Developing Individuals, Teams and Organizations: Analysis of HR Professionals, Continuous Learning, and High Performance Working

This report analyzes the behavior, knowledge, and skills required by HR professionals, the importance of continuous learning and professional development, and the contribution of high performance working to competitive advantage and employee engagement. It includes a personal skills audit and development plan, as well as an understanding of the Kolb theory of learning cycle. The report also demonstrates how high performance working contributes to competitive advantage and employee engagement in a specific company situation.

Developing individuals,
teams and
organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
L01 Analysing the behaviour, knowledge and skills required by the HR professionals.................1
P1 Determine appropriate and professional knowledge skills and behaviour required by HR
professional.............................................................................................................................1
P2 Skills audit for the purpose to identify the behaviour, knowledge and skills...................2
M1 Professional skills audit and professional development plan..........................................4
D1 Produce a coherent and detailed professional development plan.....................................5
L02 Analyse the factors for implementation of development and learning for the purpose to drive
sustainable business performance....................................................................................................5
P3 What is difference between organisational and individual learning and training and
development?..........................................................................................................................5
P4 What is need for continuous learning and professional development for a sustain business
performance ?.........................................................................................................................6
M2 Apply theory of learning cycle to identify the importance of implementing continuous
professional development.......................................................................................................6
L03 Application of the knowledge and understanding the different methods in which the high
performance working (HPW) contributes to competitive advantage and employee engagement...6
P5. Demonstration of the understanding in relation to how HPW basically contributes to
competitive advantage and engagement of the employees within a specific company situation
................................................................................................................................................7
M3 Analyse the benefits of application of the HPW with justification to a specific situation of
organisation............................................................................................................................8
L04 Evaluation of the performance management, effective communication and collaborative
working which can support the commitment and the high performance culture.............................8
P6. Evaluation of the various approaches to performance management and demonstration of
the specific examples which can support the commitment and the high performance culture.
................................................................................................................................................8

M4. Evaluation of the different approaches and making judgements to support the
commitment and the performance culture............................................................................10
D2. Providing valid synthesis of information and knowledge resulting in appropriate
judgements on the use of HPW leading to competitive advantage, improved employee
engagement and commitment...............................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In the organisation, workspace, person and team plays a very important role in the
creation of the industry and managing thier regular activity. It is important for any company to
have skilled ,trained and qualified employees which helps the organisation to develop and grow
and also to achieve the objectives and goals. The higher authorities or executives have the
responsibility for developing the skills of an individual or group. The selected company for this
file is TESCO which was founded in the year 1919 by Jack Cohen and its headquarter is
located in Welwyn garden city England UK . The knowledge and skills of HR helps the
company for finding best and productive candidates for their organisation. This report includes
different skills which makes the HR more productive for the work. This report also includes the
skills required by the individual for doing the specific role in the business organisation. In end
the different approaches of the performance management with the examples will be explained.
MAIN BODY
L01 Analysing the behaviour, knowledge and skills required by the HR
professionals
P1 Determine appropriate and professional knowledge skills and behaviour required by
professional
What is HR professional ?
The present skills are based upon the requirement of a selling assistant.
Desired professional roles
Knowledge Skills Behaviour
1

Communication skill Selling assistant are the main
link between candidates and
the company, also responsible
for communication and
corporate between various
stakeholder.
A successful selling assistant
always have the ability to use
right language that can help
candidate to move forward in
an organisation.
Attention to detail If a selling assistant is those
not give attention to the detail
of the candidates attributes and
some of his specific roles and
his requirements that can be
costly mistake for a firm. .
Selling assistant should have
ken eye to notice each and
every important detail
(Widmann and Mulder, 2018)
Time management A successful selling assistant
must have this skill as they
have a lots of things to mange
so they must have excellent
time management skills.
This skills lets a selling
assistant professional to work
and mange all its task in the set
time.
Selling skills Selling assistant have
experience in making so that
they can make strategy for a
wide range of needs for
candidate sourcing and
sourcing via candidate
sourcing system.
Skills are useful for a selling
assistant as these will help
them to search for the best
candidate from the whole lot
for the organisation.
2

Analytics skills Companies are looking for
selling assistant with
analytics skills that can help an
industry to get better candidate
in lower cost ,identify area for
improvement
Selling assistant with these
skills are best for an
organisation or an industry as
they boost the sales in the
company.
Convincing Power At part of selling assistant, he
is responsible for making sale
s through convincing the
buyers. (Baldé, Ferreira and
Maynard, 2018).
There is a requirement of
patience and convincing the
other person.
Candidate experience skills A work of great HR is that
they are always looking
forward for the ways to
improve the candidate
experience including
communication and with
candidate and making
recruitment process easy.
HR individual always search
for the best ways to increase
the experience of an individual
in an organisation
Adaptability A selling assistant must have
the ability to change as per the
environment and should make
quick and good decision as per
the the situation
This skill helps a selling
assistant individual to change
as per the requirement of time
and situation.
P2 Skills audit for the purpose to identify the behaviour, knowledge and skills.
Skills Audit
For the purpose to identify the skills, behaviour and knowledge of selling assistant, it is very
important to carry out and develop a personal skill audit.
Auditing the skills knowledge required for to professional development plan for the given role
P2 (A) Personal Skill Audit
3

Knowledge Rating Skill Rating Behaviour Rating
Communication
skills
4 Active Listening
Skills
3 Patience 3
Problem
Solving
3 Leadership Skills 2 Good manner 4
Motivation 3 Critical Thinking
Skills
3 Honesty 2
These are some important skill that an individual should have to get a job role in any
organisation or industry.
Strong communication skills :- These are the skill that help an individual to represent itself in
front of others. This skill makes a person more confident in his life
Active listening Skills :- This skills is hard to master but once mastered it will help people to
understand things better. It also help a person in trust building and making relation strong
Good judgement :- This skill helps a person to make wise decision related to the situation they
get in. If a person is able to make good judgement then it will be easy for then to achieve goals
Honesty :- It help a person to grow goodwill in the company and also the trust of all his friend
and work friend (Rowe, Karg and Sherry, 2019).
leadership :- If a person learn these skill then he or she will have the ability to lead group or
team in the company or life
good manners :- these skill can help a person to reach great height in both company and life and
all the people in the surroundings will be happy from him or her.
Ability to motivate others :-This skill can help a person to become a good manager and a friend
as he or she will be able to push and motivate people towards success.
Patience with others:- This can help an individual to learn how to talk and listen to others and
maintain a patience to understand there requirement and needs of others.
P2 (B) Personal Development Plan (PDA)\
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The below personal development plan is made as per the requirements of the Selling
Assistant.
KSA to be
developed
Activities
required for
development
Duration Development
monitoring
approach
Assessment
of
development
Detailed
evaluation
Decision
Making
To develop this
skill you have to
take part in
decision making
4 months It is very
important for me
to improve my
decision making
skills as it will
result in
impacting the
organization.
I want a
confidence
while making
decisions in
order to make
the best
decisions
possible.
I need to take
support and
guidance
which will
help in
improving the
self
confidence.
Time
manageme
nt skills
To develop this
skill you have to
start keeping
track of your
task and time
you are taking to
complete it
3 months While submitting
my assignments i
often get late and
that the reason i
need to improve
my skills to time
management.
It is important
for me to
submit my
work in a
timely manner
within the
duration.
It is very
important for
me to manage
my tasks
within the
given time
duration.
Information
Technology
To develop this
skill I have to
starting learning
and using the
new machine
that are working
in that sector
3 months I am very weak
when it comes
reporting on
time.
It is very
important to
use the
various
techniques for
the objective
to complete
my tasks on
time.
It is very
important for
me to get a
professional
training in
order to
improve my
skills.
5

M1 Professional skills audit and professional development plan
According to the personal skill audit, i have good communication skills which helps me in
communicating with the employees in a effective manner. In addition to that, it is really
important for me to have high confidence level and problem solving skills etc. Therefore, it is
very important to improve my weakness and taking good decisions for my company and myself.
D1 Produce a coherent and detailed professional development plan
For the purpose to achieve the goals and objectives, it is very important to clearly define the
objectives and aims of the industry and put the activities and tasks that are highest priority. It is
also very important to identify the company’s strengths and qualities and skills. In addition to
that, it is very important to have the qualities and skills and also focusing on taking feedback
from the top managers (Gupta and Pathak, 2018).
L02 Analyse the factors for implementation of development and learning for
the purpose to drive sustainable business performance.
P3 What is difference between organisational and individual learning and training and
development?
Individual learning -
Individual learning occur when people starts getting better at a particular task. If an individual
practice or study area you are likely to become better, and with accuracy in completing the
activity may exceed or it takes you less time to complete that task. Individual learning helps in
increasing skills and output capacity of an individual and let him bring innovation in his work.
That benefits a firm as the employees do the same works but with different techniques to
increase the quality of output.
Training and development -
In organisational learning refer to educational learning activities for the sole purpose to enhance
the knowledge and skills of the employees on providing knowledge and ways on how to do a
specific task. Training and development makes great hard-working employees that can do
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specific task better but they do not have ability to learn and give any extra skills to company or
innovation in there work (Pareek and Purohit, 2018).
Individual learning vs organisational learning
Both of these form of learning are very important for a firms. Individual leaning is important for
a person to go down to the learning curve level. In other hand training helps an employees to do
more job more effectively as compared to they started. Individual learning helps both a person
or individual and organisation to grow and learn things grow there skills and knowledge.
Training and development only makes a employees to do the given work quickly and efficiently
that is an asset for the company but that only helps in getting the work done and not in any thing
else.
P4 What is need for continuous learning and professional development for a sustain business
performance ?
In this form of learning helps an individual to improve their capability by certification it. Cpd
enables learning more proactive rather than passive and reactive. Cpd is a combination
approach and ideas that helps an individual manage there growth and learning. The focus of CPD
is basically on the result the benefits that professional development can bring to you in the real
world. Its a way of planing your develop[met that directly links your practice. CPD helps you to
be up to date and prepare you for greater responsibility, it helps in boosting person's confidence
strengthen the professional credibility and let you become more creative in tracking new
challenges (Kerrigan, 2019).
M2 Apply theory of learning cycle to identify the importance of implementing continuous
professional development
In context to learning cycle theories, the Kolb theory is implemented the theory basically
comprises of four stages which are very important for the purpose to improve the business
operations. In addition to that, it basically involves the stages such as Concrete experience,
Reflective observation, abstract conceptualization and active experimentation.
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L03 Application of the knowledge and understanding the different methods in
which the high performance working (HPW) contributes to competitive
advantage and employee engagement.
P5. Demonstration of the understanding in relation to how HPW basically contributes to
competitive advantage and engagement of the employees within a specific company
situation
In relation to the organisation's satisfaction level and the employee productivity are
increased. In context to Tesco, the development process analysis involves different skills and
helps in understanding how the company drives business objectives. In reference to the high
performance, it is basically focusing on working on the achievement of the different advantages
also known as the central business focus. In context to high performance drives, it basically
drives the company successfully through manipulation of the performance and the skills of the
employees. In context to the practice of performance development, it basically follows the
TESCO's rewarding and inspiring performance as their evaluation in the training. With the
support of training, it helps in creation of the employees in order to achieve the end objectives of
the company and making an employee highly effective in order to work in a competitive
advantage (D’ippolito and Rüling, 2019). The high performance also comprises of the
engagement of the individual employee. For example, in the company, the employee do not have
the required skill in order to manage the customers. However, with the help of auto oriented
customer. In context to business employee, if they are given all the facilities, the customers
might feel more interested. The performance of the employees plays a very important role in
achievement of the competitive advantages. A favourable environment and healthy competition
helps in ensuring high performances in the company. In addition to that, the high performances is
basically manipulated with the help of adequate training. In context to the organisation, the
interdepartmental working every employee collaborates for the purpose to achieve the common
objective. In context to the high performance work, it basically develops the effectiveness and
productivity of the employees in the company. In case of the HPW, it basically has the
competitive advantage which comprises of the optimizing, cost reduction and simplifying which
helps the company such as Tesco in longer run. In context to the HPW, it has various influences
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on the various collaborative business activities which comprises of the employee voice, loyal
customer, objectives of the company and also the creativity. Due to the absence of HPW, it could
lead to dis conformity of different activities. In context to Tesco, now the employees of the
organisation are working on team basis rather than individuals who put much more emphasis on
the high performance work. Also the HPW makes sure that they facilitate higher autonomy and
boost the employee's efficiency and confidence.
M3 Analyse the benefits of application of the HPW with justification to a specific situation of
organisation
The feedback's main characteristics or the HPW measurement are valuation of the
international and national and the performance is basically considered to be the feedback. It is
very important for the senior manager to every employee in the team given contribution and this
valuation. In reference to the Precise management, it is basically the process of evaluation of the
employees performance and also it includes the employees activities which comprises of their
weakness and strengths, training and contribution. In context to the high performance, it is very
important to ensure that the employees have the highest level of service. It is very important to
train them in the right manner. In context to Tesco, the organisation gives the competitive
advantage. The company always focuses on making the environment to focus on the high
performance work.
L04 Evaluation of the performance management, effective communication
and collaborative working which can support the commitment and the
high performance culture.
P6. Evaluation of the various approaches to performance management and demonstration of the
specific examples which can support the commitment and the high performance culture.
In context to Tesco, maintaining the employees for the better performance is very
essential. In the organisation, the employees feel highly encouraged for the purpose to work in a
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favourable environment. In context to employee performance, there are various approaches to
measure the performance of the employees and also paying emphasis on building some
psychological conditions for the purpose to keep them highly motivated. In order to measure the
performance, there are various approaches to measure the performance of the employees. Few of
them have negative result sand few of them have essential results in the company. For the Tesco
managers, it is very important to choose the right approach in order to carry out the strategic
business objective. With the help of the employee performance management, it really helps in
carrying out effective administrative decisions which comprises of terminations, salaries and
layoffs (Adobor, 2019).
Below are few of the mentioned approaches:
Comparative approach: In context to this approach, it is basically the valuation process of the
performance of the individuals or the employees as compared to other individuals. This approach
basically creates ranking and offers the recognition to the employees who are the best in the
entire group (Xiao and Cooke, 2019).
Attribute approach: In context to this approach, it basically follows the success of the business.
In case of the attribute approach, it basically drives the performance of the individual and the
employee traits in relation to success. When it comes to evaluation process, it is initiative and
leadership which follows the performance competitiveness.
Behavioural approach: In reference to this approach, it is basically the behavioural method which
is used in the conventional method for the purpose to measure the performance according to the
response of the employees. In reference to the behaviourally anchored rating scale, it is used in
the form of the rating and the rating basically lies within the 5 to 10 scale (Goldberg and
Warburton, 2021).
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Results approach: It is basically considered as the valuation process where the outcome is mainly
given the employee assessment performance. Such approach basically follows the results which
are based upon the growth and learning, customer feedback and financial operations.
Quality Approach: In context to this approach, it basically combines with the workers and the
system factors and they combined together carry out effective decisions in relation to the
performance. In case of the quality approach, it basically maintains the external and the internal
consumer opinion and also measures the standard implementation (Ling, Ning, Chang and
Zhang, 2018).
M4. Evaluation of the different approaches and making judgements to support the commitment
and the performance culture.
In context to Tesco, the business structure is basically followed by the rearrangement of
the performance measurement and its evaluation. When it comes to the combination of the top
manager and the employee, it is highly transparent and also it comprises of sharing of
accountability. It is very important for the employees to make the friendly and good environment
where every individual is highly responsible and the top professionals and the high quality of
service maintains an equal return.
D2. Providing valid synthesis of information and knowledge resulting in appropriate judgements
on the use of HPW leading to competitive advantage, improved employee engagement and
commitment.
In context to Tesco, the business structure is basically followed by the rearrangement of
the performance measurement evaluation. For the company, it is very important to make the
environment healthy and friendly.
CONCLUSION
From the above report, it can be concluded that managing techniques and responsibility
are highly important for the officials of the H.R. Also the report comprises of the experience,
11

skills, personal quality and proficiency. It also helps in analysing the personal skills analysis
which further supports in identification of the employee's extrinsic and intrinsic value and how
the best method the organisation can demise these. For the strength point, the organisation
improves the further growth and helps in sustainable business performance. Moreover, it helps in
deep understanding about how the HPW is analysed.
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REFERENCES
Books and Journals
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Logistics Research and Applications, 22(6), pp.533-556.
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and intrinsic motivation. Journal of Knowledge Management.
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Infrastructures: Collaboration types and policy implications. Research Policy, 48(5),
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and outcome of a case review system for social workers. Routledge.
Gupta, S. and Pathak, G.S., 2018. Virtual team experiences in an emerging economy: a
qualitative study. Journal of Organizational Change Management.
Hadley, R. and McGrath, M., 2021. When social services are local: The Normanton experience.
Routledge.
Kerrigan, L., 2019. Strategies for managing conflict within a team. The Veterinary Nurse, 10(6),
pp.292-295.
Ling, F.Y.Y., Ning, Y., Chang, Y.H. and Zhang, Z., 2018. Human resource management
practices to improve project managers’ job satisfaction. Engineering, Construction and
Architectural Management.
Pareek, L.U. and Purohit, S., 2018. Training Instruments in HRD and OD. SAGE Publishing
India.
Rowe, K., Karg, A. and Sherry, E., 2019. Community-oriented practice: Examining corporate
social responsibility and development activities in professional sport. Sport Management
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Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
Xiao, M. and Cooke, F.L., 2019. Why and when knowledge hiding in the workplace is harmful: a
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