Developing individuals, teams and organisation

This report discusses the importance of developing individuals, teams, and organisations. It covers the skills, knowledge, and behaviours required by HR professionals, personal skills audit, and the importance of continuous learning and professional development for sustainable organisational performance. It also explores the difference between individual and organisational training, learning and development, and the benefits of implementing HPW.

Developing individuals,
teams and organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2 Personal skills audit to identify the skill, behaviour and knowledge. Also develop a
personal development plan for the given job role.......................................................................3
M1 Detailed professional skills audit & professional development plan to demonstrates
evidence personal reflection & evaluation..................................................................................5
D1 Detailed & coherent professional development plan which appropriately sets out the
learning goals & training in relation to the learning cycle to accomplish the sustainable
business performance objectives.................................................................................................5
P3 Difference between the individual and organisational training, learning and development..6
P4 Examine need to the continuous learning & professional development to drive a
sustainable organisational performance......................................................................................7
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development.........................................................................................8
P5 How HPW contribute the the workforce involvement and competitive advantages in
organisation?...............................................................................................................................8
M3 Analyse benefits of applying the HPW with justifications to specific organisational
situation.......................................................................................................................................9
P6 Evaluate various approaches to the performance management and demonstrate with a
specific examples that how they can support the high performance culture & commitment....9
M4 Evaluate different approaches & make judgements how effective they can be to support
the high- performance culture & commitment..........................................................................10
D2 Synthesis of knowledge & information resulting in the appropriate judgements on how the
HPW & mechanisms used to support HPW lead to improved employee involvement,

commitment & competitive advantage.....................................................................................11
CONCLUSION..............................................................................................................................11
References:.....................................................................................................................................12

INTRODUCTION
Every business entity strives to grow and diversify in today's global environment. For
this, the organisation must effectively manage all of its working practises and operations. The
organization's human resources department is responsible for managing the company's workforce
diversity so that the organisation can achieve high competitive advantages (Auzoult and et. al.,
2021). This report will go over various aspects of developing individuals, teams, and
organisations. It will also discuss the importance of human resources in business operations
management. Furthermore, the report focuses on the experience, skills, and personality traits
needed in an HR manager. This report will also include an analysis of personal skills in order to
identify appropriate skills for preparing a professional development plan. Before concluding this
report, Tesco-specific knowledge for implementing HPW and improving employee involvement
were discussed.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human resources is regarded as an important component of organisations because it
manages employee relations within the workplace. Human resources is all about dealing with
and supporting people in a systematic way for the associated process. Tesco has adequate HR
professionals who manage employees on a large scale; however, when hiring workers, firms
must consider the following skills and qualities:
Skill for the HR professionals Managing resources: One of the most important qualities of an HR professional is the
ability to manage resources such as people in the workplace. As they can perform for the
organisation, such individuals are capable of motivating, controlling, developing, and
directing others (Cartwright, Davies and Archer-Brown, 2021). Decision making ability: The ability to make quick decisions allows individuals to seize
available opportunities. As a result, HR professionals in organisations must be efficient in
making quick decisions when necessary so that the company can easily achieve high
competitive advantages.
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 Effective Communication: HR manager of business organisation is require to
communicate all the strategies and rules to all the employees working in the organisation.
It is crucial for HR manager to have effective communication skills, so that they can
communicate all the information to their employees in and effective and efficient manner.
The HR manager of Tesco also interact with their employees through the use of effective
communication skills.
Knowledge for the HR manager Business knowledge: These individuals have a thorough understanding of the business
and the entire organisation, which allows them to develop effective policies and
strategies. Organizational and business knowledge include the HR department's
familiarity with all workplace regulations, rules, and policies. Understanding of best practices: In organisations, various practises such as recruitment
and selection, staffing, training and development, and others exist. As a result, Tesco's
human resources manager must be familiar with all of them.
 Understand the legislation related to labour: The HR manager of a business
organisation will able to manage their employees inn an effective and efficient manner, if
they have the entire knowledge of all the legislations related to the labour. The HR
manager of Tesco is following all the labour legislation in order to manage their labour
working in the business organisation (Chan, Oerlemans and Meslec, 2021).
Behaviour of the HR professionals Be polite and calm: The HR manager of the company must be polite and calm with the
employees. He should join the others in shouting. This behaviour will help Tesco
maintain positive and healthy relationships with its employees. Ethical behaviour: Every HR professional must conduct themselves ethically with all
employees. They must respect the morale, beliefs, and values of others.
 Fairness: This behaviour is defined as the equality among the employees. It is essential
for the HR manager to keep all the employees equal. The HR manager of Tesco is
treating their employees equally and providing them equal opportunities. They are
majorly focusing on avoiding partiality from their work place.
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P2 Personal skills audit to identify the skill, behaviour and knowledge. Also develop a personal
development plan for the given job role.
Personal development plans provide a structure for employees to identify their strengths
and weaknesses. It assists them in optimising their current abilities and qualities. It outlines a
series of goals and objectives, assisting them in improving their work performance. This allows
organisations to save a significant amount of time spent controlling and monitoring worker
performance and development (Crespin-Mazet and et. al., 2021). Implementing an effective
personal development plan can have a variety of organisational benefits.
Personal skill audit
Number Skills and
Abilities
Self assessed
score
Score from the
others
Variances
1 Communication
skills
8 10 -2
2 Information
technology ability
9 7 2
3 Problem solving 8 9 -1
4 Time
management
skills
8 7 1
5 Decision making
skills
7 6 1
6 Confidence level 8 10 -2
Team building
quality
7
This table analysis revealed that I am very good at some skills but need to improve in others. For
example, my team building and decision making skills are very poor, and I need to improve
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them, but the rest of my skills are quite good. The personal audit table evaluates your strengths
and weaknesses.
Strength weakness
 I have a high level of confidence,
which allows me to interact with others
about anything and express myself
freely.
 Another of my strengths is my
communication ability, which allows
me to easily communicate with others.
 I also excel at problem solving, as I am
capable of determining an appropriate
solution to a critical issue at work.
 I lack decision-making skills, which
have a direct impact on my job role. It
has an impact on both my personal and
professional lives.
 Time management is another one of my
weaknesses because I cannot multitask.
As a result, I am unable to complete the
assigned work on time.
 I've realised that I need to improve my
information technology skills because I
can't produce the reports that
management requires.
Personal development plan
An action plan is in place to assist the HR manager in overcoming the identified weakness.
Skills Actual
proficiency
Target
proficiency
Improvement
opportunities
Time scale
Decision making
skill
This skill needs to
be improved
because it affects
my career, job
role, and
company.
For this, I need to
be confident that
whatever
decisions I make
for the betterment
of the company
will have a
positive impact.
In this regard,
experienced
people will be
extremely
beneficial to me
because their
advice will instil
confidence in me
to make any
4 to 5 months
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decisions.
Information skill Because I am
inept at IT work, I
am unable to
complete reports
on time. As a
result, these
abilities must also
be developed.
It is critical for
me to be able to
use effective
techniques in IT
sections to help
me finish my
work on time.
I need to attend
professional
training to
improve these
skills.
3 to 6 months
Time
management
skills
Because of this
flaw, I frequently
fall behind on my
work. As a result,
I must improve
my time
management
skills.
I need to change
my work schedule
so that I can
complete all of
my assignments
on time.
I need to go to
professional
training to
improve these
skills.
5 months
M1 Detailed professional skills audit & professional development plan to demonstrates evidence
personal reflection & evaluation.
In the preceding personal audit, I discovered that my communication skills are excellent,
implying that I am capable of communicating with anyone within the organisation. I also
assessed my team building ability, and it was determined that in the eyes of others, my team
building ability is very effective. But I've also realised that I need to work harder on it. Aside
from that, I have many skills, such as confidence and problem-solving abilities. Along with my
strength, I discovered that my decision-making ability is lacking, as I frequently make mistakes
that affect both myself and my organisation. As a result, honing these skills is critical for me.
Along with this, I need to improve my information technology and time management skills.
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D1 Detailed & coherent professional development plan which appropriately sets out the learning
goals & training in relation to the learning cycle to accomplish the sustainable business
performance objectives.
The primary goal of developing a professional development plan is to help employees
understand where they stand in comparison to others (Fernando, Akter and Bandara, 2021). It
also makes employees aware of their role in developing organisational strategies and achieving
business objectives. The learning cycle also emphasises the importance of sustainability. Tesco's
productivity, team coordination, and employee retention rate have all improved as a result of
continuous learning. Organizational learning refers to the process of creating and transferring
knowledge within an organisation as a whole. As a result, it has been assumed that organisations
develop their standards, and that this experience is then used to create the necessary knowledge.
P3 Difference between the individual and organisational training, learning and development. Individual learning: It is a process in which learning sessions are carried out with the
goal of improving an employee's specific skills. For example, if a person is promoted to a
higher position but lacks fee skill in the respective field, the manager may conduct a
training session to improve the skill in individuals. Organizational learning: It is the process of applying knowledge for a specific purpose
in order to achieve a better future outcome. Its primary goal is to improve employee
capabilities through continuous learning.
Individual learning Organisational learning
It is associated with an increase in individual
productivity and execution.
It is linked to the organization's mission and
mission. It is an ongoing and continuous
process. It is extremely difficult to assess
success in this situation.
In this case, people must be aware of their
abilities and skills in order to grow during the
individualized education process (Ferreira and
Franco, 2019).
It has been suggested that new management
should always open the doors of opportunity
for their employees in order for them to
develop and grow their learning.
Such learning occurs when workers are
exposed to an external environment that is
To achieve organisational learning, company
management must be transparent in their
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workable. practises so that employees understand where
they need to grow.
Individual's training and development Organisational training and development
Tesco, like the other organisation, facilitates
training for individuals in its organisation so
that its employees can gain the skills required
to perform their job role.
Organizational training is provided with the
goal of developing skills and raising the
organization's market standing.
Workers must develop their abilities or skills in
order to use them when performing their job
duties.
These types of training sessions are also
required for new employees so that they can
understand everything about the organisation.
P4 Examine need to the continuous learning & professional development to drive a sustainable
organisational performance.
Continuous learning is essential in every individual's life because it forces them to
achieve their career goals in an efficient manner. Continuous learning is the process of
documenting and tracking knowledge and skills acquired at work. Most people prefer to read and
learn on a continuous basis because they believe it will help them deal with adverse or critical
situations more effectively in the future. Tesco has organised professional and personal
development programmes to help employees improve their knowledge and skills, allowing them
to gain a competitive advantage. Continuous learning and professional development assist in
connecting an employee's capabilities to the current external standard. It is also beneficial in
terms of improving one's skills and knowledge of changing market trends.
Employees with effective abilities and competencies will contribute to the achievement
of organisational objectives and goals. Individuals who have a strong knowledge of any subject
will find it easier to make decisions in the workplace. Individually, professional development
and continuous learning help people build self-confidence as they interact with the public
(Holbeche, 2018). Finally, it improves the quality of life of individuals, as well as the overall
working environment.
Benefits of the continuous professional development
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 It is considered most effective practise as it improve individuals skill that help the
organisations get developed eventually.
 By this, workers get more confidence to work in free manner as they feel being valued
within organisation.
 It help the companies to formulate new strategies to develop the business at large scale
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development.
According to the Kolb learning cycle theory, learning should be integrated into all
organisational processes. According to this, each phase should be mutually supportive and feed
the next phase. This theory contends that different workers have distinct learning styles that are
influenced by factors such as educational, environmental, social, and psychological structure.
Honey and Mumford identified four distinct learning styles: Activist, Pragmatist, Theorist, and
Reflector. Individuals naturally choose these approaches.
Activists: They are people who learn by doing and enjoy their jobs.
Pragmatists: They seek to understand how learning can be applied in the real world.
Theorist: In this activity, students determine the logic behind the task they completed.
Reflectors: They believe in learning by observing things and determining what might happen
from the sidelines (McCauley and Palus, 2021).
P5 How HPW contribute the the workforce involvement and competitive advantages in
organisation?
High performance working is defined as a set of different management practises that an
organisation implements with the goal of creating an environment in which employees contribute
significantly to the working practises. Creating HPW refers to gathering all aspects of human
resources and then combining them to maximise future benefits. It also helps with workforce
needs within organisations and selecting workers who are capable of fulfilling job requirements.
Following that, HPW evaluates the employee's performance in order to reward them in order to
keep them for a long time. In the context of Tesco, the concept aids employee engagement and
coordination by allowing them to perform tasks in order to achieve specific goals. Its primary
goal is to improve employee performance and efficiency so that the company can meet the needs
of its customers in the most efficient way possible. Workers who are well-coordinated and
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engaged are held accountable for achieving the organization's objectives and goals in a
meaningful way.
Thus, if employees are sufficiently efficient and productive, any company can achieve a
high competitive advantage in a short period of time. Furthermore, HPW assists in providing
training and development assistance to staff members so that they can learn new capabilities and
skills to deal with critical situations effectively.
Benefits of the high performance working are mentioned below:
 It helps to enrol the staff members for the future benefits & training programmes.
 It enhance the employee's knowledge, skills, empowerment and incentives that motives
them to attain a higher performance targets.
 Rendering and identifying the insurance & further beneficial options.
 HPW create such workplace in which people are treated as most valuable resources and it
also provide a job satisfaction to the individuals.
M3 Analyse benefits of applying the HPW with justifications to specific organisational situation.
It has been determined that the implementation of HPW is prompted by economic
imperatives. Adoption of performance management measures is also very beneficial to
organisations. Companies that operate in a dynamic environment generally shift the risk to their
employees via a variable compensation system. Tesco is more likely to implement HPW
practises in the organisation because it uses the differentiation strategy (Pring and et. al., 2021).
Because Tesco has made its organisation HPW, it offers the following benefits:
 It improves Tesco's organisational culture and existing practises.
 It improves employees' relationships with the company by instilling trust and establishing
a sense of identity.
 It directs HR practises for employee motivation. Developing skills and maximising
resources
 It also includes a few high-involvement tasks that focus on creating different
opportunities for workers to engage.
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P6 Evaluate various approaches to the performance management and demonstrate with a
specific examples that how they can support the high performance culture & commitment.
It has been determined that performance management is the most important task for all
business organisations because it assists them in determining whether or not employees are
capable of meeting business objectives. Tesco defines performance management as the process
of creating a work environment in which employees are encouraged to use their strengths. There
are several approaches to performance engagement. Below mentioned are few of them: Attribute approach: Managers are primarily focused on the characteristics and traits of
employees who are likely to contribute to organisational success. Attribute technique
encompasses a variety of skills such as competitiveness, initiative, leadership, and many
others. The main advantage of this approach is that it is simple to implement and can be
applied to a wide range of jobs. Comparative approach: Employees are compared to one another in this. Ranking is
prepared on the basis of employee ratings within any group work. It has two kinds of
rankings: alternative rankings and simple rankings.
 Behavioural approach: It is a traditional method of assessing employee performance. It
consists of a vertical scale chain used to measure various aspects of the job. The
Behaviourally Anchored Rating Scale is a type of behavioural approach that includes 5 to
10 vertical scales.
Tesco's organisational structure is being restructured in order to emphasise performance
measurement (Peters, Samuel and Hobson, 2021). The following are the primary aspects to be
covered by performance measurement:
 Transparent communication
 Constructive conflicts
 Shared accountability for the result
 Mutual respect & solidarity.
M4 Evaluate different approaches & make judgements how effective they can be to support the
high- performance culture & commitment.
In the context of Tesco, performance management assists its manager and workforce in
coordinating and planning collaborative work and reviewing employees' overall performance.
Organizations use the performance management approach to set business objectives, facilitate
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training and development sessions, and gather feedback to ensure that employees are working to
their full potential.
Comparative approaches aid in establishing priorities when competing demands exist.
This approach cannot be used if the priorities are already clear. The behavioural approach
focuses on the employee's behavioural traits, but developing this approach is difficult. The
attribute method assists organisations in analysing their strengths, weaknesses, and culpabilities,
and it primarily focuses on future goals. The only issue is that this approach focuses solely on
short-term objectives.
D2 Synthesis of knowledge & information resulting in the appropriate judgements on how the
HPW & mechanisms used to support HPW lead to improved employee involvement,
commitment & competitive advantage
Job engagement and HPW have been found to have a significant relationship. It assists
the organisation in motivating employees and establishing an appraisal system for workers. HPW
play an important role in increasing creativity and thus incorporating elements of innovation into
business operations (Nudurupati, Garengo and Bititci, 2021). Furthermore, increased creativity
assists the organisation in maintaining its quality standard.
However, implementing the HPW in personal development and operational management
takes a long time. As an example, the manager provides feedback to each employee, which takes
a significant amount of time. Several employees may object to the implementation of HPW. It
resulted in employee dissatisfaction. Even if HPW is a well-organized and structured process, it
can be biassed. As a result, managers who use performance management may encounter
discrepancies.
CONCLUSION
From the above report,it has been concluded that human resources play the most
important role in the development of any business. It assists the company's manager in
effectively managing and controlling their activities and tasks. Tesco should be able to consider
all employees and make decisions quickly, according to this report. Individuals and
organisational learning, on the other hand, assist individuals in improving their knowledge so
that they can perform effectively. This report has discussed various performance management
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approaches such as behavioural, comparative, and attribute. This company can effectively boost
morale and improve accountability.
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References:
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