Developing individuals, teams and organisation

This report focuses on the appropriate and professional knowledge, traits and behaviours needed by HR professionals, personal skills audit, professional development plan, evaluating the differences amid organisational as well as individual learning, training and development, requirement for continuous learning and professional development to drive sustainable business performance and more. The report is based on ASDA, a multinational supermarket chain of UK.

Developing individuals,
teams and organisation

CONTENTS
INTRODUCTION......................................................................................................................1
ACTIVITY – 1...........................................................................................................................1
Appropriate and professional knowledge, traits and behaviours needed by HR professionals
................................................................................................................................................1
Personal skills audit................................................................................................................3
Professional development plan...............................................................................................4
ACTIVITY – 2...........................................................................................................................5
Evaluating the differences amid organisational as well as individual learning, training and
development...........................................................................................................................5
Requirement for continuous learning and professional development to drive sustainable
business performance.............................................................................................................6
ACTIVITY – 3...........................................................................................................................8
Contribution of high-performance working (HPW) towards employee engagement and
competitive advantage and the benefits of applying HPW in the organizational context......8
ACTIVITY – 4...........................................................................................................................9
Varied approaches to performance management and making judgements on the ways they
support high- performance culture and commitment.............................................................9
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................12

INTRODUCTION
In the current business situation, the growth and success of the organization is majorly
dependent on its ability to expand as well as enhance the shared along with individual
abilities of its human resource in the competitive marketplace. There are varied firms that
pays attention on performance development because they are considered quite effective for
resolving the issues and finding out ultimate answers. Further, the firm can achieve success
by enhancing the performance of an individual which can further support in making
improvement in the overall capacity of the organization and helps in augmenting the
profitability and productivity (Iqbal, 2019). Based on this, the main aim of the current
research report is to evaluate the knowledge, skills and behaviour needed by the HR
professionals. The organization chosen for this purpose is ASDA which is a multinational
supermarket chain of UK. Further, a report will be produced in executing and evaluating
inclusive learning and development for sustainable business performance. Focus will also be
led on understanding high performing working and its relation towards employee engagement
and competitive advantage. The finals section of the report will throw some light on the ways
in which performance management, collaborative working and effective communication can
support high-performance culture and commitment.
ACTIVITY – 1
Appropriate and professional knowledge, traits and behaviours needed by HR professionals
Performance of the workers plays a very crucial role for the successful firms in
development of business and their profitability. Organization emphasizes on development of
individuals and augments their knowledge, capabilities and skillset for making improvement
in the productivity within the company. The human resource manager of ASDA is also
performing varied kinds of functions and all needs to be carried out effectively. In addition,
managers of such kind of firms needs effective knowledge and adequate skills for proper
management of the overall operations of the business (Bolman and Deal, 2017). Some of the
skills, knowledge and behaviour needed by the HR professionals are being defined below:
Skills
 Interpersonal skills – The HR professionals of Asda is required to have inter-personal
skills for communicating with other effectively. With this skill, they will be in a
position to maintain association with different people and can carry out complex task
easily through interacting with their colleagues and other employees.
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 Teamwork management skills – This is also an important skill that the HR managers
should have. This will help in management of performance and successful completion
of the group project within stipulated timeframe. More ideas, knowledge and
favourable decisions can be taken on complex situations.
 Conflict resolution – Through this skill the Hr manager of the company will be able to
offer emphasis on working practices of the workers. Better working conditions needs
to be provided for resolving the conflicts and improving the engagement of the
workers towards their performance (Real, Roldán and Leal, 2018).
Knowledge
 Communication and media – Communication is being regarded as crucial for
maintenance of harmony and creating optimistic working environment within the
company. It is essential to have enhanced communication as well as media channel to
HR professionals which helps in offering suitable data to the internal as well as
external clients of ASDA.
 Government and legislations – There are different policies, regulations, laws and
legislations which are being established by the government and HR managers are
required to have knowledge of these legislations effectively. Knowledge regarding
employment laws, political process, code of conduct and agencies will provide
various advantages and will foster effective functioning of the business.
Behaviour
 Decisive thinker – In an organization, HR professionals many a times come across
with the situation where they have to ponder the information and undertake a decision
(Werner and DeSimone, 2020). Thus, being decision thinker will support the HR
managers of Asda in carrying out their tasks and activities adequately and quickly. It
is an essential behaviour takes helps in converting intangible and tangible information
into beneficial data.
 Collaborative – It is being defined as the behaviour by which the human resource
manager can work appropriately with large number of people both inside as well as
outside of the firm. Further, this will also support the HR manager of Asda in
development of coordination between the workers.
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Personal skills audit
Talking in relation with the skill audit, it is being referred as the process of identifying
the skills as well as capabilities that an individual or the group have or required for enhancing
their efficiency (Ford, 2019). In other words, it is the analysis of the strengths and
weaknesses of an individual for identifying their abilities and different measures for
improving their performance level. A personal audit plan for ascertaining strength and
weaknesses are as follows:
S.N. Skills and competencies Self-evaluated
score
Score from
others
Variance
1 Decisive skills 10 7 3
2 Communication skills 8 9 -1
3 Time management skills 9 10 -1
4 Conflict management skills 7 8 -1
5 Information technology
skills
9 7 2
The below figure clearly depicts the personal audit which explains in regards with
different skills along with proficiencies being scored and other staff member. The positive
variance depicts the weak points and the negative variance depicts the strong points.
According to the personal skill audit, some of the strengths and weaknesses are being
illustrated in the subsequent section:
Strengths
 From the above skill audit, it can be stated that I am quite good at managing time at
the workplace (Ciasullo and et.al., 2017). I also carry out my tasks and assignments
on time effectively.
 Other than this, I am good at communication which signifies that I can easily make
good relationship with others which supports in fostering better culture within the
workplace.
 I am also good at resolving conflicts between the team members and also motivate
other to bring coordination in their functions and activities.
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Weaknesses
 The information technology skills and knowledge are quite average which needs to be
enhanced.
 I do not have the capability of taking decision that is advantageous for the firm in
bringing efficiency and usefulness. It is essential to make favourable decisions for
managing different alterations and issues for attaining optimistic results.
Professional development plan
Professional development plan is a process of formulation of an action plan based on
the reflection, objective setting along with the values for development either for the career
growth or for the self-enhancement. Personal development plan helps in evolution of the
personality of an individual (Mee-yan and Holbeche, 2015). Further, it is needed for
overcoming different weaknesses and augments the understanding or skills by seminars,
meetings and conferences. The professional development plan for the job role “Human
Resource Officer” are as follows:
Objective Activities for
development
Criteria for success Time
period
Enhancing
information
technology skills
Learning about different
tools along with the
software that supports in
carrying out tasks
effectively and quickly.
This can be achieved by
undertaking training and
attending classes.
Team member, managers
and other employees
5
months
Developing decision
making skills
Determining the reason for
the decision, checking for
cognitive biases and taking
time for getting the desired
outcome. Further, it can
also be improved by
setting deadlines and
weighing the options.
Top level management
4
months
4

ACTIVITY – 2
Evaluating the differences amid organisational as well as individual learning, training and
development
Learning is being referred as a systematic procedure of acquiring novel or altered
understanding, value and skills which helps in bringing an enduring modification in the
behaviour of an individual which is being evolved with the help of experience. Learning is
not a short-term process and is advantageous in both individual and organizational learning
(Stewart and Rogers, 2021). Organizational learning is defined as the procedure which
involves creation, retention and transformation of knowledge within the environment of the
organization for making improvement in the present as well as future performance. On the
other hand, individual learning is nothing but the capacity for building knowledge by
reflection of individual after coming into an interaction with outside incentives or sources and
by experience in light of contact with a specified setting.
Organizational learning Individual learning
It is being carried out for developing the
skills, abilities and knowledge between the
group of individuals working in the firm.
Individual learning is being emphasized on
development and enhancement of
understanding of a particular person.
Further, organizational learning is being
oriented towards work and majorly
emphasize on making improvement in the
efficacy of the workers of ASDA for
enhancing the production level (Friedman,
2019).
On the other side, individual learning pays
more attention towards developing a career
of an individual.
Asda extend training to their current
workers at a regular period of time for
enhancing their performance and production
level.
It is extended to an individual for the
development of knowledge for carrying out
their work successfully in Asda.
Training and development
Speaking in relation with the training and development, it is being defined as an
educational process that pays attention on making improvement in the performance of the
individual or a group in order to sharpen the abilities, skills, ideas and understanding. In
addition to this, training and development is being regarded as an essential function of a
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human resource manager. Further, it has a crucial role to play in the personal evolution of the
workers working in the firm which in turn makes an important contribution in its success and
growth. The differences between training and development are being elaborated in the
subsequent table:
Training Development
Training is being referred as the learning
process which is being given to the workers
for augmenting their abilities, skills and
knowledge according to the needed job
On the other hand, development is being
referred as the educational process that
functions in regards with complete
evolution of the workers (Chiu and Lee,
2019)
It is quite beneficial for augmenting the
performance level so that production level
can be improved
Development helps in preparing the
individual for facing different issues and
challenges for the future period of time
Training is job oriented Development is career oriented
It is mainly emphasized on making
improvement in the current performance
It is mainly emphasized on making
improvement in the future performance
Requirement for continuous learning and professional development to drive sustainable
business performance
Articulating in relation with the continuous learning as well as professional
development, they are quite necessary practices which supports in maintenance as well as
improvement in the skills as well as knowledge which is needed for a specified job role. The
Human resource officer of Asda is required to make sure that there is a continuous learning
and development program must be introduced for giving training to the workers which will
supports in dealing and managing the future alterations in the working environment. First
talking in the context of the continuous learning, it is referred as the process of expansion of
the ability of the workers for learning by regularly updating skills as well as knowledge for
carrying out their tasks resourcefully (Puteh, 2017). Additionally, it also supports in
development of the ability of being adaptable for altering circumstances being faced by the
workers at the time of conducting their activities. continuous learning also assists in keeping
the workers of ASDA updated with the upcoming modifications in the present approaches
and technologies which in turn supports in making improvement in their performance.
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On contrary to this, professional development is being referred as the process of
overall development of the workers through extension of training and development programs
at the workplace. Professional development programs support in generating of morale of the
workers and encourage them in regards with enhancing their performance level. ASDA also
makes arrangements for personal and professional development for boosting the up skills as
well as knowledge of the workers for the purpose of gaining higher competitive advantage.
Professional development along with continuous learning supports in connecting the
employees’ abilities with the present standard of the external environment (Watson and et.al.,
2019). In addition to this, it also supports in upgradation of the skills along with information
of people in regards with altering market trends as well as renders direction in a particular
area.
Further, if the workers have skills and abilities than they will make an important
contribution towards attainment of the goals of the company. Continuous learning and
professional development also help in better decision making, encourages problem solving,
motivates workers, helps them in retaining efficient workers and responds to the technology.
For briefly comprehending the learning process wherein knowledge is being created through
experience, one of the important learning cycle theories of Kolb can be taken into
consideration. According to the Kolb’s theory, concrete experience, reflective observation,
abstract conceptualisation and active experimentation form a four-stage process or a cycle
which is transmuted into effective learning.
 Concrete experience – With this, the learner can get to know about novel things and
the experience is also being gained by observing others.
 Reflective observation – With this, the novel experience is being discussed and the
issue is determined and understood adequately (Sudria and et.al., 2018).
 Abstract conceptualisation – This is the method which supports in knowing the ideas
and the learner is also able to know from the past experience which renders a
supportive hand in their work.
 Active experimentation – This is the method which helps in execution and the things
which are being learned are determined by the way. This is process which involves
execution of the work in a particular area.
Thus, from the above evaluation it can be stated that continuous learning is assistive
in making improvement in the performance of the workers because they can work in relation
with attaining the final objectives of the firm. Additionally, it also supports in boosting up
decision making abilities and skills of the workers so that competitive edge can be achieved
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effectively. Continuous learning and professional development help in upgrading knowledge
as well as information of people in regards with altering market trends and provides a right
path in a particular field.
ACTIVITY – 3
Contribution of high-performance working (HPW) towards employee engagement and
competitive advantage and the benefits of applying HPW in the organizational context
Talking in relation with the high-performance working (HPW), it is being referred as
the usual approach of management of the firm which has a sole objective of motivating more
effective worker assurance as well as participation for attaining higher performance level.
Additionally, it is an amalgamation of policies, process and practices that are combined
together for integrating which results in enhanced employee performance. Further, it
emphasises on eradicating the outmoded hierarchical organisational structure with flatter
framework wherein the workers feel free to share their opinions and ideas. As per the current
situation, ASDA is more emphasized towards innovation along with the level of production
for attaining an edge over the other competing firms in the market (Tang and et.al., 2017).
High performance working will support the firm in attaining this advantage because it is
paying attention in developing a conducive working atmosphere. Furthermore, it also
encompasses free movement of interaction, trust, belief and transparency within the firm
which supports in encouraging the workers for making improvement in their efficacy. The
significant role being played by HPW in employee engagement and competitive advantage is
being explained underneath:
 Financial efficiency – In the situation where HPW is quite high, managers reuse the
financial activities prudently. As per the market value for their activities and
positions, the firm make sure that their workers are compensated. Financing is pre-
planned in Asda for making sure high-performance working.
 Collaboration – Since, individuals get higher benefits particularly from HPW, they
are also required to understand the ways to make sure it successfully. When there is
more level of collaboration within the company, HPW is also at its peak. Managers
plays a very crucial role in maintaining collaboration between the workers.
 Measurement and feedback – The productivity of both the Individual and the
organization is being measured on the basis of the performance of the workers. Those
who are high performing workers, they can rapidly attain the goals. It is important that
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the ASDA should measures the performance of the workers and exchange feedback
among themselves (Malier, 2018).
High performance working is mainly the outcome of motivated, encouraged and
skilled workers. Generally, active teamwork is viewed among them. Asda will be highly
benefited by the HPW and some of the benefits are as follows:
 Enhanced attitude of the workers – Each and every worker feels good in high
performance working and they all take initiatives for improving production. In short
period of time, more products and services can be brought up in the market. in Asda,
high performance working is ensured by offering quality services to the clienteles.
 Better financial results – HPW results in better financial outcomes because the
productivity of the employees increases with more success and growth. The
profitability of Asda augments because the costs decreases and turnover increases.
 Competitive advantage – When high performance working is being applied in an
organization, better financial outcomes can be attained and this in turn helps in
achieving a competitive advantage over the competing firms in the market.
 Enhances knowledge of workers – Higher performance working also helps in
enhancement of the knowledge, abilities, skills, incentives and empowerment of the
workers which in turn encourages them to attain higher targets related to performance
(Sargeant, Wong and Campbell, 2018).
ACTIVITY – 4
Varied approaches to performance management and making judgements on the ways they
support high- performance culture and commitment
Performance management is being referred as adequate management of the overall
employees in finishing off some specified assignment in a suitable way. The main aim of
performance management is to attain pre-defined objectives with the support of enhanced
performance and results. The skills, knowledge and abilities of the workers can be enhanced
by organisation of effective training and learning sessions so that effective workforce can be
developed. There are different elements being comprises in performance management like
creation of faith, appraisal of the workers, using best process of interaction between the
workers etc. Thus, it is essential to carry out overall task or assignment for attaining the
objectives by effective planning and strategies. Some of the major elements included in the
performance management are:
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 It is the accountability of the management to hire best applicant who have
understanding in regards with the roles and accountabilities within the firm.
 For supporting each and every worker and individual for attaining enduring
advantages and growth in the future.
 Offering awards as well as rewards according the performance for motivating and
satisfying the employees in relation with attainment of targets (Kehoe and Wright,
2019).
Different performance management approaches
There are different kinds of performance management approaches and techniques that
can be employed by the firm for supporting high performance culture and commitment and
these are being explained in the below section:
 Comparative approach – In this kind of approach, managers make comparison amid
two workers based on the level of their performance for the purpose of determining
skills, abilities and talent being possessed by the workers for accomplishing specified
objectives of the firm in an effective manner.
 Attributes approach – This is another crucial strategy which can be considered by
ASDA for making improvement in the performance of the workers and motivating
them in regards with achievement of the goals of the firm. In this approach, firm can
give ranks to the workers as per their performance. Further, ranks are given on the
basis of some particular criteria like communication, judgements, leadership,
innovative ideas used and creativity. Moreover, the firm can make use of Graphic
Rating Scale for offering positions and defining the level of individual within ASDA.
 Behavioural approach – This is a behavioural method of measuring the performance
level of the employees. In such kind of method, the human resource manager of the
company takes into account distinctive vertical scale like BARS in order to analyse
and measure the work of the employees adequately. It helps in enhancing the skills
and knowledge of the workers (Smith and Bititci, 2017).
 Result approach – This is the method in which the firm takes into account two general
categories of outcomes of the performance encompassing productivity measures and
Balance Scorecard. ASDA can take into account the results of the performance based
on the quality of work being done or quantity of work performed.
 Quality approach – This is the method, through which the company can maximize the
satisfaction level of the customers through decreasing the error and enhancing the
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performance. it involves taking steady feedback from the managers, customers and
colleagues for determining any flaws in the performance. Asda can determine gaps
amid the performance and can work over the same for eliminating them.
CONCLUSION
Based on the above evaluation, it can be very well concluded that the evolution of
individual, team along with the organisation is very crucial for achieving the growth and
future success of the organization. it has been further found out that the human resource
managers have a very crucial role to play in attainment of pre-determined goals of the
organization through comprehension of the nature along with the requirements of the human
resources. Further, the Human resource managers has to perform different functions however
the key among them is making improvement in the efficiency as well as performance level of
the workforce. The report has clearly defined in regards with the ASDA as how the company
adopts different approaches and plans for enhancing the performance of the business and
individuals.
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Sargeant, J., Wong, B.M. and Campbell, C.M., 2018. CPD of the future: a partnership
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