Developing Individuals, Teams and Organisations - Unit 35

This report discusses the skills, behaviour and knowledge required by HR professionals and provides a personal development plan for the job role. It also examines the need for continuous learning and professional development to drive sustainable organisational performance. The report covers topics such as individual and organisational training, learning and development, and the benefits of continuous professional development.

Unit 35: Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Identify appropriate professional knowledge, behaviour and skills required by the 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.......................................................................2
M1 Detailed professional skills audit & professional development plan to demonstrates
evidence personal reflection & evaluation..................................................................................6
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.................................................................................................6
P3 Difference between the individual and organisational training, learning and development..7
P4 Examine need to the continuous learning & professional development to drive a
sustainable organisational performance......................................................................................8
M2 Apply the learning cycle theories to critically analyse importance of implementing the
continuous professional development.........................................................................................8
P5 How HPW contribute the the workforce involvement and competitive advantages in
organisation?...............................................................................................................................9
M3 Analyse benefits of applying the HPW with justifications to specific organisational
situation.....................................................................................................................................10
P6 Evaluate various approaches to the performance management and demonstrate with a
specific examples that how they can support the high performance culture & commitment.. 10
M4 Evaluate different approaches & make judgements how effective they can be to support
the high- performance culture & commitment..........................................................................11
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.....................................................................................12
CONCLUSION..............................................................................................................................13

References:.....................................................................................................................................14

INTRODUCTION
In global environment, all the business entity efforts to grow and diversity. For this, it is
significant for the organisation to manage their all working practices and operation effectively.
Human resources department of the organisation is accountable to manage the company's
workforce diversity so that organisation can attain the high competitive advantages (Aggrawal
and Potadar, 2022). This report will details out various aspect of to develop individuals, team and
organization. It will also discuss significant of the HR in managing the business operation.
Additionally, the report focuses on experience, skills and personality traits required in HR
manager. Along with this, this report will going to cover an analysis of the personal skill in order
to identify apt skill to prepare a professional development plan. Before concluding this report,
knowledge to implement HPW and improvising the employee involvement have been discussed
with context to Tesco.
P1 Identify appropriate professional knowledge, behaviour and skills required by the HR
professionals.
Human resources is considered as an eminent part of the organisations as it manage the
employee relation within workplace. HR is all about handling and supporting people in a
systematic manner for the associated process. Tesco is have the adequate HR professional who
manage the employees on a large scale, during hiring the workers, firms need to taken into
account few skills & qualities that are described below:
Skill for the HR professionals
 Managing resources- This is a foremost quality of the HR professional in which they
manage the resources like human within workplace. Such individuals are capable in
motivating, controlling, developing and directing other individuals as they can perform
for the organisation.
 Decision making skill- A fast decision making ability help the individuals to grab the
available opportunities (Ashmarina and Mantulenko, Eds., 2020). So that in
organisations, the HR professionals must be efficient to take quick decision when
required so that company can a easily attain the high competitive advantages.
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Knowledge for the HR manager
 Knowledge of business- These individuals have a proper and sufficient knowledge
regarding a business and entire organisation that help them in making effective polices
and strategies. Organisational and business knowledge consist with, the HR should be
familiar with all the regulation, rules and other policies within workplace. Knowledge of the best practises- In organisation , there are various practices including
recruitment and selection, staffing, training and development and many more. Therefore,
in relation to the Tesco, its HR manager must be familiar with all of them.
Behaviour of the HR professionals
 Be polite & clam- Company's HR manager must be polite and calm with the employees.
He should be shout with others. In Tesco, this behaviour will improve a positive and
healthy relations with its workforce.
 Ethical behaviour- Every HR professional must behave ethically with all the employees.
They should give respect to morale, believes and value of the others (Bojica and et.
al.,2020).
P2 Personal skills audit to identify the skill, behaviour and knowledge. Also develop a personal
development plan for the given job role.
Personal development plan provide a framework that aid employees to determine areas
related to their strength and weakness. It help them in optimising their existing qualities and
capabilities. It outline a set of the goals and objectives, thereby helping them in improving their
work performance (Sidani and Reese, 2018). By this, organisations become able to alleviating a
large amount of the time from being wasted on controlling & monitoring the employee's
performance & development. Implementation of an effective personal development plan can
have various benefits for the organisation.
Personal skill audit
No. Skill & ability Self assessed
score
Score from the
others
variances
1 Communication
skill
8 10 -2
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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
7 Team building
quality
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From this analysed table, it has been identified that I am very good in some skill and need to
improve in others. For instance, my team building and decision making skill are very poor in
which I need to bring more improvement and otherwise rest of the skill are pretty good.
Strength and weakness assessed by the personal audit table
Strength Weakness
 I have a good confidence level that
make me enable to interact with other
regarding anything where I can put my
opinion freely.
 Communication skill is another
strength for me due to which I
efficiently communicate with others in
a easy manner.
 I am also performing well in problem
solving skill as I am capable to find out
an appropriate solution of a critical
issues within workplace.
 I am lacking in decision making skill
that have a direct impact on my job
role. It also impact my personal life as
well professional life.
 Time management is my another
weakness as I can not work like a
multitasker. Due to this, I am not
capable to complete the given work
timely.
 I have realised that I need to bring more
improvement in my information
technology skill as I am not capable to
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make the reports required by the
management.
Personal development plan- There is an action plan that helps the HR manager to overcome the
identified weakness.
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Skills Actual
proficiency
Target
proficiency
Improvement
opportunities
Time scale
Decision making
skill
This skill need to
be improved as it
is impacting my
career, job role
and company as
well.
For this, I need
such confidence
that whatever
decision I will
take for the
company's
betterment, have
a positive impact.
In this, experienced
people will be very
helpful for me as their
guidance bring a self
confidence in me to
take any decisions.
5 to 6 months
Information skill As I am very
weak in the IT
work due to
which I am not
able to make the
reports timely. So
this skills also
need to be
improved.
For this, it is
essential for me
be able to use of
the effectual
techniques in IT
sections that help
me in finishing
my work timely.
In order to improve
this skills, I need to
attend the
professional training.
3 to 5 months
Times
management
skills
Due to this
weakness, I am
often get late in
finishing my
work. Hence, I
need to improve
the issue of time
management.
I need to change
my working
schedule so that I
become able to
complete my all
work timely.
For this, I need to
practising to manage
small task in the
limited time period.
By this I will be able
to manage big tasks
and projects.
4 months
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M1 Detailed professional skills audit & professional development plan to demonstrates evidence
personal reflection & evaluation.
In the above personal audit, I have identified that my communication skill is very good
that means I am capable to communicating anyone within organisation. I also assessed the team
building ability and this is ascertained that in other's eye my team building skill is very effective.
But I have also realised that I need to improve it more. Apart from this, I have many skills like
confidence level and problem solving skills.
Along with the strength, I came to know that my decision making ability is not so good
as I often end up with taking the wrong decision that impact me and my organisation as well.
Hence it is essential for me to work on these skills. Along with this, my information technology
and time management skill also need to be improved more.
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.
Main purpose to create a professional development plan is make the workforce realise
where they stands in the reference to others (Fayzrakhmanov, Yarullin and Fominykh, 2021). It
also make the employees aware of their contribution in developing the organisational strategies
and attaining business goals. Learning cycle also emphasis on sustainability perspective. A
continuous learning help Tesco to improve its productivity, team coordination and employees
retention rate. Organisational learning is that process in which main focus is paid on the creation
& transition of the knowledge in organisation as a whole. Therefore, it has been assumed that
organisation develop their standard and this experience is then further used for creating the
required knowledge.
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P3 Difference between the individual and organisational training, learning and development.
Individual learning- It refer to a process in which the learning sessions are executed with the
aim to improve employee's specific skills. For instance, if a person will be promoted for a higher
position, but has lack of fee skill in respective filed, then, manager conduct a training session in
order to boost the skill in individuals.
Organisational learning- It is a process of implementing the knowledge for the specific purpose
and get a better future outcome. Its main purpose is to continuous learning & improve the
employee's capabilities (Ganesh, 2018).
Individual learning Organisational learning
It is associated with a development of the
productivity & execution of the individuals
(Taylor, 2020).
It is linked with the mission and mission of
organisation. It is a continuous and on going
process. In this it is very difficult to measure
the success.
In this, a people need to be aware regarding
their abilities and skills so that they can bring a
better improvement during individual learning
process.
It has been aid that new management need to
always open the gates of opportunities for their
workers so that they can develop and grow
their learning.
Such type of the learning are also developed
when workers are exposed with external
environment within workable.
To attain the organisation learning, company's
management must be transparent in their
practices so that employees get to know in
which are they need development.
Individual's training and development Organisational training and development
Like the other organisation, Tesco is also
facilitate the training to the individuals in its
organisation so that its employees can gain the
skills that are required to perform their job
role.
The organisational training are given with the
purpose to develop skill and increasing the
organisational status within market place.
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In this, workers need to develop their abilities
or skills so that hey can utilise it when
performing their job role.
The new staff members also have to undergo
these kind of the training sessions so that they
can easily understand everything related to the
organisation.
P4 Examine need to the continuous learning & professional development to drive a sustainable
organisational performance.
In every individual's life, continuous learning is very crucial as it force them to attain
their career goals in effective manner (Harrower, 2019). Continuous learning consist with the
process of documenting and tracking the knowledge and skills that gained during work. Mostly
individuals prefer for reading and learning on a continuous basis because they are are that it will
be accessible for them in their future to deal with the adverse or critical situation very
effectively. With the purpose to boost up the knowledge and skills of workers, Tesco has
organised the professional and personal development programmes as it help them in gaining the
higher competitive advantages. Continuous learning and professional development help to
connect the employee's capabilities with the current standard of the external environment. It is
also helpful in upgrading the skill and individual's knowledge toward the changing market
trends.
If organisational employees have effectual abilities and competencies they will be
contributed in attaining the organisational objectives and goals. If individuals have a strong
knowledge related to any area, then it become easy for them to make an easier decision making
process within workplace. In individuals perspectives, professional development and continuous
learning help the people to build self confidence as they easily interact with the public. At last, it
also improve quality of individual's life, sustainability as well as overall working environment.
Benefits of the continuous professional development
 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
(Hartmann and et. al., 2020).
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M2 Apply the learning cycle theories to critically analyse importance of implementing the
continuous professional development.
Kolb learning cycle theory argues that learning should be integrated with every
organisational process. According to this, each phase should be supportive mutually and should
feed in next phase. This theory argues that different workers have unique learning style and they
are influenced by various element such as educational, environmental, social and psychological
structure of employees.
Honey and Mumford learning style has identified 4 different learning style including Activist,
Pragmatist, Theorists and Reflector. These approaches are naturally opted by individuals.
Activist- these individuals learn the thing by doing and enjoy the task (Ke, Moon and Sokolikj,
2022).
Pragmatist- they tries to find out that how learning can be brought in to the practical use.
Theorist- in this, learners determine a logic behind the task they have performed.
Reflector- in this, people believe in the learning by observing the things & determining that what
can happen from the sidelines.
P5 How HPW contribute the the workforce involvement and competitive advantages in
organisation?
High performance working is considered as a set of different practices related to the
management that is implement by the organisation with the aim to creating such environment in
which employees are extremely contributed in the working practices. Generating HPW refer to
collecting all the aspect related to human resources and then put them together to maximise the
future benefits. It also aid in workforce needs within organisation and selecting such type of the
workers who are capable to fulfil the job requirement. Subsequently, HPW evaluate the
employee's performance to reward them with the purpose e to retain them for a long time period.
In context of Tesco, the concept help in the employee's engagement and coordination as the can
perform to attain a specific goals. Its key motive is to booty up its employee's performance &
efficiency level so that company can meet the customer's desire in most effective manner.
Coordinated and well engaged workers are accountable to attain the organisational objectives
and goals in a meaningful manner.
Thus, if employees are enough efficient and productive then any company can attain a
high competitive benefit within a short time period (Menard and Coulier, 2022). Moreover, HPW
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also aid in providing the training & development assistance to the staff members as they can
learn new capabilities and skills to deal with the critical situation very 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 (Mseleku, 2021).
 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 analysed that implementation of HPW is triggered by the Economic
imperatives. Along with this, adoption of performance management measure is very beneficial
for the organisations. Companies where exist dynamic environment generally shift the risk on
employees through the variable compensation system. Since, Tesco uses the differentiation
strategy, it is more likely to implement HPW practise in organisation. As Tesco has made its
organisation HPW, it provide various benefits which are mentioned below:
 It improve organisational culture and existing practice of Tesco
 It improve employees, relationship with the company by building trust and developing an
identity.
 It direct HR practices for motivating employees. Developing skill and also optimising
resources (Nair, 2018).
 It also consists of few high involvement task which focuses on creating different
opportunities to make workers engage.
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 analysed that performance management most significant task for all the
business organisation as it help them in evaluating the worker's capabilities whether the are able
or not to attain the business goals. In Tesco, performance management is a process of building
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such work environment in which employees are facilitated to utilise best of their competencies.
There are various approach of the performance engagement. Few of them are mentioned:
 Attribute approach- In this, manager are mainly emphasised on characteristics and traits
of employees who are liable to organisational success. Attribute technique include a set
of the skills such as competitiveness, initiatives, leadership and many more. Main benefit
this approach is that it is easy to implement and also generalised wide range of the jobs.
 Comparative approach- In this, employees are compared to one another. Ranking is
prepared on the basis of rating provided to the employees within any group work. It
include two types of the ranking: alternative ranking and simple ranking (Rao and
Polepeddi, 2019).
 Behavioural approach- It is a conventional method of measuring the employee's
performance. It comprise a chain of the vertical scale to measure different aspect of the
job. Behaviourally Anchored Rating Scale is a kind of the behavioural approach which
consists of 5 to 10 vertical scales.
In Tesco, its organisational structure is being restructured to emphasise the performance
measurement. Main aspect to be covered under the performance measurement are:
 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 context of the Tesco, performance management aid its manager and workforce to
coordinate and plan the work together and review employee's overall performance. Organisations
uses the performance management approach with the purpose to set the business objectives,
facilitating training and development sessions and getting the feedback to make sure that workers
are working up to their potential (Sedláková, 2019).
Comparative approaches help in setting up priorities in case of the conflicting demands. If the
priorities are already clear, then this approach can not be used. Behaviour approach target the
employee's behavioural characteristic but developing this approach is very difficult. Attribute
method help the organisation in analysing strength weakness and culpabilities and it mainly
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focuses on the future goals. Only problem is that this approach emphasises the short term goals
only.
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
It has been analysed that there is a crucial relationship between job engagement and
HPW. It help the organisation to motive the employees and also establish the appraisal system
for the workers. HPW play a crucial role in improving the creativity level, thus, including
components of the innovation within business functioning. Additionally, improved creativity
help the organisation to maintain their quality standard (Sharma, 2019).
Then again, implementation of the HPW in personal development & operational
management is very time consuming. As in this, manager provide feedback to every employees
that consume much time. Several workers may not want the implementation of HPW. It lead to a
discouragement among the workforce. Even it HPW is well oriented and structured process, this
can have a bias too. Thus, manager who access performance management may face the
discrepancies.
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CONCLUSION
From the above report, it is find out that in the development of any business, human
resources play most significant role. It help the company's manager in handling and controlling
to their activities and tasks in the pervasive manner. In this report it has been discussed that
Tesco should be able to consider all employees and take the decision very quickly. Apart form
this, individuals and organisational learning help the individual to improve their knowledge so
that they can performance effectively. This report has discussed various approaches of the
performance management such as behavioural, comparative and attribute. By this company can
boost the morale and improve the accountability efficiently.
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References:
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