Developing Individuals, Teams and Organization - Desklib

This report discusses the importance of developing individuals, teams and organizations for sustainable performance. It covers determining appropriate knowledge, skills and behaviors for HR professionals, personal skills audit, organizational and individual learning, training and development, and the need for continuous learning and professional development. The report also evaluates different approaches to performance management. The subject is HR management and the course code and college/university are not mentioned.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
Determining the appropriate and professional knowledge, skills and behaviours for HR
professionals................................................................................................................................3
Analysing the personal skills audit and developing professional development plan...................4
Explaining the difference between organizational and individual leaning, training and
development.................................................................................................................................7
Analysing the need for continuous learning and professional development for sustainable
performance.................................................................................................................................8
Demonstrate understanding of how HPW contributes to employee engagement......................10
Evaluating different approaches to performance management..................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Developing the teams and individuals is very important for the organization as this helps
them to analyse the knowledge and skills of the employees. The activities of the business
depends upon the performance of the employees. The current assignment is based on Tesco
which is multinational grocery store. The current report will outline the appropriate knowledge,
skills and behaviours that are important for HR professionals. Further this report will include the
skills audit and have personal development plan for the job role.
There will also be inclusion of the differences between the organizational, individual
learning, training and development of the employees. Moreover, there will also be inclusion of
the learning and professional development to survive in the market. This report will also put
some focus on the HPW contributes to the employee engagement and gain competitive
advantage. At last this report will include the different approaches to performance management
in the company.
Determining the appropriate and professional knowledge, skills and behaviours for HR
professionals
In every company, the HRM used to play an important role in order to determine the
needs and demands of the employees working over there. This makes them to find out the issues
that are going in the firm and affecting the productivity (Earsmus, 2018). The human resources
managers also helps the company and employees to overcome from those challenges in order to
compete in the market. Therefore, it can be stated that Tesco must have the best human resource
manager that helps them to hire the skilled and experience employees in the effective manner.
Knowledge of HR: It can be termed as the information and the set of abilities that the
particular person have to act in the particular situation and experiences. It is crucial part for the
manager to have the best knowledge so that the organization can run smartly. The knowledge
that HR managers must have is as described below:
1. Communication: The managers in the company must have the good
communication skills as this is one of the important part of their job role
(Mazurchenko and Maršíková, 2019). By having good communication skill it
helps them to have better discussion with the employees. While doing this they
must have the various forms in order to communicate that is social media, TV,
newspaper, etc.

2. Law and government: It is also one of the important knowledge that the HR
manager must have. As this required to have different posses that helps the
employees and company to deal with all legal matters.
Behaviour of HR: This can be stated as the way in which the managers behave with the
employees and others inside the company. There are some forms of behaviour that the HR
manager must have is as described below:
1. Adaptability: The adaptability is the most important behaviour that the HR
manager must have. This helps the organization to have new and innovative
things by adapting in the changing environment.
2. Accountability: By having this behaviour the manager of HR used to know about
the accountability and responsibility in the company. This helps to reduce the
issues of the organization and also improves the workforce by having proper
distribution of the work.
Skills of HR: The skills of the HR includes the abilities of the person that helps them to
perform the different kind of tasks in any situation. The skills to become HR manager is as
described below:
1. Organizing people: This can be defined as the power which helps them to
organize the employees and have better work in the organization (Stone, Cox and
Gavin, 2020). By this the actual talent is also determined and improves the
performance of employees as well.
2. Making full team skilled: This is important for HR manager to design the high
skilled staff in Tesco so that the decided tasks can be completed on time. The
manager must hire the skilled and talented employees so that the customers can be
properly managed.
Analysing the personal skills audit and developing professional development plan
The personal audit can be done by analysing, measuring and reporting the abilities of the
person as an individual or in the team. By having the personal skills audit it will help the
managers to know about the strengths and weaknesses of the staff. If there is any weakness so
this will have improvement in the productivity of the workforce. The manager of Tesco must do
the personal skills audit that makes them to know about the efficiency in order to handle and
manage the activities in a good manner.

Skills and audit Self assessed score Score from others Differences in score
Problem solving skills 9 8 1
Time management
skills
6 8 -2
Decision making skills 7 9 -2
Communication skills 10 10 0
IT skills 9 7 -2
From the above personal skills audit table it can be stated that there are some skills in
which I am doing well and some of them I need to improve. As I need to improve the time
management skills, decision-making skills, IT skills, etc. By doing this it will help me to have
improvement in the job role as HR manager.
Strengths
 I have the good communication skills
that helps me to have better
communicate with the employees in the
efficient manner.
 My problem solving skills is also good
as I used to have appropriate solutions
to manage the issues that may be
happened in the organization.
 My confidence level is also good that
helps me to have better interaction with
the employees and other fellows in the
company.
Weaknesses
 As my time management skill is not
good that used to have great impact on
my working and complete the work
before time.
 I am also not the good decision maker
as I used to get confuse on the things
that is my biggest weak point (Kansal
and Singhal, 2018).
 I also need to work on my IT skills as
my IT skill is not good which affects
on my working to be done in efficient
manner.

Personal Development Plan: This Plan is made in order to overcome from the
weaknesses in order to work as the HR manager by creating the action plan. This is described as
below:
Skills to be
improved
Resources
required to be
improved
Steps taken to
improve
Success criteria Time scale
Decision making Required good
team and
employees.
I need to be very
confident in order
to improve this
skill. I have to
make some
decisions that
helps me to have
betterment of the
company.
Taking feedback
from the
employees and
having proper
confidence helps
me to measure the
success.
3- 4 months
Information
technological
skills
Computer, better
software's, etc.
By using the
effective
techniques and
software helps me
to complete my
work on proper
time.
By taking the
feedback from my
trainer helps me
to measure the
success.
2 months
Time
management
skills
Pen, notebook,
etc.
By making the
proper time table
and following that
plans helps me to
manage the things
on proper time
(Youmans and
Godden, 2022).
By checking that
the work is done
before the
deadline. This
will help me to
measure the
success.
4-5 months

It is very important to do the personal audit skills that helps the company to have efficient
employees. As there are some strengths and weaknesses that helps the manager to have
improvement of company and employees as well.
Explaining the difference between organizational and individual leaning, training and
development
There are some differences between the individual and organizational learning for the HR
managers of Tesco are as described below:
Individual learning Organizational learning
In this the employee used to learn the new
things in the organization is known an
individual learning. This is done as the person
used to have self- interest in order to gain the
knowledge (Admiraal and et.al., 2021).
This type of learning is basically linked with
the increase in the productivity and execution
of the person.
It is necessary for the individuals to aware
about the skills and abilities that helps them to
have better learning process.
This kind of learning is basically developed by
having the development in the employees and
having full focus on the external environment.
In this kind of learning the full organization
staff by learning the new skills and betterment
of Tesco. This is one of the important learning
that helps the organization to achieve their
goals and objectives.
In order to have the organizational learning the
management of the company need to be
transparent in their working. This helps the
employees to have better development and
promote their learning in the organization.
It is always seen that the management of the
company has various opportunities so that their
employees used to have better development
and learning (Dahri and et.al., 2021). By this
the organizational learning will be increased
and also increases the productivity of the
company.
Training and development for individuals Training and development for organizational
level
In individual learning the employees are
needed to develop their skills and abilities so
In the organization training is that training
process in which the companies used to

that they can perform better in their doing
work.
Tesco also used to provide the individual
learning by providing them training so that the
skills of the employees increases (Basten and
Haamann, 2018). This helps them to have
betterment in order to perform the job.
provide the training to overall employees to
have better performance.
The training is given to the employees so there
is development in the skills and abilities and
have enhancement in the marketplace.
The cited company also provides the training
to the employees that helps them to know more
about the company and helps to have better
productivity.
Analysing the need for continuous learning and professional development for sustainable
performance
In the business organization, each firm wants that their staff should be properly trained
and this helps to develop the professional approaches so that the activities can be performed in
better way. Thus, the HR manager of Tesco wants that their employees must be engaged in the
continuous learning so that they used to have improvement and have development as well. It is
seen that the employees used to develop their skills and qualities so it improves the status of the
company. There are some skills and abilities that are required as this helps the company to have
better growth in the market (Kareem, 2019). The different form of skills is basically learned
inside the organization only. These new skills are only related to the particular jobs or the
specific job role.
Once the employees of the organization get skilled they used to have more interaction
with the senior members and helps to have better productivity in the market. By this the
employees of the organization used to have continuous learning and have professional
development. It is very important to have the development of the company thus it used to have
more employee engagement and employee motivation. The employees who are working with the
organization used to have professional development that helps them to grow in the market.
Therefore by this it can be considered that it is very important for the cited company to have the
development programmes.
There are some benefits to have the continuous professional development which is
described below:

1. It is very effective in order to improve the skills of the employees and by this the
companies also used to get developed.
2. The employees of Tesco must have the continuous learning as this improves their
performance and thus it leads to have business development.
3. The new and skilled employees is very helpful for the company as this makes
them to get more confident and make them to have better understanding in order
to work in every manner (Armstrong and Landers, 2018).
The continuous professional development is described by using the learning cycle theory. The
learning cycle theories helps the business to have the proper management of the activities. By the
help of this theory it helps Tesco to have the continuous learning and development. This can be
described by using the Kolb learning theory which is described below:
1. Concrete experience: In this experience, the individuals in the organization are
related with their day to day activities. These activities are related with the
personal experience, professional experience and educational experience. This
helps the company and its employees to have better understanding of the skills
and qualities. By this there is proper growth thus it provides employees of Tesco
to have better professional experience.
2. Reflective observation: Under this experience the employees used to have deep
observation and helps the employees to learn new things to manage the situations.
These kinds of observations are required in the specific positions as this helps
them to have better reflection of their experience.
3. Abstract conceptualization: This is considered as the theoretical approach in the
field of doing business. By this it used to explain the concept of management that
they should notice the opinion of the people who are unresponsive towards the
work and activities of the business (Kolb's Learning Styles and Experiential
Learning Cycle, 2022). This is one of the important step for the company as this
makes them know who is actually working and who is not productive to perform
task. Tesco must follow this step of learning cycle that helps them to have better
performances from employees.
4. Active experimentation: This is the last stage of the learning cycle theory that
used for the employees. In this the employees who used to deserve the

development according to the qualifications in the company. By this it helps the
company to have the continuous improvements in the employees and also
improves the productivity as well.
The cited company must follow this learning cycle theory that helps them to have better
and continuous development of the employees. By this the employees used to have high
performance as they are motivated for their work in the company.
Demonstrate understanding of how HPW contributes to employee engagement
Employee engagement is very important as it helps in bringing the best outcomes to the
organization and that further helps in achieving all the long and short term objective in
systematic manner (Saks, 2022). Moreover, high performance working would ensure Tesco that
there is minimum wastage of resources and also chances of errors are also very less that would
allow in achieving the economies of scale in the future. Furthermore, there are various benefits
that are derived from HPW workers in Tesco that result and also higher employee engagement is
shown at various levels while facing or solving any challenging tasks in the future. Some
benefits are as follows:
Better work life balance: It is seen that HPW workers that are able to manage the work
life in better manner. Furthermore, such workers are able to deliver the higher productivity and
also they tend to worry less than compared to others as they have the required amount do
competencies to handle difficult times. Thus, they are able to manage time for both families and
workplace and hence success is ensured.
The Best attitude: In Tesco if there are large number of HPW workers than there are
higher chances that there would be positive working culture and attitude among workers towards
each other. Moreover, such kind of attitude helps in developing best relationship among the
supervisors and employees on large level. Also, the environment of trust and the respect is
developed that allows each of the members to communicate openly to other employees' so that
any issue or problems faced might be solved easily.
Thus, HPW workers are mode through which the organization not only increase the
management level but also bring about any change within the firm in the easier way.
Furthermore, the overall market share of the company is also increased as employees
understanding is developed and not much resistance and conflicts occur at the workplace (Young
and et.al., 2018). For instance: In Tesco HPW workers always deliver the performance that lead

to creativity and innovation at the organization as company is frequently entering into newer
markets which is good in the long run for the growth of the firm. Also, it helps in maintaining the
competitive advantage in various target market that is essential for progress. Furthermore, it can
be said that HPW workers helps in the better development of knowledge and information among
the other employees of the company thus developing and enhancing the collaborative approach
at the workplace. Moreover, increased market share of the company is only possible when HPW
workers take the individual responsibility to teach other people about the ways and techniques so
that wok might be carried out in much faster and efficient rate.
Evaluating different approaches to performance management
High performance culture and commitment among the employees is very much necessary
so that firm is able to achieve the complex targets in most efficient manner. Moreover,
collaborative approach helps in developing the business plan that the management of Tesco
might use to expand into various new areas and also sell differentiated products in the market.
Furthermore, collaborative approach result in higher number of benefits that is derived in the end
after sometime (Kang and Busser, 2018). Moreover, this type of approach helps in avoiding the
errors of the employees that are working at different levels. For instance: If there is any complex
project that is been allotted by Tesco management to particular team in workplace and
collaborative approach is been used than it is likely that all the members would share equal roles
and responsibilities that will further result in higher efficiency and reduction in the stress level.
Furthermore, some approaches of project management are as follows:
Comparative approach: It is approach that would help Tesco to compare the
performance of each employees working within the firm with another project so that deviation
might be easily found out and corrective action than might be taken on time. Furthermore, such
comparative approach is good when certain target have to achieved on time.
Attribute approach: It is one which focus on the skills, attributes and characteristics etc.
so that business is able to reach to greater height of success in different markets. Moreover,
through this approach the business is able to compete with others so that maximum revenues are
generated for future operations.
Quality approach: It is one approach where business is able to solve various issues and
problems and also able to manage and maintain any kind of business project at the workplace.
Thus, through this approach it ensures that higher outputs are delivered in lesser time and also

quality work is been submitted by each person. For example: if the certain output had to be made
in given time-frame than it is necessary that its up to the desired standard so that based on that
rewards are been provided to each member of the project.
Result approach: It is method that helps in increasing the capabilities of the workers so
that greater outcome might be achieved in the due course of time. Furthermore, this approach
make sure that all the projects are completed on given deadlines with accuracy. For instance:
Tesco had provided the project to build up the infrastructure at some country for extended selling
than through adopting this approach performance of each employee would be identified through
the completion of the store and work that has been done.
Hence, from the above all approaches it can be said all are different from each other and
it depends on the organization to adopt the approach based on the future objectives. Moreover,
high performance culture is not only role of the managers but it is also responsibility of
employees to identify the areas of improvement and need for training to develop competencies
within Tesco so that high performance might be delivered over the years (Opoku‐Dakwa, Chen
and Rupp, 2018). Furthermore, Tesco ensures that there is higher commitment of employees
through developing various training programmes and feedback sessions where not only opinions
are taken but also rewards are governed to high performer within the workplace.
CONCLUSION
From the above report it can be concluded about it is very important for the organization
to have the human resource manager that helps them to have right talent. By having the effective
human resource manager it supports the company to get the skilled workforce that helps them to
achieve the goals and objective of the company. This also helps the management to have the
effective teams of the employees by having development of skills and abilities. In this report
there is proper evaluation of the knowledge, skills and behaviours that is required by the HR
professionals. Further this report has described about the personal skills audit and professional
development plan to have better human resource managers.
Here in this report it is also described about the difference between organizational and
individual learning and development. Furthermore, this assignment has described about the HPW
contribution in the employee engagement and competitive advantage in the organization. At last
this report has evaluated about the different approaches that helps the company to have better
culture and commitment.

REFERENCES
Books and journals
Admiraal, W. and et.al., 2021. Schools as professional learning communities: what can schools
do to support professional development of their teachers?. Professional development in
education. 47(4). pp.684-698.
Armstrong, M. B. and Landers, R. N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Basten, D. and Haamann, T., 2018. Approaches for organizational learning: A literature
review. Sage Open. 8(3). p.2158244018794224.
Dahri, N. A. and et.al., 2021. Factors Influencing the Acceptance of Mobile Collaborative
Learning for the Continuous Professional Development of Teachers. Sustainability.
13(23). p.13222.
Earsmus, B.J., 2018. Unethical behaviour in human resource management practices in south
africa: Views of human resource practitioners. Management: Journal of Contemporary
Management Issues. 23(2). pp.65-86.
Kang, H. J. A. and Busser, J. A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management. 75. pp.1-9.
Kansal, J. and Singhal, S., 2018. Development of a competency model for enhancing the
organisational effectiveness in a knowledge-based organisation. International Journal
of Indian Culture and Business Management. 16(3). pp.287-301.
Kareem, M. A., 2019. The impact of human resource development on employee performance
and organizational effectiveness.
Mazurchenko, A. and Maršíková, K., 2019. Digitally-powered human resource management:
Skills and roles in the digital era. Acta Informatica Pragensia. 8(2). pp.72-87.
Opoku‐Dakwa, A., Chen, C. C. and Rupp, D. E., 2018. CSR initiative characteristics and
employee engagement: An impact‐based perspective. Journal of Organizational
Behavior. 39(5). pp.580-593.
Saks, A. M., 2022. Caring human resources management and employee engagement. Human
Resource Management Review. 32(3). p.100835.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Youmans, A. and Godden, L., 2022. The coalition model for professional development. Teachers
and Teaching. pp.1-17.
Young, H. R. and et.al., 2018. Who are the most engaged at work? A meta‐analysis of
personality and employee engagement. Journal of Organizational Behavior. 39(10).
pp.1330-1346.
Online references
Kolb's Learning Styles and Experiential Learning Cycle. 2022. [Online]. Available through
<https://www.simplypsychology.org/learning-kolb.html>
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