Developing Individuals, Teams and Organisation

This report discusses the skills, knowledge and behaviours required by HR professionals in a retail business, along with the factors to be considered while implementing and evaluating learning and development to drive sustainable business performance. It also covers the ways in which enhanced performance working contributes to employee engagement, better work and competitive advantage, and evaluates managing performance, collaborative working and better effective communication that supports high performance of culture and commitment.

Developing
Individuals, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1 what employee skills, knowledge, behaviours and attributes are required by professionals in
HR....................................................................................................................................................1
Scenario.1. The planning, monitoring and achievement of personal and professional
objectives................................................................................................................................1
Personal development Plan with the help of (SWOT Analysis)............................................2
P1 The basic elements of HR professionals...........................................................................3
P2. Evaluation and analysing Personal Abilities....................................................................4
P2. Individual improvement Plan...........................................................................................5
M1. Professional abilities and skills Audit.............................................................................6
D1. Professional development plans to set learning goals and training in comparison to
learning cycle and achieve sustainable business performance objectives..............................6
LO2 Factors to be considered while implementing and evaluation of learning and development to
make sustainable performance of business......................................................................................8
P3. Differences among organisational learning and individual learning, training for skills and
development...........................................................................................................................8
P4. Requirement for continuous professional development and learning to create sustainable
performance of business.........................................................................................................9
M2 Learning cycle theories to evaluate or analyse importance of implementing of professional
development (CPD)..............................................................................................................10
LO3. Application of know-how and understanding of the methods in which high-performance
working (HPW) improves employee engagement and competitive growth for company.............11
P5 Demonstrate how HPW contribute to employee engagement and competitive advantage
within a specific organisation...............................................................................................11
M3 Analysis of advantages of applying HPW with justifications to a particular company
situation................................................................................................................................11
LO4 Evaluation of methods in which performance managing, collaborative work and effective
communication can benefit high performance culture and commitment.......................................12

P6 Evaluation of different approaches to performance management, its examples and how
they can enhance performance culture and commitment.....................................................12
CONCLUSION..............................................................................................................................13
 REFERENCES.....................................................................................................................14

INTRODUCTION
The markets and competition is becoming more intense due to various internal and external
factors along with the success of a company are majorly based upon its ability to enhance its
human resource that performs other activities of the business. The development of the
performance is the main aspect of developing individual’s capabilities and capacity in an
organisation. TESCO is a retail supergiant dealing in groceries and general merchandise that was
established in the year 1919 and is headquartered at Welwyn Garden, UK. The following report
will demonstrate about the skills, attributes and behaviours that are required by a person to be
HR Professional for various activities in a retail business. Moreover, this report will cover factors
that must be considered while assessing, implementing and evaluation of learning, knowledge
enhancement and development to drive sustainable business performance. This report will also
describe the ways in which enhanced performance working contributes to employee engagement,
better work and competitive advantage. At the end this report will evaluate managing
performance, collaborative working and better effective communication that supports high
performance of culture and commitment.
LO1 what employee skills, knowledge, behaviours and attributes are required
by professionals in HR
Scenario.1. The planning, monitoring and achievement of personal and professional objectives
The quality of management decides the quality of people and quality of people decides
overall quality of outcomes that can only be shaped by good HR managers (Luu, 2019). In
TESCO, main problems tackled by the line managers and leaders are the hindrances of people
management which influences small factors to shape people. In link to this he employer and
employee relations, employee motivating, psychological contract, voice for securing employee
contract and engagement. Furthermore, the factors like breaching psychological contract, voice
of securing employee contract and engagement (Esser and et. al., 2018). Moreover the, factors
like tolerance of psychological contract, organisational structure and cultural pressure the
shaping of humans to bring positive results like skill development, innovation, financial
performance, accountability, productivity and performance in achieving organisational objectives
and goals.
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Personal development Plan with the help of (SWOT Analysis)
SWOT Analysis: It is an effective tool that could be utilized to understand and evaluate the
internal strengths and weaknesses and external threats and opportunities to gain advantage and
make improvements (Rezvani and Khosravi, 2019).
Personal Analysis
Strengths Areas for future development
 As per the analysis if individual
self I discovered that my HR
profession and basic skills are
relevant.
 I am motivated to hire humans
and manage them up to
retirement.
 My computer and software knowledge
is perfect as per my career.
 I am a good leader and lead a team by
demonstrating leadership skills.
 The leadership course helped me to
assess as a good leader.
 It is a point of concern that my physical
fitness during academic and work time
is hampered.
 Generally losing temper when dealing
with subordinates.
 I require latest technical know how to
deal with hiring of technical beings.
 Required to enhance and improve more
time management.
Opportunities Threats
 I can get management practice/
programmes, courses, seminars and
other things offered by TESCO.
 The annual company appraisal process
could guarantee positive feedback.
 Further opportunities are available at
Pending works and professional relations need
to be managed.
Climate conditions and hazardous work
conditions can affect my time and health
(Malik and et. al., 2019).
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ease and financial prostitution is sound.
Personal Objectives
Short term goals for coming 12 months: To do post graduate level diploma course to become
eligible in management of complex decision making process in activities of business and to be in
confident at present area of work (Jitpaiboon and et. al., 2019).
Medium term Goals for 2 to 3 years: To bear greatest responsibility for leading,
managing, motivating etc. to a small team in a demanding business project and to develop
partisan in some functions of a cross-functional project tem that could give significant business
exposure.
Long term goals for more than 3 years: To attain doctoral degree from excellent university and
become asset of firm that provides services render of various business strategies and decision
making during complex problems in business (Waddell and et. al., 2019).
P1 The basic elements of HR professionals
The HR manager requires some essential skills that are to be possessed to be ideal for being good
HR manager (Aramburuzabala and et. al., 2019. The HR manager should be inspirational and be
authentic to impress others and support them. The qualities expected to be seen among HR
professionals are as follows:
1. Inspirational and motivating force
2. Risk taker and likes challenges
3. Be in contact to the employees
4. Be a leader and take part in activities
5. Analytical skills and problem solving
6. Flexibility
7. Communication skills to communicate with others
8. Have a long term vision and foresightedness
9. Deal with technical aspects.
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As an employee in mid-level management at TESCO it is vital to audit managerial skills if it
is not up to standard (Roberts, 2018). The employee has to develop all the professional skills in
order to achieve the future goals. The aspects of strategic human resource management are:
 Leadership: A leader is one who motivated other and puts their own efforts to complete a
work. A leader should be able to inspire and influence others by self-qualities to complete
a work effectively and efficiently. A good leader should possess qualities like,
responsibility taking, role model, decisive, friendly, put efforts, etc. to complete or
achieve a task.
 Time Management: It is the ability of individual to do a work effectively that means by
utilising the given time in best way and not wasting it so that results can be achieved
earlier.
 Stress management: According to Josiah Gilbert Holland calmness is the cradle of
power. To control over one’s emotion is known as stress management and it may be
through emotions, work, family, heavy work schedules or relations etc.
 Problem Solving Skills: It can be explained as one’s ability to solve the problems
effectively and efficiently and provide quick fix solutions (Gibbs and Kharouf, 2022).
P2. Evaluation and analysing Personal Abilities
The individual abiity audit let us to know the skills, know-how and behaviour of individual
and it is vital to understand the key aspects of weaknesses and strengths that we possess.
Therefore, to be responsive to learning styles of members and teams this has to be done (Lee,
Hallak and Sardeshmukh, 2019). The learning style identified for this author was
“accommodating” and it is align of concrete experience and active experimentation.
Personal skill audit:
Skills Personal Ability Check Questionnaire 1 2 3 4 5
Management Good to manage time effectively ☺
To complete any task on time ☺
Computer Proficiency in Microsoft Ofiice products ☺
Ability to use Adobe products ☺
Understanding of programming languages (C++, VB) ☺
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Communication Discussion adequate communication of information ☺
Communication in front of people ☺
Can communicate mother tongue and English ☺
Leadership Thinking of creative strategies ☺
Good idea giving and receiving ☺
Team work Doing job with people ☺
Give and receive ideas ☺
Good to participate during teamwork ☺
Problem
Solving
Think wisely in solving the problem ☺
Good in handling situations ☺
Staff
motivation
Positive and open minded ☺
Good in challenging of something ☺
Cheerful and helpful ☺
Guidance: 1- bad; 2- not bad; 3- average; 4- good; 5- very good
Personal development Plan
P2. Individual improvement Plan
The weaknesses and strengths helps to identify the abilities or skills with the help of
questionnaire and help to identify in personal and professional life needed to overcome those
negative factors such as SAMART analysis (Kong, 2019).
SMART Analysis: It is a method used to achieve goals that are specific, measureable,
attainable, realistic and time bound. SMART for attaining the objectives are as follows:
Specific Being specific about the goals will help to narrow a diversified path to give
clear-cut direction to what do I want to do?
Measureable It should be checked that it should be measureable like increased sales, degree,
etc. With the help of a question What do I have to do?
Attainable The target must sincerely challenge to achieve and motivate to complete a task
that makes it attainable. What support and resources will be needed to achieve it?
Realistic The goal should not be too ambitious, it should be more realistic that may take
time, and should be followed by How will I measure success?
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Time Bound Maintain deadline to finish the piece of work on time with the help of target date
for review and completion.
M1. Professional abilities and skills Audit
It will help in finding professional reflection and evaluation that employees require in order
to work with a team which are as follows:
1. Communication
2. Honesty
3. Technical know how
4. Flexibility (Baker and Lakhani, 2018)
5. Determination and persistence
6. Harmony with colleagues and subordinates
7. Enhance knowledge and skills
Self-reflection of these skills is given under:
Professional Skill 1 2 3 4 5
Teamwork ☺
Honesty ☺
Technical Competency ☺
Problem solving ☺
Flexibility ☺
Willingness to Learn ☺
Communication ☺
Harmony with co workers ☺
Decision making ☺
Determination and persistence ☺
Work ethicality ☺
Enhance skill and Knowledge ☺
Scores/Instruction: 1- Bad; 2- not bad; 3- average; 4- good; 5- very good
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D1. Professional development plans to set learning goals and training in comparison to learning
cycle and achieve sustainable business performance objectives
Setting Goals (SMART Goal)
What do I
want to do?
What do I need to
do?
What support
and resources
are needed?
Criteria for measuring
success?
Target
time for
review
More
knowledge
to attain to
manage
external
activities?
Completing
management courses
for continuous 4
weekends and attend
company young
managers’
development
programme.
Build confidence of
department team and
build confidence and
trust on me.
To recognize key
growth opportunities
in the business.
Forecasts of events
and de conflicts with
work and life balance
Local training
centres and
young
managers’
courses.
To take advice
from tem
managers and
team feedbacks.
Need to take
priorities with
line teams and
agree with
them.
Course assessment,
report, line managers’
appraisal, midyear
assessment and report.
Formal, informal
appraisal and self-
appraisal.
Prioritize goals for my
appraisal process.
Ensure that I attend high
priority training (Buheji,
2020)
Past 31st
March
report.
Past 31st
march
report.
Past 31st
march
report.
Acquire
more
leadership
qualities
Acquire knowledge
from experienced
leaders and managers
to gain trust and
friendship with them.
Senior co-
workers (Field,
2020)
Performance appraisal
and mentoring during
development
programme.
Past 31st
march
report.
Improve my
personal
To attend fitness
centres, exercise
Take advice
from gym
Physical efficiency test
and self-evaluation.
Every
quarterly,
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fitness daily, gain more
psychological fitness
by yoga classes.
fitness
instructors.
or
biannually
and
annually.
Achieve
core
business
skills
To complete
mandatory
organisation training
and update.
Line manager Feedback from the line
members and
programme members.
31st march
annually.
To build
confidence
Volunteering to lead
HOC cross functional
programme.
Line managers Secure bonus benefits
(Crane and Hartwell,
2019)
End of the
programme.
Improve
training and
decision
making
skills.
To build and acquire
further business
analysis and
processes to use them
in working
environment to
advance complex
decision making.
Make use of
training and
knowledge
gaining
opportsunity
and revision.
Excellent young
managers course report
End of
programme.
Executive
Summary
The development process
of business depends the
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performance of the
employee. The
individuals,
team’s contribution on
business are depends on
how best way the
business strive in the
market
have the loyal
customer bases. As
previous, in this
report given the
individual and team
performance which
evaluate for best
9

contribution by the HR
professional. The
personal and
professional
development plan,
continuous learning
objective which drives
the business for
making sure
sustainable
development. All the
competitive advantage
for sustainable
development is
discuss. And, finally
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given analysis of
various performance
management
approaches following
peak managerial for
evaluating the employee
outcome in business
effective
long-term growth.
LO2 Factors to be considered while implementing and evaluation of learning
and development to make sustainable performance of business
P3. Differences among organisational learning and individual learning, training for skills and
development
 Organisational and individual learning: Organisational learning and individual learning are
two different aspects. In an organisation the operations are different which focuses widely
on various issues. The culture of an organisation varies in terms of the culture of other
organisation; its function may vary from the functions of other organisations ( Antony,
2018). An employee is also able to work for an organisation where his own learning
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activities will be according to the organisation but organisation’s perception would be
different.
Individual learning Organisational Learning
In individual learning an individual can choose
or decide which area they want to focus.
In an organisation learning within an
organisation, programme is selected, and
accordingly an employee has to work.
Individual learning mainly focuses on
developing self-abilities.
Organisational learning focused on achieving
organisational goals.
Through various experiments, learning can be
done (Staniškienė and Stankevičiūtė, 2018).
Learning cycle in an organisation is done
through collective ways and efforts.
An individual can develop knowledge and
personal thoughts while gain knowledge.
Everything in an organisation learning is based
on the goals of an organisation.
 Training and development: Training and development are two integral things but are
different in their meaning. Training can be explained as the process of making the things
more familiar to use. Whereas the development means growth opportunities for employees
and their career advancements. Training provides basic knowledge and advancements in the
knowledge to grow and enhance abilities of individual working in an organisation (Welch
and Hodge, 2018) On the other hand development is an opportunity to grow that comes with
the training activity.
Training Development
Training is a job oriented process. Development is a career oriented process.
Training makes learning new things possible. Development focuses on use of training to find
new to grow.
Training is short term process that may be
limited for some time only.
Development is a continuous process of long
time.
The objectives of training are specific. Objectives of development have broad concept.
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P4. Requirement for continuous professional development and learning to create sustainable
performance of business
The importance of continuous learning and professional development is important for an
organisation such as TESCO, it’s crucial for various activities in a business that is carried by
human resources. TESCO is among the most famous retail business in UK and is giving tough
competition to domestic and international competitors. For managing professionally and retain
employees TESCO offers their employees the opportunities for growth and development.
Maintaining the new change in environment and technology following the best ways and
managing the new change in environment and technology is the best way by which TESCO can
become more sustainable. The employees may be drivers of their own growth and development
to enhance their professional skills. TESCO offers various programmes and employee
development opportunities, training and development programmes to its employees to keep
ahead of competition and maintain sustainable environment of learning and growth.
Tesco is supported by many facts that show the positive impacts of continuous growth and
development of the employees. Every employee’s ability, skills and experience considers the
employee’s position and give them specific instruction for achieving sustainable performance.
The performance could help in the business achievement of competitive advantage. This also
helps the employees with their skills as it helps them to identify performance gap and compare
themselves with the best practices to fulfil that gap and create best results (Sharma, 2018).
Healthy environment and comparable results brings out favourable environment of working and
longer interest of employees towards their work and high performance. These high performance
in TESCO could help in providing proper training to the employees, frame working strategies,
etc.
M2 Learning cycle theories to evaluate or analyse importance of implementing of professional
development (CPD)
The Personal development circle
The circle of all procedures follows for the success of grown and matured personal
development plan. It gives direction and vision framed on strategic construction or direction of
identification and developmental requirements and opportunities to prepare action plan.
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LO3. Application of know-how and understanding of the methods in which
high-performance working (HPW) improves employee engagement and
competitive growth for company
P5 Demonstrate how HPW contribute to employee engagement and competitive advantage
within a specific organisation
The high performance working itself explains the ability of employees to work by putting
extra efforts which means they would focus more on their activities and give higher results.
The employees are constantly engaged in their activities of workplace that their results are
best, which leads to better employee engagement (Botke and et. al., 2018). The high
performance working will help the employees to gain opportunities of getting competitive
advantage for the organisation because they will be well equipped with the latest knowledge
and processes to give best results.
M3 Analysis of advantages of applying HPW with justifications to a particular company
situation
The benefits of HPW are many because it enhances the efforts of employees on their job and
provides best results on time. The main benefits of applying HPW in an organisation are as
follows:
 Early or on time completion of activities
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 Employee enjoyment
 Optimum utilisation of resources
 Less wastage of resources
 Maximum sales
 Higher profits etc.
In elaboration the activities in TESCO such as sales could be an suitable example of HPW of the
employees where their constant focus on customer needs help them to create maximum sale and
higher profits. TESCO has employees who are completely devoted to their work which means
that they are highly engaged and they perform their best to give best results.
LO4 Evaluation of methods in which performance managing, collaborative
work and effective communication can benefit high performance culture and
commitment
P6 Evaluation of different approaches to performance management, its examples and how they
can enhance performance culture and commitment
The performance of TESCO or any business evaluated by any the managerial professional.
The statement is that higher position manager monitor higher officials they evaluated the work or
development of the performance that monitors huge amount of evaluating the work or
development strategy is appropriately implemented. And this implementation analysis follows
some plans and strategies. The strategies of performance are:
Result Approach: This approach is of the employee work evaluation, which monitors and
examines higher authority that the result is business objective oriented. The outcome in the
business is of higher value in market and results, whether efficient or productive, and the
outcome are consistent in the standard business (Tsai, 2018).
Comparative approach: This strategy compares the performance of the employees and decides
who contributes best and maximum to the business. A comparative analysis of outcome
combines the efforts of employees towards their benefits of development and growth. Tesco is
highly efficient in determining employees who are highly experienced and performs best for their
works.
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Collaborative approach: this approach is combinations of the comparative and result approach,
which means that, makes decision for employees who are skilled in a particular task and teams
formatting are taken for various backgrounds of employees. The collaboration reduces the
burden over business and ensures the employment of professional skills. For instance, TESCO
for developing new package could encourage collaborative strategy to tackle different strategies
and all situations.
CONCLUSION
It had been concluded from the report that development of employees, organisation or
individual on how managerial decisions are formulated to perform a specific task. Developing
individual, teams and organisations needs to evaluate the strength, weaknesses, opportunities and
threats of the employees, who has the proper skill and competing in market ensures the
employee’s development process. A proper leadership where employees feel that this business is
the best place for working at and gain development opportunities and their abilities and
knowledge for their betterment. The companies in retail industry will be among the market leader
by developing collaborative work within departments and ensuring favourable work of every
department.
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