Introduction of Organization: Tesco and Cafepod Coffee Co.

This report provides an overview of Tesco and Cafepod Coffee Co., including their skills and attribute analysis, personal and professional SWOT analysis, and the need for continuous professional development. It also discusses the difference between individual and organizational learning, training, and development.

Unit 35 Introduction of Organization

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Overview of the organization.......................................................................................................3
Skills and attribute analysis.........................................................................................................3
Gap analysis of personal and professional-.................................................................................5
TASK 2............................................................................................................................................7
Overview of the organization.......................................................................................................7
Difference between individual and organizational learning, training and development.............7
Analysing the need of professional development and continuous learning...............................10
Need of CPD to drive sustainable business performance-.........................................................10
TASK 3..........................................................................................................................................11
Introduce HPW organization.....................................................................................................11
calculate the contribution of HPW in employee engagement. ..................................................13
TASK 4..........................................................................................................................................14
Different approaches to performance management...................................................................14
Evaluate HPW is supportive for high commitment and performance culture. .........................16
CONCLUSION..............................................................................................................................16
RECOMMENDATION.................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
The term organization refers to an entity that comprise various people such as association
or institution that has a specific purpose. There are various types of organization that includes
non-governmental organization, corporations, international organization, not for profit
companies, educational institutions etc (Avidov-Ungar, 2016). The Report is based on two
organization that are Tesco and Cafepod Coffee Co.
`The Report will outline skills, knowledge required by HR professionals, difference
between individual as well as organizational learning theories, need of continuous professional
development. Further, the Report will also describe the way for developing skills in that HPW
highly contributes for effective competitive advantage. The way in which performance
management supports commitment and culture.
TASK 1
Overview of the organization.
Tesco is a general merchandise and multinational groceries firm. It belongs to Retail
industry. It was founded in year 1919 by Jack Cohen. Headquarter of Tesco is located in
England, UK. It offers products through various superstores, supermarkets, convenience shops,
hypermarket etc. It owns various subsidiaries like Tesco Bank, Tesco Stores Ltd, Tesco Mobile,
Booker Group etc. The operating income of the company in year 2019 is £2206 million (Christie
and et.al., 2018).
Skills and attribute analysis.
Skills refers to the things that individual learns through training, general life experience
etc. Whereas, attributes refers to the qualities that individual has naturally and uses these
attributes during life and at the workplace (Davies, Curtin and Robson, 2017). Human resource
department of Tesco performs Job analysis to determine what skills and attributes are required by
the employee's for performing the job. This process helps company to develop their workers in
order to maximize talent. HR of the firm plays a very important and effective role in continuous
professional development of employee's by conducting effective training programmes, 360
degree reviews etc.
Role of job Personal
qualities
Developed
skills with
Developed
skills for work
Developed skills
with outside

study (professional) work
(Behaviour)
Information
technology
technician
Provides attention
of every type of
details.
Computer
science skills
Problem solving
skills
Empathy skill
Human
resource
manager
Self-Discipline Organization
and planning
skills
Collaboration
skills
Multitasking
skills
Executive chef
Curiosity and
desire to learn
more
Culinary
expertise
Leadership
skills
Patience
Personal and Professional SWOT analysis.
SWOT analysis-
SWOT analysis is a tool which is help for examine strengths and weaknesses. It also
helps to analyse threats and opportunities that are existing in external environment (Driessen and
van Tartwijk, 2018).
Personal SWOT analysis -
Strengths:
 One of my major strength is that I
don't become nervous in complex
situations.
 I have completed MBA in HR.
Weaknesses:
 One of my major weakness is that I
do not have any practical knowledge
of working.
 I lack the ability to adapt to different
situations.
Opportunities:
 I am having various opportunities for
getting employment in suitable
organization.
Threats:
 I lack confidence that will be major
threat for me while working in an
organization.
Professional SWOT analysis for HR Manager -
 Strengths: Weaknesses:

 My major strength is that I am having
leadership skills.
 I have completed post graduate from
reputable organization in UK.
 I lack the ability to adapt to
different situations.
 I get nervous in difficult situations.
Opportunities:
 I am having an opportunity to improve
my current skills.
 Opportunity to attend training and
development sessions.
Threats:
 There are lot of candidates having
good skills and abilities. It may be
possible that they may get the job
of Human Resource Manager.
Personal and Professional development plan.
Gap analysis of personal and professional-
Skills Gap Analysis for a specific job role selected in SWOT analysis
R
e
f
n
o
.
:
Skills
Descripti
on:
Current
Skills
Level:
Basic/
Intermedi
ate/expert
Desired
Skill Level
Basic/
Intermedi
ate/expert
Action
Plan
Star
t
Date
:
End
Date:
Priori
ty:
High/
low/
Medi
um
Co
mp
lete
yes
/no
/pe
ndi
ng
Notes:
1
2
Learning
sage as
payroll
software.
Multitaski
ng skills
Basic
Basic
Expert
Expert
Attend
sage
course in
a college.
Join
practical
classes
for
learning
how to
perform
different
01/0
1/20
19
15/1
1/19
-
2/02/
20
30/06
/2019
10/07
/19-
2/10/
19
Mediu
m
High
Ye
s
Pen
din
g
Ensure
that all
trainin
g
classes
re
attende
d
Ensure
to
perfor
m
differe
nt

3
Organizat
ion and
planning
skills.
Basic Intermediat
e
types of
tasks at
the same
time.
Regularly
reading
books
such as
Mindset,
The
productivi
ty project
etc.
1/03/
20-
2/02/
20
Mediu
m
Pen
din
g
tasks.
Ensure
giving
tests to
test the
improv
ement
in
comm
unicati
on
skills.
Professional development plan -
Date Goals
shorts,
medium
and for
long
term
What do I
want to
learn
What do I
have to do
to learn this
skill.
Benefit
to your
role and
outcome
What
support
and
resource
will I
need
How will
I
measure
success
Target
date for
review
01/0
1/19
-
3/06/
19
Short
term
goal (6
months)
Organizatio
nal planning
skills
By attending
classes and
finding on
websites.
This
provides
benefits
for me
for
handle
planning
of
organizat
ion.
Applyin
g in
reputed
company
for the
post.
Learning
with
superiors
and
taking
training.
Handle
organizat
ional
planning
role.
05/05/1
9
12/0
7/19
Medium
term
Payroll and
sage
Attend a
sage course
Handle
payroll
In house
training
Handle
company'
10/10/1
9

-
3/08/
20
goals
(1year)
qualification in college
and finding
in books.
of
company
and
apply job
for pay
roll
administ
ration.
As well
as
assistant
manager.
form
manager
and HR
manager
as per
qualificat
ion.
s payroll
by using
proper
knowledg
e the end
of june
next year.
12/0
1/25
-
01/0
3/27
Long
term
goal (2
years)
Software
and
qualification
Joining
classes and
taking
training with
higher
college.
Handling
software
at
workplac
e which
related to
HR.
Taking
training
form
respected
manager
and
qualificat
ion sage.
By
handle
HR
software
in the
whole
year.
12/02/2
6
TASK 2
Overview of the organization.
Cafepod Coffee Co. is located in London, United Kingdom. The company is based in
South London. The firm is based on a simple idea that is making and offering coffee for
adventurous coffee drinkers. The company sources raw material from India, South America etc
(Easterly III and Myers, 2018).
Difference between individual and organizational learning, training and development.
Basis Individual learning Organizational learning
Meaning This is refers with procedure
of bringing a change in
knowledge and behaviour of
agent. Individual can learn a
new detail or information, or
they can also find a new
It is more complex as
compared with individual
learning. This is a level of
complexity which is tends to
increase when learning is
focussed towards large and

strategy or can develop
another representation of a
particular situation
(Bednarczyk, 2019).
effective collection or
gathering of diverse
individuals.
Benefits Individual learning offers
various benefits to the
employee's. Example-
Individual learning helps to
improve the motivation level
of employee's working in
Cafe-pod Coffee Co. It also
helps to increase belief and
self concept in individual
abilities.
There are various benefits of
creating the culture of
organizational learning in
Cafe-pod Coffee Co. It helps
to encourage organizational
and personal goals to be
realized and developed
together. Further, it also helps
to change the way of thinking
regarding the world about us
(Knight, Iswanti and Murphey,
2018).
Disadvantage
Disadvantage of individual
learning includes lack of input
from trainers etc.
There may be possibility of
personal mastery for personal
advantage, resistance from
workers.
Organisational learning in Cafe Pod.
The Cafe conducts organization wide training programmes for the employee's that helps to
improve learning and skills of the employee's that are working in the organisation. The practice
helps to improve productivity and profitability of the business.
Basis Training Development
Meaning It is defined as the process of It refers to the process through

equipping workers of the
organization with specific
knowledge, skills and
competency so that, they can
easily handle different types of
tasks. Training is normally
provided to new workers to
familiarize themselves with the
working of the organization
(Körkkö, Kyrö-Ämmälä and
Turunen, 2016).
which companies equip
workers with knowledge and
skills so that, they can have
consistent growth, and they
can handle any job offered by
the firm.
Aim and objective The aim of Cafe-pod Coffee
Co. for providing training to
employee's to ensure that staff
of the firm is equipped with
better knowledge and skills.
In case of development the
workers are equipped with
skills and knowledge so that,
they can develop the
framework and understanding
of the operations of firm.
Number of people It involves large number of
people that are involved in
training is significantly
different from people involved
in development program.
It does not involve a group and
mainly involves a single
person equipped with
competence, skills and general
knowledge.
Focus The focus of training in Cafe-
pod Coffee Co. is to help
people of the organization to
handle particular tasks within
the firm.
The focus of development is to
ensure that individual can
handle immediate work in the
company (Kroll and Dussias,
2017).
In house training - The organisation provides in house training for offering learning
opportunities to the workers. It helps to improve skills of workers to perform job.

Self learning – It is defined as the process of learning in which individual takes initiatives with
or without help of other people.
Training course- The cafe conducts training course for the employee's to bring skills of workers
at higher level.
Feedback- Feedback is provided by management after the training is given to employee's.
Analysing the need of professional development and continuous learning.
Continuous professional development:
It is defined as the continuous process of maintaining, developing and documenting the
professional skills. These skills may be gained through training, courses or by watching others.
Need of CPD to drive sustainable business performance-
Continuous professional development of the employee's helps to improve the
performance of the business. It helps employees to remain competent not only in their profession
but also excel it. It also helps workers of Cafe-pod Coffee Co. to remain aware of the changing
directions and trends in the industry. Continuous professional development opens up new
responsibilities, knowledge, strategies and skill areas. Due to this, employees of Cafe-pod Coffee
Co. are able to pass new ideas to clients through improved products and services that also help to
promote sustainable business performance. The impact of professional development is that it
helps individuals to improve skills and knowledge for delivering professional services to clients
and community (Mitina, 2017). Limitation is that it requires huge amount of resources and funds
to spend on conducting activities for continuous professional development of employee's.
Learning cycle theory- It is defined as the procedure that provide guidelines for both instruction
and learning. It enables individual to apply discovery and inquiry to their learning.
Kolb's learning model: It was formulated by David Kolb in 1984. This theory is works on two
different level and ways which are reflects 4 types of learning styles as well as four stage cycle
of learning.
Concrete experience-
It refers to new situation or experience which is encountered or it may be reflected about
the current and present situation for works.
Reflective observation-
It is of the specific importance, and they are any inconsistency in betwixt understanding
as well as experience.

Abstract conceptualization-
This help to raise new ideas by accepting changes of current abstract concepts.
Active experimentation-
Under this the learner Implies their idea to world that surrounds them for see what
happens.
Advantage-
Every little learning experience helps to contribute to the professional development of
employee's by improving innovative thinking and problem solving skills etc. Further, it also
helps the employee's of Cafe-pod Coffee Co. to take new responsibilities, being part of
teamwork or trying new method of solving problem and helps to apply learning experience to
real life situations (Ramia and et.al., 2016).
Disadvantage-
It lacks reliability, objectivity and validity. It may result into wrong conclusions. It may
not help to explain new experience.
Use of theory :
The use of Kolb learning theory is that the theory helps individuals to acquire new
concepts that can be used by employee's in a range of different situations. It helps to promote
professional development of the employee's. Organization may apply this theory to improve the
learning of the people working in organization.
Reflection-
Professional development plan is very useful for me as it helps me to analyse the skills
that are lacking in me. It also helps to improve my career in the field of human resource
management. Further, the plan also assist me to identify the ways to develop the skills that are
lacking in me. Moreover, it also supported me to attain short, medium and long term objectives.
TASK 3
Introduce HPW organization.
About HPW organization:
The high performing organization is an entity comprising with multiple people for
working under institution and association with particular purpose. This word simply means a
collection of resources which are working together somehow for achieving common goals and
objective. These type of organization focuses more on long term success while attaining

actionable short term goals. High performance companies are able to efficiently and quickly
change their operating practices and structure to meet out diverse needs (Rowe, 2017).
Practices of high performance working -
There are various types of practices that can be used by organization -
Performance appraisal -
It is practice of reviewing the job performance of the employee's and their overall
contribution to the business.
On boarding strategy –
The firm may also adopt the practice of on boarding of employee's that is a process of
immersing a new employee into culture of business.
For example – One of the best example of high performance working is regular performance
appraisal of the employee's, flexible job specification and description etc.
Benefits -
There are various advantages of high performance working for employee's as well as for
employer of Tesco Plc.
For employee's :
When employees are the members of high performance working organization they get
various advantages. It helps workers to share their duties. With the help of other members of the
group no worker is left to shoulder entire project himself. It results in better employee attitude.
Employee's of Tesco will take more responsibilities for bringing an improvement in the
processes, products or services of the business. High performance working also provide
employee's the opportunity to develop relationships with fellow employee's or to strengthen the
bonds. It also allows them to enjoy their job.
For employer :
In case of high performance working, the management is required to make less efforts for
governing the workers when they are working in high performance teams because these teams
can generally govern themselves. Management have to exercise less control on workers. Because
employee's feel strong sense of corporate social responsibility. There is more focus and
discipline. Under high performance working there is high level of decentralization that helps
employer to focus on other important tasks (Schmidt, 2017).

calculate the contribution of HPW in employee engagement.
Employee engagement- It refers to the extent up-to which the employee's feels passionate
regarding job and are committed towards the objectives of the company and also makes efforts to
perform better.
Competitive advantage- It is defined as the superiority gained by firm when it offers the similar
products at lower price as compared with competitors or may charge higher price by offering
more value through differentiation.
High performance working includes practices that can be defined as the tactics that helps
to improve level of productivity and profit of the company. There are various tactics that are
adopted by Tesco Plc. that helps to increase employee engagement, customer loyalty and trust,
high performance and also leads to increase in profits of the firm (Swain, 2016).
A continuous leadership and mentoring development strategy -
One of major high performance working practice adopted by the company is continuous
development of employee's through mentoring and leadership. The organisation is finding
success in increasing the engagement of employee's through participating in mentoring and
leadership programmes. There are different ways in which mentoring helps firm to increase the
level of employee engagement.
In Tesco more focus is given on employee-employer relationships by developing into
partnership. Mentoring helps company to take advantage of the change by providing additional
way to develop these partnerships. As the requirement of work life balance has become
necessity, Tesco is using mentoring programs to assist employee's to figure out how to balance
work. Once the work life balance is achieved, workers become more engaged with the time they
are spending on their work (Vos and et.al., 2018).
For Example-
Tesco has developed the strategy to provide better training, mentoring and leadership to
the workers. The practice helps the company to make pleasing growth in challenging times. It
provides mentoring and training in two ways that are on-the-job and off-the-job methods. The
programme helps to improve the skills and abilities of workers. It helps firm to increase
employee engagement and also helps to gain competitive advantage.
Regular performance appraisal -

It refers to the process of evaluating the performance and participation of workers and
also to realize abilities of individual for development. This practice has adopted by Tesco to
determine the need of training for the workers, who will be promoted, fired, demoted or retained
(Avidov-Ungar, 2016).
For Example -
Tesco is using 360 degree feedback which is a review of their business that leads to
development of business priorities and new strategies. It is the first stage of the management to
understand strengths and weakness of the employee's. The program highlights development and
strengths versus the new leadership skills. The result of this practice helps company to develop
personal development plans of the employee's. Further, the firm also set mart targets to assist
employee's to meet the requirements of the job role. It contributes to the competitive advantage
by improving employee job performance by guiding the behaviour of workers towards goals of
the firm.
TASK 4
Different approaches to performance management.
There are various approaches that can be used by the company for high performance
working. These are as follows -
Collaborative working.
Collaborative working takes place when individual or teams are attained together for
common aim and objectives of the firm by sharing their skills and ideas. It may occur in virtual
as well as in traditional groups. With an advancement in the technology firm may use cloud
based tools and programmes to share the files and also to communicate with other people.
Working towards common goals are motivated and inspires group members with strong purpose.
With the help of this, team members are able to see values and effectiveness of working by
making proper collaboration and assessing aims and objectives which are gives for completing
meaningful reason in effective manner (Bednarczyk, 2019).
It will allow the team members of Tesco to work for attending common platform for
achieving common aim by brainstorming, thinking as well as offering different perspectives to
offer solutions. Tesco should encourage collaborative working s it offers various advantages
such as:
Benefits-

With a variety of skills and knowledge pooled, it helps to develop a talent pool which is
more capable, experienced and competent. Virtual collaboration helps to reduce the requirement
of infrastructure and finance. Collaboration is beneficial for employee's as well as for the
company because when workers work together they share ideas and understand the way in which
others operate, think etc.
Limitations-
When different individuals work in a group for completing a project there may arise
situation of conflict in working style of the team members.
For example- 10 employees of the company working on a project with the help of interactive
display. This will help to achieve common objective of the firm (Christie and et.al., 2018).
Tesco employees uses cloud computing-
Tesco is using cloud computing that helps to keep pace with the digital demands of the
clients, staff members. It has also started to look at the methods for deploying infrastructure and
managing the operations. This helps to differentiate the business from others.
Effective communication.
It is defined as the ability to communicate information to another person in effective
manner by collecting proper information. Managers with good non-verbal, verbal and written
communication skills are help to share and convey information between employee's for the
commercial benefits.
Benefits-
 Effective communication in the business helps to improve the level of morale of the
employee's.
 When communication inside the business flows smoothly then it will flow on to the
clients with the same smoothness and ease (Easterly III and Myers, 2018). It will lead to
development of good quality products and services for the customers. Therefore, it results
in increase in customer satisfaction.
Limitations-
 One of the major disadvantage of effective communication, it may result into the leakage
of sensitive information to competitors and also to the public.

 There are also possibility of potential downfall to offering too much communication. It
may also result into public relations issues that can be harmful for the reputation of the
firm.
Example – Effectively communicating guidelines to the manager of the company.
By supporting high performance culture Tesco is using various methods. For effective
communication between management and employee's company is using letters and memo etc.
for communicating details regarding financial issues to employee's.
Evaluate HPW is supportive for high commitment and performance culture.
Human resource of high performance working organization plays a very important role in
supporting culture of high performance as well as commitment of the employee's. Human
resource department of Tesco Plc plays an effective and valuable role in developing high
performance culture by encouraging open communication in the company. Encouraging the
transparency in communication at the workplace helps in creating a vibrant atmosphere. As a
result, the workers of the firm will trust to the decisions of the management that positively
impact them. Human resource manager of the firm promotes the culture of high performance by
showing them trust, providing appropriate level of training, communicating the vision in
effective manner to the workers and allowing them freedom within the limit to take decisions
(Davies, Curtin and Robson, 2017).
Moreover, the culture of collecting feedback also helps to promote positive culture in the
firm. Manager of the company provides an opportunity to the employee's for giving feedback
while they are performing their tasks. Transparent feedback helps management to determine
what the employee's are feeling regarding their culture and is anything there to improve. Further,
the management of Tesco makes efforts for developing the culture of providing feedback by
motivating the workers to give feedback correctly, giving chance to come up whenever they
want and also take their feedback seriously (Driessen and van Tartwijk, 2018).
Higher performance working and commitment is supportive and have responsibility to
provide opportunities for employee's to increase growth, appreciating for the work, no
favouritism, promoting sense of purpose and adopting supportive leadership style.
CONCLUSION
The above Report has outlined that individual learning is different from organizational
learning. Organization wide learning helps to achieve the objective of individual as well as

company. Further, training is different from development on the basis of number of people, aim
and focus etc. Continuous professional development of employees helped to improve and
increased performance of business. Kolb's learning theory helps in overall development of the
employee's. It also supports workers to take new responsibilities. Moreover, high performance
work organization helps employee's to share their duties. It is beneficial for both employee's and
for the employer.
RECOMMENDATION
It is recommended that organization should adopt and implement different types of high
performance working practices in the business such as performance appraisal, on boarding
strategy. With the help of these employees will able to improve the existing level of
performance.