Developing Individuals, Teams and Organizations

UNIT 35 - DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................4
MAINBODY....................................................................................................................................4
LO1..................................................................................................................................................4
P1 Determining professional knowledge, skills and behaviour required by Human Resource
(HR) manager and assistance......................................................................................................4
P2 Analysing audit to evaluate appropriate knowledge, skill, behaviour and developing
professional plan for HR manager..............................................................................................6
M1 Professional skills audit demonstrating evidence of personal reflection and evaluation.. .10
LO2................................................................................................................................................10
P3 Analysing difference between organizational learning and individual, training and
development..............................................................................................................................10
P4 Discuss Learning cycle theory and its role in Development in Organization's Performance
...................................................................................................................................................13
M2 Application of cycle theories to analyse the importance of implementing continuous
professional development.........................................................................................................15
LO3................................................................................................................................................15
P5 Discuss High Performance Working its impact towards Tesco company...........................15
M3 Benefits of applying HPW..................................................................................................18
L04.................................................................................................................................................18
P6 Define different kind of Approaches for Performance Management and Discuss Merits and
Demerits-...................................................................................................................................18
M4 Different approaches support high performance culture and commitment........................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22
Gibbs Reflective Cycle by Graham Gibbs. 2021. [Online] Available through:
<https://www.toolshero.com/management/gibbs-reflective-cycle-graham-gibbs/ >....................24

INTRODUCTION
This project is based on developing performance of organization from various human
resource practice in the references of Tesco company. Tesco is Public limited company in UK
which has more than 4,00,000 employee base and working in retail industry. In this project Hr
practices to mange and developing professional carrier will be en-lighted. How company can
improve productivity with employees growth and factors that will influence to resolve it with
help of internal audit will be discuses. Further the Kolb model for learning for company's
employees and its impact on productivity and professional skill and development for better
learning will be shown. It will also highlight about continuous professional development, its
importance to employees and toward the organization. Strategies for performance management
and its values for organization to face competitive market, achieved stability and growth are also
discussed. Project en-light how High performance working practices will enable firm to make
collaboration in different function and team to make better working for organization and getting
success with higher employee satisfaction.
MAINBODY
LO1
P1 Determining professional knowledge, skills and behaviour required by Human Resource (HR)
manager and assistance
HR assistance is a person who coordinates with personnel manager and directors to make
sure smooth functioning of professionals. There are several skills and attributes that are crucial
for performing the job in efficient manners (Elrayah, 2021). Tesco is large firm whose operations
are wide and complex which requires an effectual planning by HR assistance for day to day
activities. HR assistance must be able to keep employee orientation, training, development,
logistic, record keeping so that aid in recruitment and staffing.
Human Resource Assistance (HRA)
Communication skills
Tesco being a retail company has huge process and methodologies for conducting its
business transaction. In addition to this, HRA need to be very effective in delivering instructions

regarding employees tasks and assigned practice (Hardjati and Febrianita, 2019). It will make
clear vision so that expected performance can be delivered by personnel.
Interpersonal skills
HR assistance requires to be patient, tactful., approachable and calm in difficult situations
(Ybema, van Vuuren and van Dam, 2020.). There are different situations that occurs on daily
basis in multinational organisation to tackle with such changing circumstances this positions
holder must carry interpersonal skills.
Able to gather facts and statistics
The most essential behaviour of assistance is to have necessary details of business
practices. This will make clarity and transparent work of an HR with other departments (Tuan,
2019). However, he is responsible for making coordination among all the departments and areas
of firm to aggregate performance of whole organization.
Qualification
The position demand course work for bachelor's degree inhuman resource. Additionally,
person who occupies the position in Tesco should have experience of 2-3 years to deal
effectively with analysable circumstances (De Mauro and et.al.,2018).
Human Resource Manager (HRM)
HRM is responsible for recruitment, on boarding, performances review, career
development, compensation, benefits and staff relation among whole firm. The basic function of
HRM is to deliver vision across the company, supporting employees to overcome grievances,
providing people related process, etc.
Analytics
Managers working in multinational company must possess the skill of analytics. It refers
to making interpretation of summarized data in useful way that can assistance business to make
policies and rules (Marler and Boudreau, 2017). Tesco's HRM should enable to evaluate the
performance of its workers so that corrective measures can be taken into consideration. The
information is also utilized total duration and cost of hire personnel, assessing pattern that may
cause in turnover, etc.
Relationship management and consultation
HR managers are often referred as leaders of firm who are responsible for training,
development, business acumens, critical evaluation, culture effectiveness (De Bruyn, 2020).

Manager of Tesco has the duty to create the working culture that motivates employees which in
turn increases productivity of enterprise.
Decision making skill
Business need to make various important decisions that are related with organizational
growth and development. There are many functioning departments of firm which are controlled
and monitored by human resource mangers as the roles and responsibilities of workers are
guided through implemented decisions (Leicht-Deobald and et.al., 2019). With respect to this,
Tesco being a retail store want its managers to take strategic decision that assure quality work of
its employees.
Empathy and compensation
Another behavioural attribute of top HR manager typically maintain an open door policy
& formulate an encouraging atmosphere for staff that make feeling of safe and valued among
employees (Loon, Otaye‐Ebede and Stewart, 2020.). This attribute shows that leader of firm is a
good leader which in turn allow workers to share their problems that can be tackled in productive
manner.
Qualification and professional knowledge
He should has technical and teaching knowledge as manager has to teach its employees.
Prior experience will provide an unbeatable advantage in an appropriate environment. The
qualification for manger vary from company to company but basic can be considered MBA and
any professional HR specialized course (Lejeune, Beausaert and Raemdonck, 2018).
Interpersonal, communication, team collaborative, presentational, organizational and talent
management, etc are some other forms of skills which are as important as mentioned above for
monitoring and managing the responsibilities of two specified professionals. These is crucial for
professionals to utilize suitable attributes and skills according to changing circumstances of
particular company in order to develop healthy working environment.
P2 Analysing audit to evaluate appropriate knowledge, skill, behaviour and developing
professional plan for HR manager
SWOT analysis
It helps in analysing internal as well external factors which can hinder or boost the
growth of an individual or organization. From the below table strengths and weakness will