Developing individuals, teams and organisation

This article discusses the skills, knowledge and behaviours required by HR professionals, personal skills audit, individual and organisational learning, and more. It also provides insights into Tesco's HRM practices.

Developing individuals,
teams and organisation

Table of Contents
Developing individuals, teams and organisation.............................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
P-1Determining the appropriate and professional knowledge, skills and behaviours that is
required by HR professionals. ....................................................................................................4
P2 Analysing a complete personal skills audit which helps to identify appropriate knowledge,
skills and behaviours and develop a professional development plan for a given job role..........5
P3 Analysing the differences between individual and organisational training, learning and
development. ..............................................................................................................................8
P-4 Analysing the need of continuos learning and professional development to drive
sustainability in business performance. .....................................................................................9
P5 Demonstrating the understanding of how HPW will contributes to workers engagement
and competitive advantages within a specific company's situation. ........................................10
P6 Evaluation of various approaches to performance management. .......................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is the procedure of practising of hiring, recruiting,
managing a company' employees. Human Resource Management is most likely referred to the
simple HR. A enterprise or company's human resource department is mostly responsible for
putting, creating the overseeing policies and effect which is governing employees and the
relations of the firm with their workforce. The term HR is first ever used in 1900s early time and
then more vastly in 1960s, giving description of the individuals working for the company, in
aggregate. HRM is the worker management which emphasis on those workers as assets of the
company(Macke and Genari, 2019). As with another assets of business, the goal is to use
employee in more effective way, maximizing return on investment (ROI) and reducing risk.
Tesco plc is the firm which is multinational in nature. This is British general merchandise
groceries and retailer company. Its headquartered in Welwyn Garden City, England. In 2011,
Tesco is the third-largest company in retail world, this is measured by revenue and gross revenue
across the world(Anwarand, Abdullah and et,al., 2021). This organisation has shops in more than
five countries in Europe and this is a leader firm of groceries in UK. This firm was founded in
year 1919 by Jack Cohen in London as being a groups stalls within the market Hackney. This
project will cover the professional and precise skills, behaviour and knowledge which is required
by HR professionals, then there is personal audit which helps to rectify the skills, behaviours and
knowledge and also the development professional plan for specific job, the professional
development and continuous learning helps to know the business performance and sustainability,
then HPW helps to understand the employees engagement and the competitive advantages with
the particular situation of the company Tesco and at the last of this project there is an evaluation
of different approaches of the performance management of the organisation.

MAIN BODY
P-1Determining the appropriate and professional knowledge, skills and behaviours that is
required by HR professionals.
The situation of business which is analysed by HR professionals is only for making decisions. To
achieve the goals of the company Tesco, the workers are trained and hired by HR professionals
is with the performance of the worker engagement is also analysed. To manage the workers
efficiency human resources should also have skills,behaviour and knowledge sets which can be
retained by the workers. The HR assists to identify the factors which will affect the needs and
performance that can be improved. Human Resource offices of Tesco has various knowledge and
skills to deal with the situation which are difficult with the chance that provides to current skills
and determines training events of the workers which enhances in aim which helps to achieve
better results for long period of the organisation that can be benefit for future. The following are
various knowledge, behaviour and skills which are required by the HR in Tesco.
 Professional Knowledge required for HR professionals- HRM expertise and
knowledge are also said as essential HR skills. Being industrial management or human
resource management in educational background, previous work experience and
company's Psychology is very helpful(Monte, 2021). Human Resource professionals as
HRM knowledge acknowledges many more competencies and skills. These knowledge
helps to absence process, recruitment, data reporting, selection for instance. For company
Tesco these HRM is often is for develop the soft skills which improves the abilities in
coaching and communication.
 Professional Skills required for HR professionals- The most mentioned skill frequently
in HR job is being open up for communication. The communication skills are very
important in Human Resource Management. As being a HR professional in firm like
Tesco has direct link between employee’s and the business of the company. On the other
hand, HR represent the workers and HR is also an activist for the employee’s. This
requires the best skills in communication. HR professionals has to communicate with
different levels of authorities which influences company performance, different
stakeholders, the communication between junior staff and HR will be different and with
between HR and CEO of the Tesco company will be different. The ability leaving a
professional, to connect with all type of individuals and good impression these are

essential skill for Human Resource professionals. More communication skill that has
become more serious for HR professionals(Kryscynski, Russell and at,al., 2018). This
data play a important role in various aspects for Tesco, the professionals translate the data
into impactful stories, clear and compelling which are tailored to various stakeholder but
there is not only stadtholders to reach out for information but also employees, complaints
and questions of consumer is most general role of HR professionals. HR professionals
can communicate both informally and formally into various ways like in person, online,
written and verbal all are important in different different process.
 Professional behaviours required for HR professionals- The business Acumen or
professional behaviours is made of two aspects which is quickness and keenness which
understands and deals with the company's business situation in a way which leads
towards good outcome. Successful HR persons has understanding and good knowledge of
the accounting, financial, operational and marketing functions of the Tesco company. HR
professionals are need to be deal with high sensitive jobs like violations of company's
policies, pay and benefits and personal challenges the impact work. HR professionals are
expected to be both fair and professional but company hand.
P2 Analysing a complete personal skills audit which helps to identify appropriate knowledge,
skills and behaviours and develop a professional development plan for a given job role.
Personal SWOT analysis:
These are the following analysis steps which helps the HR to evaluate the external and internal
strengths,opportunities,threats and weakness.
Strength
 Time management skill- The skill will be considered as my strength as I am easily able
to manage my complete time and always and also able to complete my targets and work
on time(Dhanpat, Shongwe and et,al., 2020). This skill helps me to complete my tasks
before time which will be beneficial for my future growth.
 Resolution Directed- This skill will help me to solve all the problems of workers by
offering appropriate solutions to them which helps me to motivate and enhance the
productivity.

Weakness
 Administration and management skill- As HR, this skill will be counted as my
weakness as I get difficult to manage the data of workers and their working.
 Information Technology- This skill can also be considered as weakness as I find myself
in a difficulty to adapt new technologies because of the complexity.
Opportunities
 Listening skill- This skill will help me to observe the workers while listening to them
and also gives me an opportunity to understand the issues and problems with the help of
active listening and best solution can be provided.
 Understanding HRM- Being HR, I understand about the human resource management
and personnel that will help me to increase my performance and also help me to complete
task effectively.
Threats
 Competition- Being professional in life increases the competition as people have more
skilled and experience in their knowledge and work.
Personal skill Audit-
This is a written document which states clearly that out of all the skills that recently a person
have and how it can be turned into advanced(Piwowar-Sulej, 2021). This document also provide
what skill will be needed for finding gap and future career in skill set. In context to Tesco, the
HR professionals are required to improve and understand the skill by having personal skill audit.
Skill/ behaviour/ Poor Average Good Excellent
Understanding
HRM
*
Time
management
*
Listening skill *
Information
technology
*

Administration
management skill
*
Resolution
directed
*
Personal development plan
This can be also be known as PDP which is action plan which helps to identify the person goals.
The personnel development will help in improving skill, knowledge and experience to achieve
happiness and success in professional and career life. This is a form of self-reflection and self-
evaluation that can be used for workplace and higher eduction.
Skills Current
capability
Target Development Time frame
Information
technology
This can be
counted as my
poor skill as I
lack in adapting
the technology
very quickly.
My target will be
to understand the
latest technology
so with this I can
adapt rapidly.
Which will help
me in my
performance
assigning task with
effectively and
efficiently.
I will be enhancing my
skill by training form
several experts and
pursuing several
diploma course in
technology.
1 year
Administratio
n and
management
I face
difficulties in
managing firm
data and the
performance
development
I will be enhancing
my skill so that
data of workers can
be also managed
effectively(Bajpai,
2018). This will
To develop this skill I
can take knowledge on
the management and
administration by
taking training
programmes and
3 months

which will make
my skill weak.
help me to solve
issues by
maintaining the
records.
reading books.
Understanding
HRM
To increase my
abilities in
personnel and
human resources
management
and I need to
understand the
HRM so that it
can help me in
some specific
particular job of
human resource.
In my professional
field this can
enhance my career
in future and
growth is also
required with
proper
understanding and
knowledge in
HRM.
To understand this
term HRM, this can be
enhanced by reading
articles and reading
books. With the help of
this I can implement
things practically in my
professional life.
6 months
P3 Analysing the differences between individual and organisational training, learning and
development.
This is a very crucial for a company to have a good understanding of the company and personnel
learning to effectively promote efficiency. The enterprise should be more engaged and adaptive
to the firm's every employees. The workers are efficiently managed in very effective way that
will be increasing the effectiveness in the company Tesco(Lejeune, Raemdonck and et,al., 2021).
This can be helpful in future growth that will remain for the long period of time for the
individuals and Tesco organisation. The differences between individual learning and
organisational learning is discussed below:
Individual and Organisational learning:
Basis Organisational learning Individual Learning

Meaning The learning is the process
which helps the company to
improve their skills and also
provide them the field leaning.
Some of the learning can be
group leader and motivation.
This can be defined as the self-
improvement(Basten and
Haamann, 2018). When a
person is trying to learn and
adapt new knowledge and
skills, the company also
enhances the ability to do get
better and something new in
the filed of their own.
Purpose The motive of the company
learning is also to give
opportunity from gaining
knowledge skill and the
workers feedback.
The main and important
purpose of this is to enhance
and increase the skills field in
which the person is better at.
Benefit Company is able to maximize
the profits which provides the
continuos learning to the
workers, and also the company
motivated and push so that
they can engage more to the
firm Tesco.
Benefit and profit of the
individual leaning is that it
enhances the productivity and
efficiency so with the help of
this they are able to do more
effective work and very
efficient way.
Training and development:
Basis Training Development
Meaning This also defines the
enhancing and improving
This can be defined with
overall change in a person

knowledge and skill according
to this gives better job
position. This also remains for
short time period.
through which experience and
knowledge. This remains for
long period of time.
Purpose The objectives and purpose of
their training that provides the
information about the finished
goods and also change the
technologies so this can give
the firm best for the company
Tesco according to this the
need which is required for the
specific job position.
This can focus on skills of the
person which is for the future
better career and also aims to
enhance hard skills and soft
skills in an individual.
Focus They also provides
programmes for training and
increase their skills about the
organisation's
products(Purwanto, 2020).This
is for better understanding of
the environment and they
focuses on recent time.
Their focus is on future that
how an individual can learn
from the recent company for
the long term future
perceptive. This can also aim
for the future opportunities and
growth.
Orientation During the training period
their main focus is on the
company's requirement and the
needs for the job role. This can
be acted like a job orientated.
The development aims towards
the future growth. In the
individual gain and learn
experience which will help
them for the further future
opportunities.

P-4 Analysing the need of continuos learning and professional development to drive
sustainability in business performance.
The continuing professional development (CPD) is the process which is ongoing procedure of
developing, maintaining and documenting the professional skills. These skills can be gained by
training, courses or informally, within the job and watching other people(Jyoti and Rani, 2019).
Some HR professionals of Tesco uses the “continuing professional development” in formal way,
and also requires some certain amount for developing activities which are carried out and
documented for every year as the condition to maintain the registration with, the membership ,
license for operating in the field and professional body.
The need of CPD is designed which help to identify and act the personal development needs. The
continuous professional development cycle reflects the professional development which is like
much of best thought and other learning circular series of many activities. This process helps
Tesco company in moving from identifying the development wants through planning and then to
carry out the leaning activities, which reflects on then leaning and then it is applied and shared to
others. The continuos leaning and professional development is very important for company like
Tesco as it help employees to be engaged more in the development and training program.
Continuous learning helps workers of the company Tesco to gain knowledge and learn at the
same time, during the work. This helps in getting skills and knowledge which is needed in their
job role. Although professional development is the process of experience and skills which helps
them to promote creativity and identify objectives. One of example are authority change,
increment and job shifting. This is important for Tesco company to increase performance and
productivity.
The main motive of Tesco organisation is to keep consumer satisfied, this can possible only
when the workers are highly skilled about their finished goods. By this Tesco can mainly focus
on the continuous development and training(Maley and Moeller, 2020).. . This program helps the
workers to enhance their skills of development and this eventually increases level of profitability
within the firm. If a individual keep leaning new activities that will enhance the organisation's
performance and this will contribute more in the company. The continuous leaning is very
crucial for the professional development in workers of Tesco company.

P5 Demonstrating the understanding of how HPW will contributes to workers engagement and
competitive advantages within a specific company's situation.
HPW is referred to high performance work, this will be helpful to achieve objectives and goals
of the organisation by working efficiently and effectively. In Tesco company the workers and
staff members will be able to help one another to accomplish the targeted goals together with the
helps of team work and better coordination among them. Tesco company enjoys the competitive
advantage benefit by which engagement of the workers of the company. This is helpful to
motivate and support the employees of the firm towards the contribution in the Tesco. Workers
play the important role and also they are crucial individuals who are responsible for the huge
success of the organisation. The management of the organisation will be able to motivate their
people by various methods that they can use of their full capability(Alam and Raut-Roy,2019).
High-performance of the workers of the company can be measured by productivity and overall
performance for the Tesco company. Tesco has high performing workers who will perform their
duties and also gives full dedication. Their working provides high quality products to the
consumer for their retention. They helps to enhance the knowledge and skill in the workers to
make the company and thie business more successful. A healthy environment and little
competition of the company which promotes high performance level. HRM helps the company
for the better engagement of their workers. People involved and high performance work both are
equally important and play a crucial role in making the organisation business more and more
successful by increasing productivity and performance. Tesco firm also focus on traditional
method but they are easily adaptive(Rusanen,2019). They use various type of technologies in the
company. Company follow high performance work and they keep motivating their firm's
workers so that they engage more towards the company.
Characteristics of HPW-
 Participative leadership- This style helps individual inn the company works all together
in order to accomplish objectives and goals. Every employee is allow to participate.
 Open and clear communication- In this step all the superiors and members are free to
share and communicate the information for the goals fulfilment for the company.
 Effective decision making- This ensures the high performance with better decision-
making, this can be helpful to achieve the objectives of the Tesco company.

P6 Evaluation of various approaches to performance management.
Performance management is a crucial aspect of the company Tesco because it not only
determines employee wage rates and promotion factors, but also helps assess employee skills,
strengths and weaknesses. Performance management is a process of business management tool
that helps managers monitor and evaluate the work of their employees. This creates an effective
environment in which employees can use their skills and abilities to improve performance and
deliver quality work within Tesco with maximum efficiency and effectiveness. In an
organization, performance management is used as a manager to coordinate workflows,
recommend new ways to do things, and make effective decisions that help an organization
achieve its goals and achieve the best performance. In an organization, performance management
is a continuous process of improving performance by setting individual and team goals that are
consistent with the organization's strategic goals. There are different approaches to performance
management, which are discussed below in the context of Tesco.
 Collaborative - Recognized as working together or in partnership, involving techniques
in which two or more organizations work together. A group of people exchange ideas and
skills to achieve a goal. Collaboration in a Tesco organization helps increase productivity
and gives employees meaning. Collaboration works according to some agreement, with
team development based on independence and collaboration.
 Shared goals- This are the collective aspirations which is forced to hold people together
and allows to coordinate efforts and for mutual benefit work together. The common goals
in the organisation provides management and staff something for working towards
together which improves and increases trust among various levels of workers and
management is keep in touch with employees(Mone and London, 2018). This helps in
boosting worker morale and trust is build in most effective and efficient manner in
context to Tesco
 Decision-making- This company uses the decision-making process that helps to identify
choices, assess and gathers the information to substitute solutions. This is important
element in manager's activities that helps in planning process which plays important role.
The employees are been motivated in organisation Tesco in regards to their management
and work they listens to workers perceptive and orders of supervisors are been obeyed.
The workers of the company who are performing should be dedicated and served with

appropriate and precise control and the authorities can execute and sort all the managerial
activities of the firm Tesco.
 Management by objectives (MBO)- In this approach the performance management in
which employee and manager determines with each other, plan and organise objective
which focus on particular appraisal period(Hristov and Cheng, 2021).This can be
matched overall with the objectives and goals of workers in very effective manner by
using of SMART technique. The incorporating of MBO in performance
management within the company Tesco leads to improve the workers commitment and
also enhance the chance for accomplishing the goals.
CONCLUSION
This project can be concluded as the development of the team,individual and organisation will
help the firm Tesco into the high performance working environment which also contributes in
developing the economy. To adapt the high-performance working practices this can enhance the
performance and productivity which can leads to the increased overall performance practices of
the economy and the company Tesco. To implement the high-performance working knowledge
and skills of the workers are very wide. The organisation offers training and activities to the
workers for learning. In this some understanding and knowledge is analysed and in which the
contribution of HPW is done for the competitive advantage and workers engagement. The human
resource supervisor or manager have some very important abilities with some of the suitable and
precise knowledge and also the effective behaviour this helps to manage their employees
effectual elements. Such type of factor support them to take the effective qualities of company's
employees in respective to increase in their representation.

REFERENCES
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