Developing Individuals, Teams and Organisations: A Study on HR Professional Skills and Sustainable Business Performance

This report focuses on developing individuals, teams, and organizations through HR professional skills and sustainable business performance. It covers topics such as personal skill audit, organizational and individual learning, training and development, continuous learning, and professional development. It also discusses how high-performance working contributes to employee engagement and competitive benefit.

DEVELOPING
INDIVIDUALS TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
P1- Determining appropriate knowledge, behaviours and skills required by HR professionals
for a role of trainee human resource manager.............................................................................3
P2- Analysing complete personal skills audit to determine appropriate skill, behaviour and
knowledge and developing development plan for trainee HR manager role...............................4
P3 Difference between the organisational and individual learning, training, and development. 7
P4- The need for the continuous learning and professional development and the use of learning
cycle theories for the sustainable development of the company..................................................8
P6- Evaluating varied approaches performance management and judgement on how
effectively they can be to support high-performance culture & commitment...........................10
CONCLUSION .............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational, team and individual development is defined as one of the most effective
procedures in the world of business that has been conducted in a company. This process provides
a lot of benefits to the organizations, whether it is large or small. The current assignment will be
based on PGA, which falls under the category of leading professional association in the UK. The
study will explain appropriate & professional knowledge, behaviours and skills required by HR
professional. It will define personal skill audit, differences between organizational, and
individual learning, training & development. The report will also specify need for continuous
learning & professional development. Furthermore, it will clarify the understanding of how HPW
contributes to employee engagement and competitive benefit.
PART 1
P1- Determining appropriate knowledge, behaviours and skills required by HR professionals for
a role of trainee human resource manager.
Portfolio is defined as collection of essential documents and activities that in turn
provide varied benefits to user or creator. Hybrid, income, speculative, skills development, etc.
are the types of portfolios.
Knowledge refer to set of elements that enable a person to conduct appropriate practices
and activities. It may include employment rules, policies and other terms related understanding
(Kang, 2021).
Skill is described as beneficial and essential ability that individuals may have and used to
reach desire outcomes (HR Blog - HR Best Practice, Thought Leadership and HR Technology
Updates, 2017). Communication, decision-making, problem solving, etc. are the best example of
effective skills.
Behaviour considered as the way in which specific activity, practice and process conduct
by someone else with better understanding and acceptability.
Human resource manager play vital role in a company, in term of conducting varied
activities and practices in practical manner.
Knowledge Skills Behaviour
Better knowledge is needed for
role of trainee HR manager in
Active listening skill is needed
by HR manager
Supportive behaviour is
required to have among human

the context of employment
laws and regulations.
resource professions such as
HR manager.
Another knowledge that they
may have is recruitment
process.
Effective communication play
significant role in the context
of human resource manager
role success (18 HR Skills
Every HR Generalist Needs,
2020).
Transparency and
trustworthiness terms are also
included in category of HR
manager behaviour.
They may have excellent
comprehending about
principles and process of
personnel selection, training &
development.
Decision making is the best
competence that HR manager
may have and utilize the same.
Change adoption behaviour is
important and needed by
human resource experience
holders.
Knowledge of human
behaviour and motivational
techniques.
ICT's competence enable HR
professional to accomplish
their work on time.
Versatility and flexibility.
P2- Analysing complete personal skills audit to determine appropriate skill, behaviour and
knowledge and developing development plan for trainee HR manager role.
Personal skill audit, is the best approach that in the recent time individual person utilize
for purpose of developing better understanding about their weaknesses that they have in term of
areas that they tend to develop in appropriate manner (Benbow, Lee and Hora, 2021).
Professional development plan encompasses varied activities, approaches and concepts
that play vital role in growth of individuals, whether it is related to personal or professional
career.
A- Personal skill audit.
Knowledge Rating Skill Rating Behaviour Rating
Employment
law.
3 Active
listening skill
4 Supportive
nature
5

Principles of
selection
4 Effective
communicatio
n
4 Transparency
and
trustworthines
s
4
Motivational
techniques
1 Decision
making
3 Adaptability 3
Recruitment
process.
5 ICT's 2 Versatility and
flexibility.
2
B- PDP
KSA to be
developed
Activities
required for
development
Duration Development
monitoring
approach
Assessment of
development
Detailed
evaluation
Knowledge of
Employment
law
I want to
develop my
understanding
regarding
current term,
by conducting
effective
practices such
as case study
analysis.
1 month I will monitor
development of this
knowledge in term
of analysing my
effectiveness in
regard to
employment policy
formation in the
workplace.
It will provide
key benefit to
me in form of
retaining
employees.
Beneficial in
varied
manners.
Motivational
techniques
I will take
approach to
use internet
and obtain
suggestion
from human
resource
15 days I will monitor this
skill by considering
motivation level of
employees.
I will boost
morale and
confidence of
employees.
It will support
to boost
candidates
morale.

professionals.
Decision-
making
Situational
analysis in the
context of
workplace is
the best
activity that
needed to
develop this
skill.
15 days I will determine the
success of this
competence in
form of
determining the
outcome of any
decision.
I will assess
that decision
taking in turn
cater varied
benefit to me.
I will help to
obtain
unpredictable
results.
ICT Training and
development
session is the
most effective
approach that I
will use to
develop my
skill.
6 months I will monitor
develop of this skill
by analysing my
effectiveness and
work speed with
new technologies
I will help to
accomplish
essential task
on time.
It will
consume a lot
of time in
development
of skill, but
beneficial as
well.
Adaptability I will take
initiative to
learn more
from others
and make my
self an
adaptive
person.
2 months By analysing the
productivity with
new concept,
environment, etc.
It will
contribute to
reach desire
outcomes.
It will play
vital role in
the context of
change
management
process.
Versatility &
flexibility.
Multitasking is
the best way to
develop this
type of
2 months
15 days
By examining the
outcomes of
multitasking.
It will aid to
grow in rapid
and effective
It will
contribute to
reach expect
outcome and

behaviour. manner. provide the
same to others.
PDP that set out learning & development in relation to learning cycle and achieving
sustainable business performance-
The above professional development plan encompasses different types of concepts such
as skills, behaviour and knowledge development areas, that I tend to develop by using and
conducting effective activities as well as approaches. The overall plan it based on learning and
development of several areas for which I will utilize effective skills' development techniques
such as active experimentation, reflective observation, abstract conceptualization, etc. With these
methods I will obtain set objectives in term of achieving sustainable venture performance.
P3 Difference between the organisational and individual learning, training, and development
Organisational learning refers to the process of enhancing the knowledge within the
organisation (Drude, and et.al., 2019). The organisational learning defined as the knowing the
customers and identifying the efficient processes for the success of the business.
Individual learning refers to the process of the change in the behaviour or knowledge of
the person after providing them with the new training. learning lead to more capable in accepting
the changes and helps in the decision making.
Training and development is the key part of the human resources management (Al
Khajeh, 2018). The main objective behind the training and development is to develop an
individual as per the requirement of the Tesco. It helps in bringing the effectiveness of the
individual in the organisation. It helps in fulfilling the individual objectives of the person as well,
as in the process of achieving their individual goals and objectives, they will achieve
organisational objectives also.
Organisational training and development is the significant part of the organisation
because it helps in motivating the employees of the Tesco. the retention rate of the employees
increases with the passage of time and it also increases the job satisfaction of the employees.
Training and development boost the image of the Tesco.
Individual learning helps a person in enhancing their own knowledge that will help in the
performing the particular activity. The efficiency in performing the task may increase and it will
take less time in completing the particular task. On the other hand, organization learning helps in

collecting more experience for the company. The way individual is working helps the
organization in identifying whether the learning, training and development is individual or
organizational. The learning occur at the individual level will remain for the use of the individual
only but the training and development provided by the organization will help the organisation in
growing and expanding the business as whole. The major difference between organisation and
individual development is that organisation focuses on the experiences and knowledge
accumulated by the person and individual development focus on the growth of the individual
only. The difference between the organization and individual learning, training and development
it is analysed that individual learning is focused on the improving skills and knowledge of the
individual and the organizational learning is all about achieving the goals and objectives of the
firm.
P4- The need for the continuous learning and professional development and the use of learning
cycle theories for the sustainable development of the company
Continuous learning is a process where employees continue to learn along with work
assign to them (Faulkner, and et.al., 2019). They continue to learn in the professional way that
provides future opportunities to them. Professional development refers to the learning new skills
and enhancing knowledge to achieve the goals and objectives (McGreevy-Nichols, and Dooling-
Cain, 2022). Professional development helps in maintaining the academic credentials of the
individual. Sustainable business performance refers to being able to perform the business
activities with harmonisation of the financial and environmental objectives. The importance of
the continuous professional development is wide as it helps in being competent in the profession
individual specializes its skills. For Tesco it is important to keep learning as to follow the codes
of conduct for the basic needs of the organization. By this they are able to provide the high
quality of the services to their customers for achieving the higher customer satisfaction. But
sometimes it becomes difficult for the individual to identify the necessary skills they should
adopt. As there may be difference between the needs of the Tesco and individual. There are
several ways of improving the sustainable performance of the individual it can be done by the
professional development and the continuous learning. Professional development helps an
individual in achieving the sustainable performance development as it enhances the knowledge
about the human rights, skills and competence of the individual. As it helps in the improving the
productivity at the workforce which will help in improving the turnover of the company. That

helps in increasing the economy of the country. This increase in the GDP has the impact on the
environment, socio culture, economic goal of the Tesco.
Learning is the knowledge generated by the experiences of the individual. It is best
explained by the kolb’s learning cycle (Borg, 2018). It is typically demonstrated by the four
stages these are :
1. Concrete experience: This refers to learning from the new experiences or learning from
the existing experiences in the process of approaching new concepts. The concrete
experiences helps in the sustainable development performance as the individual will have
something new to learn.
2. Reflective of the new experience: The person reflects its opinion on the basis of the new
experience and tries to draw conclusion from what they have learned. As conclusion is
drwan in this stage so the individual knows how to work on the skills, this will promote
sustainable performance of the employees.
3. Abstract conceptualization: it helps in generating new idea from the reflection or what
they have learned from the experience. The generation of the new idea will help in
expanding the business and for encouraging the sustainability among the employees.
4. Active experimentation: the idea formed and the knowledge gained from the experience
are implemented in this stage. The employees apply their knowledge at this stage to show
the outcomes of their experiences to others for remaining sustainble in the firm.
It can be analysed only when an individual has achieved all the four stages. For
implementing learning life cycle, the Tesco has set a framework for the improvement and
learning process.
Demonstrating understanding and knowledge of how HPW contribute to engage employees
and competitive benefit within-
High performance working is defined as key practice that contribute to improve an
organizational performance and increase their productivity in competitive manner (Jewell, Jewell
and Kaufman, 2022).
Employee engagement is considered as one of those essential factors that put positive
impact on success and growth of companies such as TESCO.
Competitive advantage refer to set of strategic benefits that a firm tend to obtain by
using specific approach and conducting key practices.

In the chosen supermarket, high performance working systems may contribute to engage
skilled and experienced employees in regard to aim achievement, in term of boosting their
morale and increasing job engagement. It may also support to gain competitive benefit for
company in form of retaining and acquiring skilled workforce, among which each candidate may
have high extent of motivation toward work completion on time. It can be said that employee
security may help management to engage each candidate in the context of competitive advantage
gaining process, as it may aid to improve their performance and productivity level.
Analysing the benefits of applying high performance work with justification-
It is fact that by applying HPW system in the workplace, management may take pleasure
of retaining knowledgeable and talented employees, especially in case of high competitive
situation, when TESCO may face challenge to sustain and gain competitive benefit in the retail
market.
P6- Evaluating varied approaches performance management and judgement on how effectively
they can be to support high-performance culture & commitment.
Collaborative working-
It is one of the best performance management methods that help in the context of high
performance environment and commitment. For example, by obtaining chance to work with each
other and in collaborative term, individual candidate in the workplace feel stress free, which
create positive working environment. It may help to make candidates able to create a
commitment that aid to grow TESCO, even better than last few years or months.
Training and development-
This approach may also support high performance culture and commitment in term of
increasing individuals' knowledge level, and providing them chance to develop key skills that
they may utilize to achieve desire outcomes. It may enable candidates capable to make
commitment that they may fulfil by conducting appropriate practices.
Rewards and compensations-
It may also provide desire outcome to management in the supermarket, in form of
boosting confidence and morale of employees, even better than last few weeks or days. It may
give them chance to make achievable commitments.
Appropriate judgments on how high performance work and mechanism utilize to support
HPW-

High performance working system and mechanism are one of those concepts that
management may use to improve employee engagement, competitive benefit and commitment. It
may drive their attention toward using above key methods. For example, training may contribute
to increase employees skills that they used to achieve or fulfil any commitment such as to gain
competitive advantages.
CONCLUSION
The report concluded that trainee of the human resources management has developed
skills such as decision making, employment skills, ICT skills after preparing the personal
development plan. And the basic requirement for the performing the functions of the human
resources such as time management skills, communication skills, leadership skills. Additionally,
the report provides about the difference between the organization and training development. It is
important to draw the difference among the two for identifying the requirement of the continuous
learning and professional development of the individual. Higher performance working helps in
motivating the employees to work effectively and efficiently. And there are many ways that
Tesco has approached for higher performance working are leadership, collaborative working etc.

REFERENCES
Books and journals
Al Khajeh, E. H. 2018. Impact of leadership styles on organizational performance. Journal of
Human Resources Management Research. 2018. pp.1-10.
Benbow, R. J., Lee, C. and Hora, M. T., 2021. Exploring college faculty development in 21st-
century skill instruction: an analysis of teaching-focused personal networks. Journal of
Further and Higher Education. 45(6). pp.818-835.
Borg, S. 2018. Evaluating the impact of professional development. RELC Journal. 49(2). pp.195-
216.
Drude, K. P. and et.al., 2019. Continuing professional development: Reflections on a lifelong
learning process. Psychiatric Clinics. 42(3). pp.447-461.
Faulkner, F. and et.al., 2019. Teacher learning and continuous professional development.
In Examining the Phenomenon of “Teaching Out-of-field” (pp. 269-308). Springer,
Singapore.
Jewell, D. O., Jewell, S. F. and Kaufman, B. E., 2022. Designing and implementing high-
performance work systems: Insights from consulting practice for academic researchers.
Human Resource Management Review. 32(1). p.100749.
Kang, D. M., 2021. L2 English learners’ knowledge of figurative meaning senses of phrasal
verbs. Review of Cognitive Linguistics. Published under the auspices of the Spanish
Cognitive Linguistics Association. 19(1). pp.172-205.
McGreevy-Nichols, S. and Dooling-Cain, S. 2022. Supporting You in Your Professional
Development Goals. Dance Education in Practice. 8(1). pp.4-6.
Online
18 HR Skills Every HR Generalist Needs. 2020. [Online]. Available Through:
<https://www.aihr.com/blog/hr-skills/>
HR Blog - HR Best Practice, Thought Leadership and HR Technology Updates. 2017. [Online].
Available Through: <https://www.subscribe-hr.com.au/blog/top-5-behaviours-of-
successful-hr-managers>

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