Developing Individuals, Teams, and Organisations: A Comprehensive Guide to HR Practices

DEVELOPING INDIVIDUAL, TEAMS, AND
ORGANISATIONS
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Table of Contents
Introduction................................................................................................................................4
LO1............................................................................................................................................5
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.................................................................................................5
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills, and
behaviours and develop a professional development plan for a given job role.....................7
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................9
LO2..........................................................................................................................................10
P3 Analyse the difference between organisational and individual learning, training and
development.........................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance........................................................................................12
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.....................................................................................................14
D1 Produce a detailed and coherent professional development plan that appropriately sets
out learning goals and training in relation to the learning cycle to achieve sustainable
business performance objectives..........................................................................................15
LO3..........................................................................................................................................17
P5 Demonstrate an understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................17
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................18
LO4..........................................................................................................................................19
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P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples of how they can support high-performance culture
and Commitment..................................................................................................................19
M4 Critically evaluates the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment.....................................21
D2 Provide a valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment, and competitive advantage.......................................22
Conclusion................................................................................................................................23
References................................................................................................................................24
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Introduction
In business enterprise training, learning and development procedures play a most significant
role and these processes are executed by human resource department. For having a high level
of success and growth it is very much essential for business managers to focus on the
development of employees, groups and overall workplace. The current report would be based
on the Tesco Plc which is one of the most popular supermarket chains of the United
Kingdom, which is specialised in selling merchandise such as books, toys, clothes and so on.
At present this, Tesco wants to develop skills and knowledge of its workforce so that they can
accomplish desired organisational goals and objectives in an appropriate manner.
This report will analyse the skills, knowledge, and behaviours which are required by HR
professionals. Also, it will include the factors which should be considered while
implementing as well as evaluating development and learning within the workplace.
Moreover, there would be discussed upon the contribution of high-performance working.
Different ways in which performance management and effective communication support
high-performance culture will also be evaluated in this report.
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LO1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
In a business enterprise, human resource manager plays a most important role because they
help the organization in developing successful business policies and strategies which build a
positive relation between senior management and employees, also their plans and procedures
help Tesco in generating a high level of financial profit (Wangand Ahmed, 2016). Tesco
Company gives core attention to its management people because they are the only individuals
who can manage the decorum as well as the future growth of the business enterprise. There
are different types of knowledge, skills, and behaviour which is based on KSB model and
also required by HR professional so that they can perform their roles and responsibilities in
most effective as well as in a systematic manner.
Skills Knowledge Behaviour
For becoming successful
human resource manager it is
very much important to have
good communication skills
because without them
manager cannot build
positive relationships with
his subordinates and also
cannot understand the
problems of subordinates.
Apart from this, he requires
good motivational,
recruitment and selection
skills so he can recruit
talented employees and
encourage them for
It is highly essential for HR
manager to have keep
knowledge about employee
and other legal laws which
implement on business
enterprise. By having this
type of knowledge he can
save the organisation from
financial or any other kind of
business loss. Apart from
this, he should keep
knowledge about the health
and safety practices which
will make employees safe
within the workplace.
Moreover, he should be
HR is the only person of
Tesco who listens to the
problems of employees and
provide fare salary to all
employees. So, it is
important for him to be a
good listener who will listen
to issues and problem of all
workers. Also, he should be
curious enough so that he
will help the organisation in
exploring new growth
strategies(Watkinsand
Marsick, 2015).
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contributing their efforts in
organisational growth and
development.
aware of fare pay scale
structure so no employee will
make a compromise with his
or her salary.
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