Developing individuals, teams and organisation | Tesco
Added on 2020-06-06
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Developing individuals, teamsand organisation
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1P1. (a) Appropriate knowledge, skills and behaviours required by HR professionals...........1P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the trainingand development needs considering KSB..............................................................................4P2 Creation of professional development plan for Jane Cambridge .....................................5P3Analysis of difference between organisational and individual learning; training anddevelopment...........................................................................................................................7P4 Needs for continuous learning and professional development to drive sustainable businessperformance............................................................................................................................9M1 evidence of personal reflection and evaluation.............................................................10M2 Importance of implementing continuous professional development.............................11D1learning cycle to achieve sustainable business performance objectives..........................11(P5)HPW Contributes to Employee engagement and competitive advantages....................12(P6) Approaches to Performance Management....................................................................14M3 benefits of applying HPW with justifications to a specific organisational situation.....16M4 different approaches and make judgements...................................................................17CONCLUSION..............................................................................................................................17REFERENCES..............................................................................................................................19
INTRODUCTIONDevelopment of individuals is an important task that implies increasing the knowledge,skills, behaviour and potential in order to raise their performance at workplace. HR resourceprofessionals in organisation possess various roles and responsibilities which they need toaccomplish for the development of employees. Development of teams in also a crucial task thatneeds to be performed by the managers for accomplishment of common objectives. Presentreport is based on analysis of key skills, knowledge and behaviour required being the HRprofessional of TESCO which is a global retail sector organisation (Aarons, G.A., and et.al.,2014). Further, analysis of personal skills of employee named Jane Cambridge will be made inthis report. A professional development plan is also created for the role of HR officer. Moreover,the difference between individual and organisational learning is also discussed along withrequirement of continuous learning and increasing professional growth as well as drivingsustainable business performance will also be evaluated in this assignment. This report will alsoprovide an understanding about difference between training and development along with theirrequirements for development of individuals at workplace. An essay has been made that willdetermine how high performance working will provide its contribution in employee engagementeffectively. At last, various approaches of performance management will be identified andevaluated here.P1. (a) Appropriate knowledge, skills and behaviours required by HR professionalsHuman resource professionals play an important role in adding values by ensuring thatorganisation will employ the right balance of employees in terms of skills and experience. Theyalso analysed that training and development opportunities should be available to colleagues forimproving their performance and achievement of organisation's aim and objectives (Eime, R.M.,and et.al., 2013). In TESCO, HR Professional are required to work closely with all the functionalunits to develop strategies and provide assistance to line managers for understanding andimplementation of policies and procedures. In the present scenario, for determination of skills,knowledge and behaviours of HR professionals, there are several roles and responsibilities ofhuman resource professionals that have been evaluated from appendix such as consultancy role,problem solver, coordinator, recruitment and selection, etc. In order to perform the role of HRprofessional in TESCO, knowledge, skills and behaviour required are mentioned as below:Knowledge: 1
Administrative management: As per given, HR professionals in TESCO are required towork closely with the department for development and implementation of policies andprocedure. For this, they need to have understanding of business management foradministration of pay rolls and maintenance of employee motivation so thatorganisation’s objectives will be effectually accomplished (Landy and Conte, 2016).Further, effective administration knowledge will help HR professionals to formulatestrategic plans and allocation of resources effectively.Conceptual knowledge: For performing the task of recruitment in TESCO, it is essentialto have understanding about concept of job description, person specification and jobadvertisement, checking application forms, interviewing and selection of qualifiedcandidates (Luthans, Youssef-Morgan and Avolio, 2015). Theoretical and practicalknowledge will help in hiring qualified workforce at workplace.Human resources and personal knowledge: Being an HR professional, it is alsoessential to have knowledge about individual and organisation’s learning, training anddevelopment and importance of team work towards accomplishment organisationobjectives. It also essential for HR manager to have understanding about thecompensation management and industrial relations.Counselling and communication: HR manager plays an important role in motivatingemployees at work by resolving their problems through communication and counselling.In order to perform this task, individuals must have knowledge of counselling and waysto communicate with employees. It will also help HR professional to accomplish the taskeffectively with functional units in TESCO and for retaining qualified employees atworkplace.Legal understanding: HR professional in TESCO must have knowledge about variouslaws related to employment compensation, leaves, welfare facilities, industrial relations,conflict resolution and employee rights, etc. This will help them in promoting equalityand diversity at workplace.Strategic management: Employees of HR department in TESCO are required to developHR planning strategies that consider immediate and long term requirement of employees.Therefore, it is important to have knowledge about ways through which trainingrequirement of employee have been identified.2
Skills:Communication and listening: Effective and professional communication skills arerequired as HR professionals in order to provide counselling and advising employees onpay and other issues related to remuneration including promotion and benefits. Coordinating: For development of teams, it is essential for HR professionals to havethese skills as it will help them in dealing with grievances and implementation ofdisciplinary procedures at workplace (Rock, 2014). Problem-solving: To negotiate with staff and their representatives on issues related withthe pay and conditions, it is essential for HR professionals in TESCO to have these skills.Time management: It is essential proper time management skill in order to manage andaccomplish tasks on specific time duration. It helps the HR professionals in meetingdeadlines at workplace.Strategy management: It involves skills related to planning, development andimplementation of effective strategies and policies on issues related with the workingconditions, equal opportunities, performance management, absenteeism and disciplinaryprocedures (Woodcock, 2017).Decision making and judgement skills: While working and undertaking negotiation withthe staff and their representatives such as trade unions, HR professionals should possessquick decision making and judgemental skills in order to eradicate issues and for creationof harmony in TESCO.Behaviour:Accountability: In TESCO, HR professionals need to have responsible behaviour andthey should be accountable for their activities. This responsible behaviour will help in theachievement of growth and development at workplace.Adaptability: HR professional needs to play a challenger role and adapt all the intenseand complex situations effectively. Leadership: HR professionals also need to have behaviour of good leader and shouldinfluence his team members to perform job in right direction so that organisationalobjectives can be accomplished as desired.3
P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the trainingand development needs considering KSBPersonal skills in HR professionals provided support towards the achievement of growthand development at workplace. It tends to reduce the efforts and raise efficiency in performingtasks and managing business activities. In the present scenario, analysis of personal skills auditof Jane Cambridge is accomplished (Jain and Gautam, 2016). This will assist in identification ofneed for training and development along with the improvement in performance of JaneCambridge. Moreover, the analysis of personal skills for Jane Cambridge is mentioned below:Information technology: From the personal skills audit of Jane Cambridge, it is analysedthat she has good practical and theoretical understanding of Microsoft word which help inmaking reports. Further, she also had adequate knowledge of excel spread sheet which isnecessary for making salary structure of employees at workplace. In addition to this,skills audit have provided understanding that she has no experiences in databasemanagement and HR software which are required to be achieved in order to perform theroles and responsibilities of HR professional (Devarajan, Maheshwari and Vohra, 2016).This will help in reducing the manual efforts and also raise the efficiency of humanresource's manager. A bit requirement of training is their to raise the knowledge andefficiency while operating and working the software. The personal also providesunderstanding that Jane has adequate knowledge of using internet emails and power pointwhich provide supports in development of various presentation and communication.Therefore, it can be said that Jane have appropriate knowledge of informationtechnology. Moreover, training is required to achieve of data base management and HRsoftware.Communication skills: From the analysis of communication skills, it was identified thatJane has good experience of writing reports which helps her in drafting reports inorganisation. It also has knowledge of producing material which are required to supportthe presentation. She also posses an adequate knowledge of tasking note of disciplinaryhearings along with the resolving disputes, interviewing and providing advise on HRissues. Though she lacks drafting contract of employment and providing training tonewly recruited employees at workplace (Buckingham and Goodall, 2015). However, it4
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