Developing Individuals, Teams, and Organizations

This report discusses the importance of continuous learning and professional development in driving sustainable business performance. It explores the skills, knowledge, and behaviors required for HR professionals and highlights the difference between individual and organizational learning, training, and development. The report also includes a personal skill audit and a development plan for a HR professional at Tesco plc.

Developing Individuals
Teams And
Organizations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Describe HR professional skills, knowledge and behaviours................................................1
P2 Examine personal skill audit in order to develop professional management plan.................2
TASK 2............................................................................................................................................5
P3 Discuss the distinguish between individual and organizational learning, training and
development................................................................................................................................5
P4 Identify the requirement of continuous learning and professional development to drive a
sustainable business performance...............................................................................................6
TASK 3............................................................................................................................................7
P5 Discuss the contribution of high performance working in employee engagement and
competitive advantage.................................................................................................................7
TASK 4............................................................................................................................................8
P6 Evaluate the approaches of performance management that can support high performance
culture and commitment..............................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
All businesses operates its business activity with the contribution of individual as well as
team so as they can complete their tasks easily and improve productivity, profitability as well as
market shares. Development of an individual and team is essential for an enterprise in order to
increase their performance and provide appropriate solutions to employee's problems. This report
is based on the Tesco plc which is a British multinational groceries with headquarters in
England, United Kingdom. It was founded in 1919 by Jack Cohen and it has diversified into
several areas like retailing of books, clothes, petrol, furnitures, toys, electronics, financial
services, software, telecom as well as internet services. Under this report discuss about
professional skills, knowledge and behaviour of HR professionals which is attached with the
personal skills audits. Also, study on the difference between individual and organizational
learning, training and development. In addition, focused on the requirements of continuous
learning and professional development along with the performance management approaches.
TASK 1
P1 Describe HR professional skills, knowledge and behaviours.
Human resource professionals plays an important role in managing as well as directing
persons on every stages of their working performance. It is liable to perform several business
activities such as recruiting, selection, training, development as well as performance appraisals
(Berry, 2011). To perform all these function a HR professional of Tesco plc needed to have a
required set of skills, knowledge and behaviours that helps in performing all activities
appropriately. These are considered as follows:
Skills: Problem solving: This skills are required in HR professionals of Tesco plc as it is
important for both individual as well as organisation which helps in exert control over the
environment. This provides a clear mechanism of analyse the problem, find out their
reasons along with solutions and determine a course of action. Analytical: This type of skills are required to analyse the issues and challenges in order
to develop a logical thinking for the purpose of addressing those issues appropriately. The
HR professional of Tesco can generate logical thoughts to take a effective decisions and
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develop employees efficiency that assist in gaining maximum contribution to achieve the
company's objectives and goals.
 Hard-worker: HR manager of Tesco plc can require diligent in performing tasks and
duties as well as willing to learn new things that helps to grow in a company. There are
several qualities of hard workers like productive, be on time, help other, team player etc.
Knowledge: Leadership: It is necessary for a Tesco plc HR professional as it required to lead an
individual or team in order to guide them for performing tasks effectively by
accomplishing objectives. It helps in motivating their employees and co-workers to
contribute more and increase overall productivity as well as performance.
 Direct observation: This kind of knowledge of HR professional of Tesco helps in
understanding and evaluating individual's and team behaviours in order to know what is
happening exactly. It is useful to know actual behaviour of team mates and properly
evaluate them and make practices to minimise negative outcomes (Von, 2012).
Behaviours: Commitment: Today's business activities are complex in nature as human resource is
dynamic so a HR professional of Tesco demonstrated a strong commitment towards the
ongoing learning as they are able to perform better. This is to be developed by
conferences, communicating with colleagues etc. Innovation: It is the one of the attractive behaviour of HR professionals which is
required to Tesco manager in order to take a competitive advantages. This behaviour
involves the creation of new ideas, implement changes apply new knowledge and explore
opportunities (Eaton, 2015).
 Controlling: HR manager must be the one who have the behaviour of controlling the
things appropriately. The behaviour of HR professional of Tesco will enable them in
identify the risk and avoid properly which helps in developing the competitive positions.
Desired professional role
Knowledge Skill Behaviour
Leadership Hard worker Commitment
Direct observation Problem solving Innovation
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Analytical Controlling
P2 Examine personal skill audit in order to develop professional management plan.
Personal skills audit define as a measurement procedure of individual's skills,
knowledge as well as behaviours in order to know their strong areas and weaknesses while they
perform individual or in team. It considered as a valuable method that are required to get rid of
weak areas by increasing strengths (Goetsch, 2014). Tesco's HR professional can execute their
roles and responsibilities effectively when they understand own strong and weak points so as a
manager of the company it is important for me to conduct audit towards my personal skills.
These can be considered as follows:
Personal skill audit of mine as a HR professional of Tesco plc:
Skills Rating Knowledge Rating Behaviours Rating
Analytical 5 Leadership 1 Commitment 3
Problem solving 3 Direct observation 4 Innovation 2
Hard worker 2 Controlling 5
From the above tabular diagram it shows that to determine the audit of mine personal
skills, behaviour and knowledge I used rating system which is between 1 – 5. where 1 is the
lower rating and 5 hi the highest one that is available in me. As per the tabular form of auditing it
is clearly describe that my personal skills and knowledge are average or above average.
Some of my weaknesses and strengths are mentioned below that are analysed from
personal skills audit:
Strengths Weaknesses
 As I have a have a analytical skills as a
huge level which will be used in
analyse challenges effectively and
make appropriate decisions which helps
in performing business activity
properly.
 The area where I am lacking is
leadership behaviour that is not seen in
my personality this will restrict me in
leading people in order to accomplish
objectives.
 Lack of hard working skill personality
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 The strengths which I have is
controlling behaviour that assist in
examine the risk and performance or
co-workers and avoid them to take a
competitive advantages.
 I also have strong area in knowledge
about direct observation which helps
me a lot in understanding actual
behaviours of people.
limits me while there is need to take
responsibilities and duties towards the
organisation.
 Innovation behaviour is not presented
in me as I am not able to innovate a
new concepts and thoughts that restrict
me in increasing the performance and
promotions.
Personal development plan defines as a process of setting up an plan of action that
assist individual or team to get over weaknesses and make them able to execute assigned tasks
and responsibilities effectively and efficiently (Hartnell, 2011). The personal development plan
of mine as a HR professional as follows:
Area to be
developed
Activities
required for
development
Duration Development
monitoring
approach
Assessment of
development
Detailed
evaluation
Leadership
Skill
Promotion
system.
Employee
centric
approach.
HR and senior
manager
collaboration.
5 months Measuring my
development
in leadership
behaviours by
check-ins and
meetings as
well as
increased
employees
performance.
Senior
managers and
directors helps
me a lot in the
development
of leadership
behaviour.
After this
improvement I
am able to
lead a team in
an effective
manner.
Innovation
behaviour
Talent
management.
Performance
management,
1 months Delegation of
responsibilitie
s as well as
reward
The
management
of a company
provides
I feel that after
taking
measurements
I am able to
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regulatory
compliances.
Engagement and
retention.
mechanism
helps me to
measure the
behavioural
development.
motivation and
encourage me
to share views
and opinions
that helps me a
lot in
developing
innovative
behaviour.
generate new
and creative
ideas that are
most likely by
my team mates
as well as
company's
management.
TASK 2
P3 Discuss the distinguish between individual and organizational learning, training and
development.
Individual learning: This is related to the individual's development related to their own
personal level as it helps in improving the skills, knowledge and behaviours of a single person.
For this purpose they require to analyse that what is the strong and weak area which influence
the working performance of them (Katzenbach, 2015). As a HR professional of Tesco it should
be needed to analyse the strengths and weaknesses of employees through conducting several
kinds of programmes like training and development as per their requirements.
Organisational learning: This is associated with an approach of creating, transmitting,
retaining as well as communicating knowledge within an organization that helps in taking a
competitive advantages. This learning procedure required to used by the management of Tesco in
order to communicate policies and plans effectively related to the attainment of objectives. This
will helps companies to adopts the innovative changes to achieve the success and growth of
company (Wates, 2014).
Difference between individual and organizational learning:
Basis Individual learning Organisational learning
Scope It has narrow scope as it limits on only
individual's learning.
It has wide scope as they develop
overall organizational skills and
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knowledge.
Feature It defines as a flexible learning system
because it is not depends on the specific
guidelines.
This is rigid in nature as it includes the
clear cut guidelines and directions to
enhance learnings.
Time It is defines as a continuous approach as
they focused on individual career instead of
time period.
It is formulated within the specific time
periods and give duration to enhance
employees skills and knowledge.
Training: This defines as a process of improving a specific skills and ability of an
individual which are needed while executing a particular tasks or work. For this purpose a human
resource manager is responsible to plan a training programmes by using several methods and
sources which includes coaching, on the job training, conferences, seminars etc. These
techniques assists in enhancing employees skill and knowledge through which they can properly
performed tasks and contribute more in Tesco's growth and development (Mc Cormack, 2013).
Development: It considered as a continual development of an individual as it helps in
improving the skills and attitudes that has to be needed while accomplishing Tesco's objectives
and moves towards the high future growth and success of company. This will assists in
developing employees abilities through which they can able to attain their personal as well as
professional goals appropriately. It also results in high retention rate as workers are engaged
more in organisational activities.
Difference between training and development:
Basis Training Development
Scope It is narrow in scope as they works on
immediate needs.
It has a broad scope as it focused on
future requirements.
Skill This improves individual's technical skills
only that are needed to complete a specific
tasks.
It develops entire skill, behaviour and
knowledge that are used in present as
well as in future.
Purpose To develop knowledge regarding a specific
tasks which has to be performed currently.
It develops the overall personality
development of an individual.
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Focus It is a job oriented process. It is a career oriented approach of
learning.
P4 Identify the requirement of continuous learning and professional development to drive a
sustainable business performance.
Continuous learning: It refers as a procedure of improving as well as developing the
skills and abilities of a person on a continuous basis that will helps in being capable to execute
allotted tasks in effective and efficient manner. This will enables that is helpful for employees of
Tesco in order to inform new techniques that are required for a business organization to increase
the efficiency level (Penuel, 2011).
Professional development: This helps to enhance the skills, knowledge and behaviour of
professionals by planning learning and developmental plans which helps in attaining the
objectives of Tesco as well as leads their career success and growth also.
Importance of continuous learning and professional development: Increase performance: Continuous development aids in developing the skills and
capabilities of workforce that leads in better performances and productivity as well as
profitability of Tesco and its workers. The company should choose continuous learning
and professional development to improve potentiality and productivity of its employees
that raise the entire performance of an organisation (Leask, 2014).
 Higher employees retention: This concepts assists in processing the skills and abilities of
a person which leads in rising their business performance. It helps in encouraging
workers and develop loyalty towards Tesco products for the long period of time as well
as intensify their forthcoming growth and development (Pinjani, 2013). Hereby, it
directly reduce the employee turnover mechanism and raise company's strong areas by
holding them for a long duration time.
Learning cycle theory:
Kolb's experimental learning theory: The theory of Kolb's was developed by David A.
Kolb in the year 1984. This cycle focuses on two different factors which are respites information
to individual exercise and progressive experimentation. TESCO is performing their work at
global level so it is essential for them to manufacture and market of beverages, company utilise
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their work experience (EXPERIENTIAL LEARNING (KOLB), 2019). Some of its aspects are
mention below:
 Diverging- This is the way of watching employee's and their feeling to understand
imagination and emotional behaviour. In context of TESCO it is beneficial for
performing their work as per needs and skills that enhances performance of all
departments.
 Assimilating- This style can monitored by those people who are more concern about the
concept and clear statements that is related with implemented approaches. For TESCO it
is essential to implement assimilating approach as it leads organisation to make effective
results.
 Converging- People who are more familiar with techniques easily approaches about
organisational work due to which it is to make changes and shift in the thinking and
solutions related with practical problems.
 Accommodating- This is defined as a hand approach, that is appropriate for the self
generating results and to make logic results. Along with this it is beneficial to respond in
order to overcome from challenges easily.
TASK 3
P5 Discuss the contribution of high performance working in employee engagement and
competitive advantage.
High performance working refers to the workplace environment of an enterprise that
facilitates full freedom to their workers in order to that they communicate with each other as well
as with managers. In Tesco plc company's management creates transparency in communication
networks as well as encourage people to shares their opinions and suggestions with managers
without any fear. Although, HPW is used by developing and planning a theme for adopts
changes and communicate effectively to their workers. For the purpose of this they needs to
develop a union which assist in collective working as well as company use navigate transmission
in order to effectively adopts changes (Seibert, 2011). This will helps in increasing employees
engagement and they participate more in organisational activities as it results in taking
competitive advantages.
Benefits of high performance working:
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 Better cooperation inside and outside the organization: HPW leads in workers
cooperation internally as well as externally. Internally with their colleagues or co-workers
whereas externally with its supplier, investors and customers. As they are more open for
opinions from others and seems as a part of value chain of Tesco that has leads in
effective functioning. Develop employees attitudes: With the help of HPW workers get motivation and they
feel confident and willing to take responsibilities in order to accomplish Tesco's
objectives with enhancement in their process, products and services. They are happily
initiate for face challenges by providing innovative ideas this will improve employee
engagement as well as performance also (Katzenbach, 2015).
 Take competitive advantages: High performance working defines as a effective financial
result of Tesco in comparison of their rivals. It will assists in improving the level of
performance that are benefited for workers and organisation also. Through this a
company can manage their portfolio appropriately and estimate proper budget for each
activity.
TASK 4
P6 Evaluate the approaches of performance management that can support high performance
culture and commitment.
Individual's performance contributes towards the performance of an organisation as they
needs to understand the goals, strategies, objectives, vision as well as mission. To improve in
their performance level a company need to conduct several approaches which increase
employees potentiality as well as productivity (Approaches for measuring performance of
employees, 2018). Comparative approach: This kind of approach is used to examine and measures the
individual's performance level by giving specific positions in order to their attempts and
results that are required to attain objectives. Manager of Tesco can adopt this to compare
the current performance with past and provides incentives to competent employees that
assists in motivating to others. Attribute approach: This is concerned with the individual's behaviour that possesses in a
company. It can be approached by Tesco to lead and directs all informations regarding
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employees such as creative thinking, analytical, ideas etc. as well as manager give rating
to them as per their performance or results in graphical presentation. Qualitative approach: This believe as a most precious for rising the employees
skilfulness level to serve super quality of offerings to their likely customers. Manager of
Tesco can choose this approach for deciding the company's sales to set benchmark for
future.
 Result approach: This refers as a most significant method because of managers exercise
this technique to measure individual actions on the basis of its outcomes. Manager of
Tesco plc can adopts this approach to believe plans into action for gratifying the
customers demand within a specified time duration (Goffee, 2015).
From the above approaches it has been considered that all are useful for Tesco plc but
qualitative approach is more suitable in order to encourage their employees for producing
superior quality of products and services to attract and encourage large base of customers for
maximising profits.
CONCLUSION
From the above report it has been concluded that development of individual, team and
organisation plays a crucial role to enhance the workers skills and abilities as well as company's
performance. For this human resource professional required to do a personal skill audit and make
performance development plan accordingly after examining strengths and weaknesses. Strengths
can be converted into strong areas by implementing continuous learning and professional
development plans. Employees motivation also considered as an essential element that contribute
more towards the attainment of organisational objectives this can be developed through training
and learning programmes. In addition, it has been concluded that performance management
approaches are crucial to adopts as it helps company to support high performance and employees
commitment towards contribution.
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