Analysing HR Skills, Personal Growth, and HPW in Organisations

This report provides a comprehensive analysis of team and organizational development, focusing on the essential skills, knowledge, and behaviors required by HR professionals. It includes a personal talent audit to enhance self-awareness and identifies areas for improvement through a professional development plan. The report compares organizational and personal learning, emphasizing the importance of continuous learning and professional growth for sustainable business performance. It explores the impact of High-Performance Work practices (HPW) on employee engagement and competitive advantages, examining the benefits of applying HPW in specific conditions. Furthermore, it discusses various approaches to performance management and their effectiveness in fostering a HPW culture and commitment. The report uses the example of Sainsbury's supermarket to illustrate practical applications of these concepts, highlighting the critical factors for successful task completion and profitability.

Developing Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Part – A............................................................................................................................................1
Task – 1............................................................................................................................................1
P1 Evaluate suitable skills, knowledge and behaviour which is needed by HR....................1
P2 Personal talent audit to become aware of knowledges, talent and behaviour to make such
environment for a given task..................................................................................................2
M1 Discuss professional skill audit which gives proof of personal reflection and evaluation6
D1 Explain white collar improvement plan which fix learning targets and training in realtion
with learning period ...............................................................................................................6
Part 2................................................................................................................................................6
Task- 2.............................................................................................................................................6
P3 Comparison between organisation and personal learning and training and developmental. .6
P4 For regulating the tenable business performance, analyse the requirement of constant
learning and professional growth...........................................................................................7
M2 Uses of learning cycle concept for analysing the utility of regulating continuous
professional development.......................................................................................................9
P5 Within the organisational circumstances, how HPW come up with employee engagement
and competitive advantages....................................................................................................9
M3 What is the benefits of applying HPW in a specific condition......................................10
D2 define the ways of HPW mechanism which are used to provide help to the HPW lead for
increase the commitment and engagement of workers.........................................................11
P6 what is the various approaches to the performance management and how can they favour
HPW culture and commitment............................................................................................11
M4 Judgements that approaches of performance management can be how much effective13
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
MAIN BODY
Team development is a process of gathering co workers from the different department to perform
a specific task. The team is developed to perform task as per the instruction given to them. The
member who are gathered to perform the task are selected on the basis of their skills and
capability. Team work helps organisation to reach the goals. Five stages of team development are
forming, storming, norming, performing and termination. Completing the task on time is very
important is also very important. The four types of teams includes organisation team, virtual
team, project team and self managed team. Every team has its own strength and weakness but
they all need to interact with each other and work on it. The main goal of developing a team is to
complete the task successfully in a given time. When a work is supposed to be done successfully
it is required to work people in a team and have a common goal. The team is developed with the
purpose of profitability. Sainsbury is the supermarket situated in UK and it is the second biggest
supermarket. It was situated in 1864 . it is having its headquarters in London, UK. In this report
the discussion will be based on requirement of skills which is required by HR. This report will
cover knowledge, competencies and behaviour required. All the factors which is required to be
considered for a successful task completion are evaluated.
Part – A
Task – 1
P1 Evaluate suitable skills, knowledge and behaviour which is needed by HR
A number of skills are used by HR while performing in a task in an organisation. To perform a
particular task they require skills, knowledge about the task and some experience. Without
having such experience and knowledge the task can not be completed successfully. In Sainsbury
different used skills and knowledges are be going to discussed below:-
 Communication skills- A director having good communication skills will be able to
interact with people or member to whom the task are the task assigned. If he has not good
communication skills it will create a barrier and director will not be able to ask questions
to the members.
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 Time management skills- The assigned task must be completed at the given time. So the
time management is very important. A number of interviews are conducted for hiring
new employees and so time management is required to conduct such interviews on time.
 Patience skills- A recruiter has to keep patience while conducting interview and work
under given criteria. A recruiter not having patience an not meet with requirement of an
organisation.
Knowledge-
 Professional knowledge- professional knowledge is required for recruiter to conduct
interviews and the person which are being hired to perform the specific task should also
have some professional knowledges. Without having professional knowledge person
would not be able to hire appropriate interviewee to perform the particular task. The
person with no experiences and professional knowledge would not be able to perform the
task successfully on time.
 Organisation and planning knowledges- the direct should have skills so he can plan the
activities in order to complete the task on time. The directors should have skills to make
an organisation.
Behaviour -
 Transparency- The person who has appointed to provide the recruitment should be
transparent to other people of the company. The director must share all the conditions
and informations to the person who is being hired. Lack of transparency may create
confusion among employees and error may be seen.
 Purpose oriented- They must know what is the purpose behind hiring a number of
people and what skills and knowledges are required for completing the particular task.
People who are being hired should have such knowledge and they must be eligible for
completing such task. The purpose of hiring should be clear while conducting an
interview.
P2 Personal talent audit to become aware of knowledges, talent and behaviour to make such
environment for a given task
He personal skill assessment can be done on the basis of SWOT analysis-
Strength Weaknesses
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 I have good communication skill s and
it is one my biggest strength. I like
interacting people and this is how
communication is not burden for me.
Good communication skills help me to
convey my thoughts and ideas easily.
 I am also a good listener because I
believe it is very important to listen
what is being said during an interview.
Being a good listener I can evaluate the
skills and knowledge of an interviewee.
 I have lack of curiosity and this
weakness of mine can make
requirement process boring. Being
curious towards ongoing requirement
process make it more interesting but I
do not have such curiosity.
 I am not familiar with advanced
technology but nowadays people are
using very advanced technology foe the
recruitment. Poor command on
advanced technology always affects my
working efficiency.
Opportunities Threats
 Whenever I conduct an interview it is
always a good experience and I have
learnt from it. Interviewee from
different departments have different
skills and knowledges make me more
explore new things. Taking interviews
make me feel more confident and make
my communication skills develop.
 I love interacting people and this is how
I develop good relationship. This
quality helps me to develop a team.
 While taking interview I always think is
the interviewee will perform the task as
per the given instruction in a particular
time because sometimes it happens that
even after having good skills and
knowledge people are not able to
perform efficiently.
 It is very important to choice or hire a
right person for performing a particular
task and that is also threat for me.
Skills Personal Audit Questionnaire 1 2 3 4 5
Requirement
skills
Selection skills for hiring eligible
interviewee
*
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Having good observation skills for
analysing skills of interviewee
*
Good communication skills *
Organisational
Analysis
Good in evaluating condition of
employees
able to rectify the requirement of training
*
Ethical Able to regulate code of ethics *
Behaviour Able to maintain the dignity *
Transparency Make clarity between workers and
management
*
Personal development plan(PDP)-
Area of
development
How many
months it will
take to
complete
I will achieve
this by
What
happening
now?
How will I
know I am
successful in
achieving?
Progress
Curiosity
skills
1 month I need to
develop this
skill most
because I do
not have
curosity. I will
achieve this by
interacting
people and
gathering the
knowledge
I want to
imorove my
curiosity skills
and that why I
am trying to
be more
curious while
taking an
interview
I will be
successful
when I will
start putting
questions to
interviewee
while taking
an interview
Progress will
be analysed on
the basis of
improvement
Use of
technology
2 month I will start
learning how
I will start
working on
I wail achieve
success by
The progress
can be
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to operate
advanced
technologies
different
systems which
will help me to
operate
advanced
techniques and
make me learn
how to
maointain
accuracy and
avoid error
operating
different
advanced
technologies
analysed when
I will be able
to work on
different
Critical
thinking
2 month This type of
particular
thinking help
me to identify
the apropriate
employee for
the given task
I will start
focusing on
skills of
interviewee
If I will start
analysing the
skills of
interviwe
carefully I will
be able to
select the
appropriate
employee
The progress
is achived
when I will
start selecting
appropriate
employee for a
particular task
Reflective statement:
Name Description
Show why you have chose this job This job opportunity help me to improve my
communication skills as well as I will be
familiar with the advanced technologies which
are beneficial for me
Tell what is the difficult part of the job role The most tough part was how to select
appropriate employee for the assigned task
Evaluate what has been most challenging for The most tough I found myself to maintain the
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you to gain based on your own personal skill dignity
Tell about your journey how you identified
developmental requirements developed your
skills and
Becoming a recruiting director was a different
experience and I have faced many difficulties
but I resolved them by all my wisdom
M1 Discuss professional skill audit which gives proof of personal reflection and evaluation
A number of things are considered, analysed and developed to become a recruiter director and
SWOT analysis was really helpful for evaluating such requirements. In personal audit there were
many things to be analysed and modified. The development is all based on the developing skills
and knowledge.
D1 Explain white collar improvement plan which fix learning targets and training in realtion
with learning period
The development of skills of a person is only possible if he is able to identify all his weaknesses
and start working on it. With the help of professional development plan a persona can develop
his personal skills to meet with the professional requirements. With the help of such plan I will
be able to eliminating weaknesses and develop my own personal skill which will be beneficial
for my future plans.
Part 2
Task- 2
P3 Comparison between organisation and personal learning and training and developmental
Organisational and personal learning-
Organisational learning Individual learning
Meaning All the employee will work as
a team for an organisation on
the basis of data collected from
the company (Hu, and Broome,
2019)
This refers to development of
personal skills and knowledge
in order to meet professional
requirements
Learning Learning is improved during The personal learning is very
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the circumstances which is
being faced in different deals
and this experienced learning
better than what we have
learnt theoretically.
different from the
organisational learning
because every individual
makes its own improvement by
eliminating weaknesses.
Type The things need to focused
which are compulsory for
development and in order to
complete the task (Akan, Jack,
and Mehta, 2020)
In this type of learning every
individual makes changes and
improves according to the need
(Widmann, and Mulder, 2018)
Training and development-
Training Development
Meaning Training is method of learning
in which every individual get
the opportunity to develop
skills and eliminate
weaknesses in order to meet
professional requirements
(MacKie, 2019)
Development is a method of
growth of every individual
employee to make professional
requirements.
Term This is the time period given to
a new employee in order to
develop the required skills and
knowledge which is essential
to perform the given task.
In comparison of training it is
the longer time given for the
development that is not
possible in shorter duration
(Muduli and et. al., 2020).
Aim The focal point of giving this
job is the time period which
given to employee to develop
the required skills.
The main goal of this
development is to
improvement of every
individual so every individual
will be able to perform the task
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efficiently.
P4 For regulating the tenable business performance, analyse the requirement of constant
learning and professional growth
Learning is the way for gaining a new ideas, abilities to enhance own
potential,understanding and increase the working presentation. Learning in systematic way is
related to the treatment which is present now, or talk over increasing the understanding and the
potential sets which move towards the development in the affiance with the workers and a high
satisfaction regarding to the work. Education in the regular fashion has ability to increase the the
potential and generate a new thinking for uplift the mental situation and enhance the overall
working capacity of the worker which working at the Sainsbury. For solving out the problem and
help to enhance the strategy of business, there is PDCA cycle which is a four step procedure.
PDCA cycle is used for the enhancement of firm production, consumer satisfaction for the firm
which is selected by him and also used for gaining of profit (Belbin, R.M., 2010). Plan: In this section, we are going to discuss about the recognition of the probability and
planning for changes. In the section of planing, an individual will have to certainly mount
and provide a mode for that changes which is necessary to be done. This section will act
for the functioning and trust of the firm. The needs of workers are acknowledged in the
case of Sainsbury and for this make sure that it should provide a tutor for the objective of
work and tells the fine way to get them. Do: In this section, talk about the small scale survey and it is also known to the
experiment of changing. When the first step completed that is to plan and the recognition
of possibilities are done than there is a way which enforced to calculate the outcomes. In
the case of Sainsbury, the works which is already planned, split up into three section. In
these section covered (1) training together all the sole (2) productive way of doing variety
of works and (3) to keep or maintain the information for the future analysation.
 Check: in this section, going to discuss about the analysation of an attempt, review
process of the outcome, and the recognition of that which is learned. In this section,
when the improvement process in the outcomes has been done then it should be checked
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officially via distinction which aid in the quantitative analysis of the effectiveness and
productivity. In order to discuss about the Sainsbury, it is completed by the gaining surety
about the outcomes of a performed task and analyse it to recognise about the success and
being unsuccessful about to make the future days changed (Edwards, H., 2018).
 Act: it is the final steps which tells regarding to the utilisation of solution through taking
a right activity when the mistakes have been find out. In the case of Sainsbury, they chose
the way which is about to the learning which are related to the need of sources, teaching
through the sharing better activity for providing the best results.
M2 Uses of learning cycle concept for analysing the utility of regulating continuous professional
development
PDCA cycle is used to know how the organised performance should be remained same
therefore the real performance results will match with the scheduled results. There are four levels
in the PDCA cycles and this is important to regularise regular professional increment in all these
levels. So, this cycles becomes very useful for Sainsbury in the terms of analysing their scheme
for their work and also help to analysing the performance of worker as to their planed way.
After doing this they evaluate the performance and then make an appropriate steps for doing
right. Making a steps for regular development of firm assist them to evolve well through nucleus
development in the product quality and services of their firm.
TASK - 3
P5 Within the organisational circumstances, how HPW come up with employee engagement and
competitive advantages
Good performance based working is regarding to handle an administration to a individual
aim and fulfil a high level of presentation together the assist of employees. It is necessary to
award the high performance working by the workers which provide them motivation for their
future working tenancy. According to HPW practise ,it help an administration for gaining the
freedom for the production and also help to select the best strategy in scanning to complete the
outcomes. By the help of some activities Sainsbury can introduce HPW practises in the their
firm. Those activities are following:
 Through appointing the freedom on the working fashion of employee, via this a model
of restricted system which provides strength of its own management in the organisation.
In the situation of Sainsbury, they have to accept a system like intermixture of both in
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which centralisation and decentralisation is available for small some stages on a small
scale. Through accepting a little immediate results in the dealings of the organisations it
assess in advance implementation of working of the employee.
 For establishment of an emotion between the workers and the managers, make sure the
talking way is not in bad manner, good way of talking with workers assist to
establishing a good relationship. In the case of Sainsbury, it should have to set an
establishment for the good communication transmission by the help of which it make a
clear and visualised path for the work. When the for the work is clearly identified or
worker clearly know about the work then they do their best toward achieving those
achievement which is set for him and the outcomes of the firm becomes too much
productive.
 The management of firm should focused about those workers or individuals who are
accept to work in a challenging fashion in the organisation. They awarded for their
successful complementation of assigned work. In regarding to the Sainsbury, they
should have to organised an award function in their firm and provide the award to their
worker on the basis of the ability and performance in productivity. By the help of this
award function they promote their workers to working in more effectively for the firm.
 To improve working capacity and the productivity of worker there is necessary for firm
to be flexible to the work. In case of Sainsbury, it provides flexibility and feasibility to
the work for their employee. This policy help the firm to motivate their workers for
working in a good manner which provides high productive results.
 To improve in the production of firm, it is necessary to emphasize the the learning
ability and improvement of workers skill towards the identifications of department. As
in Sainsbury, to increase the understanding and skills of their workers, firm organise
assembly and run meetings in which they told about the details of the work to their
workers. This type of steps improve the skills and understanding of worker regarding
their works.
 Establishment of regular planning in the favour of employee like as analysation and
exposure would help in the adding of emotion of identity and trust in the mind of
employee. In the case of Sainsbury, they lead up to a set of process for the evaluation
and publicity in the organisation on the regular basis.
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