Developing Teams, Individuals, and Organizations: A Comprehensive Analysis of HR Practices and High-Performance Working

Unit 5
Developing teams, individuals and organizations
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Contents
Introduction....................................................................................................................................3
Section 1..........................................................................................................................................4
LO1: Analyze employee knowledge, skills and behaviors required by HR professionals......4
P1: (a) Determine appropriate knowledge, skills and behaviors (KSB) that are required
by HR professionals across the department............................................................................4
P2 (b) Analyses of a completed personal skills audit for an employee: Jane Cambridge
and identification of training and development needs considering the knowledge, skills
and behaviors..............................................................................................................................7
P2 (C) A professional development plan for Jane Cambridge in her HR Officer role.....10
P3 (d) Analyze the difference between organizational and individual learning, training
and development......................................................................................................................12
P4 (e) Analyze the need for continuous learning and professional development to drive
sustainable business performance..........................................................................................14
LO3 Apply knowledge and understanding to the ways in which high-performance working
(HPW) contributes to employee engagement and competitive advantage.............................15
P5) How HPW contributes to employee engagement and competitive advantage within a
specific organizational situation.............................................................................................15
P6) Evaluate different approaches to performance management and using specific
examples showing how they support high-performance culture and commitment...........17
Conclusion....................................................................................................................................20
References.....................................................................................................................................21
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Introduction
The main aim of this report is to support individuals in providing opportunity in order to
understand that developing skills and knowledge for achieving great performance is considered
as the act of cross-association. The chosen organization in his report is ‘Tesco’, a supermarket
chain in the UK. The analysis will be made regarding own professional development and is
considered as the major source for enhancing the performance of the organization as well as a
team. Awareness will also be examined in relation to learning that takes place and the needs of
developments are in link with interventions of learning which aims to support the strategy of an
association. At the end of this report, the analysis will be made regarding the contribution of high
performance working in competitive advantage and employee engagement in addition with an
assessment of ways in which effective communication, performance management, and
collaborative working assist in high-performance commitment and culture.
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Section 1
LO1: Analyze employee knowledge, skills and behaviors required by HR professionals
P1: (a) Determine appropriate knowledge, skills and behaviors (KSB) that are required by
HR professionals across the department.
Human resource professionals have to wear different hats at different times. Their roles and
responsibilities vary from the organization to organization. Considering the role in a certain
department, the following knowledge, skills, behavioral attributes are required by the Human
resource professionals:
(Figure 1: HR)
(Source: wordpress.com, 2014)
 Communication: The proper flow of information is necessary for smoothly running of
Tesco. Proper communication and effective message sending and interpretation of the
message conveyed by the management are necessary for effective working.
 Teamwork: the main skill required by the HR professionals in Tesco is to have a
common initiative and promote teamwork. The feeling of teamwork helps in gaining
optimal utilization of resources and attainment of Tesco goals.
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 Decision making: The main or the most prominent skill required by a HR professional is
prompt decision making .right decision at right time helps in overcoming the
uncertainties and insuring attainment of goals and objectives.
 Adaptability: The HR professional must possess the skill of great adaptability and the
high degree of elasticity. Adaptability to the changing environment helps in maintaining
the flexibility in Tesco which helps in overcoming the stagnant situations.
 Reliability: The degree of dependents on a person can be said as the reliability. The more
the person is reliable the more are the trust and the accountability.
 Motivation: The HR person must showcase the competency of motivation employees.
To get the work done by the others, it is necessary to keep them motivated and energized
as the routine works can be boredom for the employees.
 Problem solving: Uncertainties and risk are the part of every business organization. It
can be minimized by opting for optimal solution for it. Analytical problem solving is
required to overcome the situations of problems.
 Stress tolerance: Due to the increase in number of conflicts in an organization stress can
be a big problem. The HR person have to be trained enough to tolerate that stress in the
working place. He must found solutions to overcome this problem.
 Work standards: Working standards have to be maintained by the HR personnel. It is
their duty and responsibility to maintain and check the working standards in Tesco.
 Integrity: There must be integrity and cooperation among the employees of Tesco and it
must be checked by the HR professional.
 Initiative: The leader must lead from the front. The HR must take the initiative to
encourage the employees to innovate and think out of the box to enhance creativity.
 Grievances solving
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(Figure2: Grievances solving)
(Source: By author)
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Individuals Teams Organisation