures.
Development-
This is not specific to a limited region and wide range of information is provided to
employee through which their performance can be improved and this can be implemented mostly
at the initial sage when employee joins the organization. In this step several techniques are
provided to employees in such a way that their core conceptual performance can be transformed
in such a way that it will be beneficial for the organization. Since high level expertise, problem

solving capabilities are provided to employees which will develop an efficient grip on their
theoretical concepts, due to which it is called as development.
P4: Need of continuous learning
Learning is the process by which an individual can increase the chances of goal
achievement through which it will increase their working capabilities and also at the same time
enhance their creativity in such a way that they are able to resolve organizational issues. It is
important for employees that they are able to keep improving their performance by which they
will be able to efficiently change their performance with the changes in market competition and
organizational structures (Decker, 2017). This happens because organizations have to change
their working capabilities in such a way that they are able to provide products on the basis of
current market competition and for which multinational organizations like Tesco often have to
implement changes in its organizational structures. Thus HR must make sure that employees are
continuously learning new skills after every scheduled interval of time by which their
performance can be increased.
Kolb's learning syle-
This theory of continuous learning cycle classifies the learning process of an individual
on four different factors which are as following.
Concrete Experience- In this of learning employee encounters a new experience which will
motivate it to implement changes in such a way that it is able to improve its working capabilities
(Pianykh and et.al, 2020). This is achieved when employee tend to increase its engagement in
other fields than compared to its respective field by which it will get new experience.
Reflective observations- In this stage the employee tend to utilize the new experience such that it
is able to identify the performance in context with the expected outcome and achieved outcome.
Thus employee tend to analyse its personal performance with the new learning which helps in
self evaluation of performance, resulting better grip on self expertises.
Abstract Conceptualisation- This is next stage of learning in which employee tend to create its
own personal ideas for effective implementation by which performance can be improved.
Comparison of self performance is done with the new learning will motivate employees to
implement changes by which better understanding of concept can be achieved.

Active Experimentation- This is the final stage of learning in which employee tend to implement
the learning core concepts with its personal experience by which new experience can be
achieved.
Honey and Mumford learning -
This learning style doesn't rely on employee experience with the new learning and
therefore it tend to be an managerial approach for identifying the best suitable learning style for
an individual. This learning style is divided into four different directive approaches by which HR
can identify the best suitable method for improving employee’s performance, following are the
different approaches (Liu, Zhao and Zhao, 2020).
Activists- This type of learner concentrate their efforts on learning through their experiences by
which they have high command on the activities. This type of learning is limited to short range
by which employee is not able to identify the goal achievement and also at the same time is
limited to understand process by its physical appearance.
Theorists- This style of learner concentrate their efforts on learning through theoretical
approaches by which high level of creativity can be seen because they integrate hypotheses with
data. This happens because employee tend to integrate the process into small steps by which it is
able to analyse the activity into small detailed step. This varies step motivate employee to merge
other learnings also in this current learning by which new results can be achieved and also
improved overall performance can be seen.
Pragmatists- This learning style is the combination of activists and theorists because this type of
employee tend to implement learning into physical life for high performance. Due to which
employee tend to learn new skills and understand them in complete details by which high
command on learning can be achieved and also with that through physical implementation
learner is able to improve Tesco's working on ground level.
Reflector- In this type of learning individuals tend to learn new concepts through the means of
watching activities by which employee can physically implement actions but it has to get all
different point of views. Thus this type of learning capabilities in employees will motivate
employees to learn new fields but this is limited to their physical appearance but to which less
involvement can be seen in less observed field.
Lewin's field of learning-

This theory of effective learning states that individual's learning is affected by two main
factors which are the environment in which an individual has grown into and due to which it has
created a environment which make a direct impact on the working and learning capabilities.
Thus the second stage is the present environment in which employee is working, this is important
because it increases the chances of informal learning in which more than one sources are
available and due to which unclear information can be achieved because of sources like TV or
online portals. This may be effective but provide unclear organizational structure to employees
due to which they are not able to understand the core concepts. This type of learning is
environment based by which it has formulated this which is as following.
B= F(pe)
B= represents behaviour
f= function
P= person
E= Total environmental situation
This showcase the impact of environment on employee’s performance and thus company
has to develop effective organizational structures.
LO3
P5 HPW contributes to employee engagement and competitive advantage
Upper management within Tesco has always required to follow the concept of HPW
(High Performance Working) in its workplace, because this is very effective tool to company
increasing the levels of employee engagement within the market place. In this dynamic and
modern world, top-level management within many successful businesses are taking lots of
advantages from HPW, in which upper management at Tesco also need to take steps towards
adopting and using the concept of high-performance working (Rodriguez, 2019). This is really a
very effective way to a business for increasing performance and productivity of its employees.
Currently employee engagement is very necessary to a business in market place, because when
upper management of a company maintains effective employment engagement in the workplace,
then this factor of company motivates to existing employees for working harder in the daily
operations. However, Tesco has already known the value of effective employee engagement, and
that’s why it has used different strategies to maintain it properly. For example; management

provides rewards and appreciation to employees, it properly communicates with all employees to
make them comfortable in workplace, it provides appropriate leisure time period to enable
employees for maintaining work life balance.
In this highly competitive market place, there are high-performance working is another
very effective way to Tesco for improving the levels of employee engagement. Basically, HPW
method will be able to the management of existing retail company to work in well-being of
employees. For example; provide employees appropriate training and development sessions
which can enable for improving their existing skills and abilities. After having proper skills and
abilities, employees can simply grow in market place (Ittner and Keusch, 2017). This is the main
reason that, HPW is very effective way to business in order to improve employee engagement. In
many cases, the concept of high-performance working contributes in developing better employee
attitude as well. Upper management at Tesco has already knows that, competition in the UK’s
retail industry is continuously increasing, and that’s why this is very important task to company
for taking steps towards making an effective employee engagement, because after having
appropriate employee engagement in the workplace, it can simply gain very huge competition in
the market place. Basically, effective employment engagement motivates to an employee for
putting its huge efforts in the workplace of Tesco to achieve overall targets and business
objectives of company in market place.
High performance working is very beneficial to company, because it contributes in
gaining huge competition in market place. Currently there is huge competition in the UK’s retail
industry. For example; there are Marks and Spencer, Asda, Aldi, Iceland foods, Argos,
Morrisons etc. retail companies give very tough competition to Tesco in market place. This is the
main reason that, upper management of Tesco should always consider HPW’s concepts in its
workplace. High performance working is enough to Tesco for improving performance of its
employees and workers in the workplace. Basically, when company’s most employees become
high performers with the support of HPW, then this factor will automatically help to company
for improving its overall productivity and performance in the market place. At the end, Tesco
can simply can simply beat its competitors in market place after having an excellent productivity,
and gain huge competitive advantage (Park, 2020). High performance working is mainly
considered by HR department of Tesco, because this department is always responsible to
improve productivity and performance of employees in workplace.

Basically, HPW will influence to HR department of company for taking decisions
towards provide different sessions of training and development to existing employees. In this
situation, after participating in these sessions, employees can simply enable to perform very well
in the workplace, and this aspect of HPW will be able to Tesco for gaining an excellent
competitive advantage in market place.
Justification
Currently Tesco is the highly reputed retail brand of the United Kingdom, but existing
very higher market competition is very challenging to company. In this situation, the concept of
high-performance working can support to company, because this is very beneficial in order to
improving the levels of employee engagement within Tesco, and also helps in gaining huge
competition in the market place. In this modern, many Tesco’s competitors also knows about the
value of HPW, and that’s why this retail business should always consider High-Performance
Working in its workplace to always gain better outcomes in market place.
LO4
P6 Approaches to performance management
Following the concept of HPW is not enough to Tesco’s upper management, because
there are some other aspects, like; approach to performance management also can play very
effective role to the company in achieving higher growth in market place. Currently there are
many innovative and productive approaches of performance management simply available in the
market place, and upper management of Tesco can adopt and use them in its workplace for
supporting high performance culture and commitment (Um and et.al., 2018). In existing highly
competitive market place, upper management within most companies wants to hiring different
highly skilled and talented employees in their respective workplace for improving their overall
performance, in which approaches of performance management are enough to Tesco for gaining
many high performers in the workplace. There are some major approaches of performance
management has been discussed below;
Establish goals: This is the first approach to performance management where upper
management of company Tesco have to put its huge efforts for establishing appropriate goals.
Basically, this approach provides an effective framework to all existing employees of company
for what should they have to be done in daily operations. After having any goal or target in the

workplace, employee will be motivated to work harder to achieve that established and decided
goals.
Develop a plan: Development of a specific plan is also a very effective approach to performance,
in which upper management of Tesco have to make or develop a plan for managing performance
and productivity of employees while conducting different business operations in the workplace.
In this plan, the management should include those all resource also which it can use for turning
ordinary employees into high performers. That’s why this approach is also very effective to
Tesco.
Take action: This is the third and most important approach of performance management where
existing management of company have to take action for improving the performance of
employees and workers. While running different business operations, Tesco should take action
towards using different performance management tools, like; KPI (Key Performance Indicator)
to know whose employees has an effective performance in daily operations, and who’s
employees has need of specific training sessions to be high performers in the workplace. After
knowing about poor performers of workplace, upper management should provide training and
development sessions to employees to improve their existing performance.
Assess performance: Access performance is another key approach to performance management,
in which this approach can support company to properly assess the performance of all employee
in order ensure that all employees are performing effectively in the workplace (Zhao and
Priporas, 2017). This approach is enough to company for identifying such employees who has
not appropriate performance in the workplace.
Provide rewards: According to this last approach of performance management, upper
management of Tesco have to give reward and appreciation to those employees in the workplace
who has very excellent performance. When the management gives rewards and appreciation to
high performers, then poor performer will be motivated to work harder in the workplace in order
to improve their performance.
CONCLUSION
From the above analysis it can be concluded that organizations have to change their
working procedures as per changing market trend by which they will be able to attract wide rang
of customers towards the organization. For achieving this HR at Tesco has to implement

organizational changes by which it will be able to improve the goal achieving capabilities of the
organization and also at the same time it will also enable organization to increase its reach by
improving the product quality or by proving new products to customers. Thus in all the cases HR
is responsible for identifying organizational requirements and then improvise its working
according to that like learn new skills and improve its professional working capabilities. By
learning new skills HR may not be able to improve its working but also at the same time it can
improve its learning capabilities. With that it is also classified that learning process is affected by
the surrounding environment and because of which employee feel differences in individual
training and organizational training. Also with that HR will motivate other employees to learn
new skills in such a way that they are having sufficient practice by which their working
capabilities can be increased in such a way that it is able to provide organizational benefits.

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