Developing Individuals, Teams and Organisation - HR Professional Skills and Continuous Learning for Sustainable Business Performance

This report discusses the skills, knowledge and behaviours required by HR professionals, personal skill audit, differences between individual and organisational training, and the need for continuous learning and professional development to drive sustainable business performance. The case study of TESCO is included. The report also evaluates the significance of implementing continuous professional development using Kolb's learning cycle.

Developing individuals,
teams and organisation

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY .................................................................................................................................3
P 1 Determine the proper professional skills, knowledge and behaviours which are required
by the professionals of HR .........................................................................................................3
P2 Evaluate the completed personal skill audit in order to identify proper skills, knowledge
and behaviours and develop a professional development plan for a given job role....................4
M1 Provide a detailed audit of professional skills and professional development plan which
demonstrates the evidence of personal evaluation and reflection ..............................................6
D1 Produce a coherent and detailed professional development plan which properly set out the
goals of learning and training into context of learning cycle to achieve sustainable business
performance objectives ..............................................................................................................6
P3 Evaluate the differences between individual and organisational training, learning and
development ...............................................................................................................................6
P4 Evaluate the requirement for continuous learning and professional development to drive
sustainable business performance ..............................................................................................7
M2 Apply theories of learning cycle to critically evaluate the significance of implementing
the continuous professional development ..................................................................................8
P5 Demonstrate the understanding of how HPW contributes to engagement of employees and
competitive advantage within the particular organisation situation ...........................................9
M3 Evaluate the benefits of applying HPW with justifications to a particular organisational
situation ......................................................................................................................................9
P6 Analyse dissimilar approaches to performance management and demonstrate with
particular examples that how they can support high performance commitment and culture ..10
M4 Analyse the different approaches into critical terms and make judgements on how
effective they can be to support high performance commitment and culture ..........................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Developing teams, individuals and organisation refers to the process of enhancing the
knowledge, skills and behaviours which are required by the HR professionals. It is also about
analysing the factors which needs to be considered when evaluating and implementing the
inclusive development in order to drive the sustainable business performance. In present report,
TESCO is taken into consideration(Crick and Crick., 2019). TESCO is a multinational
merchandise retailer which is headquartered in Welwyn Garden City, England. The present
report will cover discussion about the appropriate and professional skills, knowledge and
behaviours which are required by the HR professionals. In addition to this, the report will cover
analysis about the personal skills audit in order to identify the skills, knowledge and behaviours
and also about the differences between organisational and individual training and development.
Moreover, the report will cover discussion about the need for continuous learning and
development to drive the sustainable business performance. The report also consist of how the
HPW contributes to employee engagement and also about the different approaches to
performance management.
MAIN BODY
P 1 Determine the proper professional skills, knowledge and behaviours which are required by
the professionals of HR
There are certain skills, knowledge and behaviours which are required by the
professionals of HR which are defined into the following manner:
At the organisational level, the skills which are required basically include communication
skills, proactivity, coaching, recruitment and selection, administrative expertise, commercial
awareness, active listening and team work as well. With support of these skills, people can work
into effective terms and stand themselves competitively within the environment of business into
positive manner(De Brún and et.al., 2019). Within the business environment, it is very important
that to have different kinds of knowledge which has been required by the professionals of HR
and they need to be specialised in that particular field. For instance, in context to TESCO
organisation if somebody working into the technical department then they have to update
themselves accordingly for it.

There are different kinds of behaviours which has been required by the professionals of
HR which include they need to be curious, decisive thinker, skilled influencer, courage to
challenge, collaborative and need to deliver into appropriate terms(De Luc and et.al., 2018). In
context to TESCO organisation, it is very important that employees should be cooperative and
also need to work into collaborative nature so that effective team work can be done. It has been
observed that the environment of TESCO organisation is of such kind where every body has to
work into proper manner so that professionals of HR can work accordingly for it. It has been
observed that within the organisation it is very important that the people should have the
capability to face the challenges into appropriate terms so that overall results can be achieved
into fast pace manner. They should have the capability of handling the pressure into appropriate
terms so that they can resolve the problems with the right kind of actions into result oriented
form. That's why at the organisational it is necessary to understand that there are certain skills,
knowledge and behaviours which has been required by the professionals of HR. These are the
main skills, knowledge and behaviours which has been required by the professionals of HR.
P2 Evaluate the completed personal skill audit in order to identify proper skills, knowledge and
behaviours and develop a professional development plan for a given job role
The personal skill audit basically refers to the written document which clearly lays out all
the skills that currently have and in which manner advanced those skills are. For identifying the
knowledge, skills and behaviours it is important to conduct personal skill audit. For this purpose,
it is important to make the list of the skills and then rate the expertise for each of these skills.
After that it is important to write the list of jobs that would like and identify the skills required.
In the further step, it is necessary to highlight the weaknesses and set their own goals. In context
to TESCO organisation it is important that to conduct the personal skill audit so that employees
can accordingly work for it at the organisational level(Dominika Andrejczuk., 2018). This skill
audit gives an idea to the employee of TESCO organisation that how they can improve
themselves and how strength can be used into form of the opportunities.
Professional development plan refers to documenting the goals, competencies
development, required skill and the objectives that the staff member will require in order to
accomplish for supporting the career development and continuous improvement as well.

A professional development plan can be prepared for the job role of HR assistant
manager(Fang and et.al., 2022). In context to TESCO organisation, this professional
development plan is defined into the following manner:
What do I want
to learn?
What do I have
to do?
What support
and resources
will I need?
How will I
measure
success?
Target date for
review?
Communication
Skills
For developing
this skill it is
important to
interact with large
number of people
I will discuss with
my subordinates
and friends for
developing this
skill into effective
terms
I will measure the
success through
effectively
managing the
team with right
kind of approach
Post 30 th
August
Decision-making
skill
For developing
this skill it is
important to take
big projects into
serious terms.
I will take
guidance from my
seniors and
Managers as well
I will measure the
success through
executing the big
task within the set
period of time
Post 30 th
August
Time
management skill
For developing
this time
management skill,
I have to set small
targets according
to defined period
of time so that I
can improve this
skill into result
oriented terms
I will take support
from my line
managers and my
colleagues for
evaluating my
performance so
that I can
accordingly work
for it
I will measure the
success through
achieving biggest
objective of the
organisation
according to the
limited period of
time
Post 30 th
August

M1 Provide a detailed audit of professional skills and professional development plan which
demonstrates the evidence of personal evaluation and reflection
According to the professional audit skills it has been observed that the detailed audit
gives the guidance about the strength and weak points of skills and also have an idea about the
knowledge which needs to be improved(Foster and et.al., 2018). There are certain skills which
are majorly required at the organisational level which include communication skill, time
management skills, analytical skill, problem solving skill etc. So these are the basic skills which
are majorly required into the professional for their further development and growth. Professional
development plan also help into this context of evaluating the personality into result oriented
terms so that further improvement can also be done into the positive context with the right kind
of approach. That's why it is very important that to have the proper analysis of skills and need to
have proper professional development plan as well.
D1 Produce a coherent and detailed professional development plan which properly set out the
goals of learning and training into context of learning cycle to achieve sustainable
business performance objectives
According to the professional development plan, it is very important to have proper skills
within the plan which needs to be developed into result oriented terms. From the perspective of
learning it is very important that to include those activities which are required in order to develop
these skills. Within this plan , there is requirement of certain resources and support system which
has been required into positive context(Gerke and et.al., 2018). Within the professional
development plan, it is important to set certain parameters for measuring the success it is
important that to take this plan into serious terms. For achieving the sustainable business
performance objectives, it is very important that this plan needs to be adopted into serious terms
by the employees of TESCO organisation.
P3 Evaluate the differences between individual and organisational training, learning and
development
There are certain differences between organisational and individual learning, training and
development which has been defined into the following manner:
At the organisational level of TESCO organisation, individual learning should be focused
on increasing the skills and knowledge in order to do the job into better terms whereas
organisational learning majorly focused on solving the problems on the behalf of organisation.

From the point of view of individual training within the organisation of TESCO it is majorly
about the one-on-one training which is a kind of process of using the mentor. It is also important
to teach the particular skill or behaviour to an individual and to work on the development on the
one on one basis(Haddon., 2018). In the case of organisational training, it is a kind of process of
transferring the practical knowledge within the organisation which boosts the performance of
employees and on the job applicants as well. At the organisational level of TESCO, it is very
important that to focus on the skills, knowledge and behaviours as well of the individual so as a
result the development can be done into result oriented context. In the case of organisational
development, they need to focus on every aspect through different kinds of analysis and
evaluation as well. The development of organisation basically focused on building the capacities
to change and achieve the greater effectiveness through, improving, developing and reinforcing
as well. These are the main differences between individual ad organisational learning, training
and development as well. So at the organisational level, it has been observed that individual and
organisational learning has their own perspective of further growth and development.
P4 Evaluate the requirement for continuous learning and professional development to drive
sustainable business performance
For driving the sustainable business performance it is important to have continuous
learning and development which has been defined into the following manner:
Continuous professional development basically refers to the process of developing and
training the professional knowledge and skills by the independent and participation based
learning. The continuous professional development basically refers to the business professionals
which has been learnt in a practical and structured format which boosts the overall knowledge
and skills as well(Hartwig and et.al., 2020). In context to TESCO organisation it has been
observed that when there is proper focus on the continuous professional development then the
employees level has been increased due to which they become more efficient towards achieving
the goals and objectives of the organisation into positive manner. For driving the sustainable
business performance, it is very important that employees of TESCO organisation have to focus
on enhancing their skills, knowledge and experience as well due to which they can perform into
fast pace manner.

At the organisational level of TESCO, there is requirement of continuous learning and
professional development because it improves the intellect, confidence and personal skills as
well. It also opens the doors for the excellent future employment opportunities and it also
improves the learning ability as well(Lemmetty and Collin., 2020). It also promotes for the
independent learning as well and also act as the commitment towards the professional self
improvement. For achieving the sustainable performance of business, the continuous
professional development from the employer perspective basically sets the standard into higher
terms across the company for the development of staff members. It also improves the
productivity with support of skilled and motivated employees. It also endorses for the culture of
learning within the organisation and also increases the employee retention power as well. This
kind of development also allows the organisation to keep up with the latest changes and trends
within the industry. So these are the changes which help an organisation in order to develop
themselves into positive manner with the right kind of approach. That's why at the organisational
level of TESCO, this continuous learning and professional development is very important in
order to drive the business into sustainable terms. So these improvements help the organisational
employees to enhance their level into positive context. That's why there is requirement for
continuous learning and professional development for driving the performance of business into
sustainable terms.
M2 Apply theories of learning cycle to critically evaluate the significance of implementing the
continuous professional development
According to Kolb's learning cycle it has been observed that there are different stages
which has been involved. It includes active experimentation, concrete experience, reflective
observation and abstract conceptualisation as well. In context to TESCO organisation, when
continuous professional development has been implemented then it is good from the perspective
of employer and employees but sometimes this continuous development deviates from the path
of learning cycle(Henryk., 2020). It is due to this reason that continuous learning basically lead
towards the continuous working due to which it sometimes creates blockage into the positive
development and growth of the employees. Kolb's learning cycle also support in terms of giving
a proper active and concrete experimentation. S o this theory act as support system in terms of
understanding the significance of implementing the continuous professional development.

P5 Demonstrate the understanding of how HPW contributes to engagement of employees and
competitive advantage within the particular organisation situation
High performance working basically refers to the approach in order to manage the
organisation which aims to stimulate more effective commitment employees in order to achieve
the higher level of performance. High performance working basically contribute into context of
engagement of employees because when employees are focusing towards their work then they
automatically work with their full potential due to which their level of performance
automatically increases(Mohanty and Mohanty., 2018). There is a kind of relationship between
high performance working and engagement of employees so the employees of TESCO
organisation accordingly work for it. In context to TESCO organisation, when there is a kind of
culture where there is a kind of collaborative and cooperative culture then it is easier to increase
the high performance working. There is also a kind of culture where equal opportunities have
been given for further development and growth so its very important that to understand that
engagement of employees automatically get increased with the high performance working. So in
this manner, the enthusiasm level of employees of TESCO organisation automatically lead
towards the engagement of employees. So in this manner, it has been observed that high
performance working automatically get increased with the engagement of employees.
M3 Evaluate the benefits of applying HPW with justifications to a particular organisational
situation
At the organisational level of TESCO, when they have to achieve goals and objectives
within the set period of time then high performance working is the concept which supports into
this context. It has been justified that there are certain advantages of high performance working
which contribute into context enhancing the level of employees. The main advantages basically
include participative leadership, open and clear communication, effective decision making and
managing conflicts(Podmetina and et.al., 2018). These benefits help the organisation in terms of
enhancing their level of performance because it increases the efficiency level of employees and
also direct the organisation in such a manner that they follow the right direction with the right
kind of approach. When employees work with their full potential, concentration level then it is
easier to justfy the benefits of high performance working.

D2 Provide valid synthesis of information and knowledge resulting in appropriate judgements on
how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage
High performance working mechanisms basically refers to the practices which have been
shown to improve the organisation capacity into effective terms to select, attract, develop, hire
and retain the high performing personnel. The mechanisms of high performance working
basically contribute into context of high performance working because this parameter lead
towards the full level of enthusiasm, excitement and potential level towards their work(Rudman.,
2020). As a result the the employee engagement get increased into positive context and also
maintain a higher level of competitive advantage at the organisational of TESCO. So these
mechanisms of high performance working lead towards supporting the high performance
working. That's why this information and knowledge support into this context of improving the
employee engagement and competitive advantage as well.
P6 Analyse dissimilar approaches to performance management and demonstrate with particular
examples that how they can support high performance commitment and culture
At the organisational level, there are different kinds of approaches of performance
management which include comparative approach, attribute approach, behavioural approach,
result approach and quality approach. Comparative approach is basically about ranking of
performance of employees in context of others in the group. Attribute approach basically
focuses on the extent to which the individuals have certain attributes believed desirable for the
success of organisation(Sargeant and et.al., 2018). Behavioural approach basically rests on the
idea that the individual can get the right level of performance from employees which is based on
the demonstration of desirable behaviours. Result approach is basically focused on the outcome
of the one's effort. The quality approach basically focused on improving the customer
satisfaction through reducing the errors and achieving the continuous service improvisation. In
context to TESCO organisation, the comparative approach can be used in order to improve the
performance of employees into positive manner. At the organisational level, when ranking has
been given then it is easier to analyse that where they stand into the actual and practical situation
of organisation.

At the organisational level of TESCO, when these approaches have been implemented
then these approaches gives the direction and also gives an idea that how they can improve
themselves into effective terms. Within the employees of organisation they can focus on
improving their attributes then it is easier to enhance the level of their performance. When the
employees behave into collaborative and cooperative terms then it is easier to enhance their
performance and also work with their full potential level(Turner., 2019). When the employees of
TESCO organisation serious about their performance then they individually focuses on the
individual effort. For enhancing the performance culture they can reduce the errors through
implementing the quality approach into result oriented terms. So in the overall manner, for
enhancing the performance commitment and culture, these approaches can be used and can be
implemented on the different styles of situations within the organisation.
In this manner, these approaches of performance management can be used in order to
have the higher level of performance and commitment at the organisational level. That's why its
very important that to understand these approaches into deeper terms and they also support in
terms of higher level of performance culture and commitment.
M4 Analyse the different approaches into critical terms and make judgements on how effective
they can be to support high performance commitment and culture
There are different kinds of approaches of performance management which include
comparative approach, result approach, attribute approach, behavioural approach and quality
approach. In context to TESCO organisation, all these approaches can't be implemented into
practical terms and can't be fit into every kind of situation. As these approaches are helpful up to
a certain extent but its not get easily implemented according to changing situations of the
organisation(Ward and et.al., 2018).For supporting the high performance culture and
commitment, these approaches are helpful and effective in order to enhance the performance
level of employees. When employees use these approaches then they actually implemented it due
to which they observe change in their way of working, results and other parameters as well. So in
the overall manner, these approaches are effective but not up to a higher level of extent.

CONCLUSION
The above stated report concludes that development of individual, organisations and
teams are very important at the organisational level. It has been concluded that there are certain
skills, knowledge and behaviours which has been required by the professionals of HR. It has
been determined that at the organisational level, there is requirement of personal skill audit for
identifying the skills, knowledge and behaviours. There is also need to develop the professional
development plan so that accordingly further steps can be taken for it. There are certain
differences between individual and organisational learning, development and training as well. It
has been observed at the organisational level, there is requirement of continuous learning and
professional development in order to drive the sustainable performance of business. It is
important to develop this understanding that how HPW contributes to employee engagement and
competitive advantage within the particular organisational situation. There are different kinds of
approaches to performance management and there are certain parameters which support for the
higher performance culture and commitment as well. So in the overall manner, it has been
observed that development of employees, teams and organisation is very important in order to
achieve higher level of success within the business environment.

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