BTEC: Developing Individuals, Teams, and Organisations at Tesco

This report explores the development of individuals, teams, and organizations, focusing on the skills and knowledge required by HR professionals, a personal skills audit, SWOT analysis, and personal development plan. It analyzes the need for continuous learning and professional development to drive sustainable business performance within Tesco, a UK-based retail company. The report also examines the contribution of high-performance working (HPW) to employee engagement and competitive advantages, highlighting the importance of organizational versus individual learning, training, and development. It utilizes learning cycle theories such as Kolb and Lewin to improve organizational performance and employee productivity. Ultimately, the report emphasizes the role of HR in fostering a culture of continuous improvement and engagement to achieve organizational goals.

BUSINESS DEVELOPING
TEAMS AND
ORGANIZATIONS

Table of Contents.
INTRODUCTION...........................................................................................................................3
TASK-1............................................................................................................................................3
SKILLS AND KNOWLEDGE REQUIRED BY HR PROFESSIONALS-...............................3
PERSONAL SKILLS AUDIT-...................................................................................................4
SWOT ANALYSIS-....................................................................................................................4
PERSONAL DEVELOPMENT PLAN-.....................................................................................5
PROFESSIONAL SKILLS AUDIT-...........................................................................................6
PROFESSIONAL DEVELOPMENT PLAN..............................................................................6
TASK-2............................................................................................................................................7
INTRODUCTION TO THE ORGANIZATION-.......................................................................7
Analyse the need for continuous learning and professional development to drive sustainable
business performance ..................................................................................................................8
High performance working contribution in employees engagement and competitive
advantages ...................................................................................................................................9
PERFORMANCE MANAGEMENT APPROACHES AND IMPACTS ON PERFORMANCE
....................................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management refers to the process of manging the operation and
function of the organisation in appropriate manner. The human resources department or HR
professional are responsible for the developing the individual skills and culture of the
origination. The HR professionals provide training and development programme to the workers
in order to improve performance. The report will guide about the knowledge and skills that an
HR professional should possess. It will represent a SWOT analysis and PDP of HR manager to
understand the qualities and requirements of the HR professional. Along with that the report will
analysed the role and the importance of the learning and personal or professional development
within the organisation.
TASK-1
SKILLS AND KNOWLEDGE REQUIRED BY HR PROFESSIONALS-
 Administrative Expert : the HR plays an important role in managing the administrative
tasks such as leaves, payrolls, absenteeism of employees and so on. He has to maintain all
the personal records of the employees and the documents safely and securely.
 Communication skills : HR professional should possess a good communication skill. As
the HR professionals are the bridge between the business and employees. They have good
communication skills because they have to maintain contact with the stakeholders and
investors of the company. They should be capable of handling the queries, issues and
questions of the employees, stakeholders effectively (Uppathampracha, 2019.)
 HARM Expertise and Knowledge : HR professional should possess the knowledge of
Human Resource management. They must know the ways to manage and retain the
employees. HR professionals should have the skills and qualities of a leader to lead the
entire HR team of the company. They should also understand the process of recruitment,
selection and induction of the employees.
 Strategy Creation and Execution : HR managers should have strategic mindset to deal
with the plans and policies regarding the employees. It is necessarily have a strategic
mindset as it helps in reaching the organizational goals by supporting the strategic plans,
this also strengthen the role of HR manager in the organization as strategic partner.

PERSONAL SKILLS AUDIT-
To be an HR manager there are certain skills, a person should possess-
 As an HR manager, I can manage the tasks efficiently and know how to prioritize them. I
have a strategic mindset which will be helpful to me while preparing the strategies.
 I do not have good communication skills which might cause the problem while
addressing and resolving the issues of employees, stakeholders and investors.
 I need to work on managing stress and work pressure at the workplace to avoid chaos.
 I am good at managing people and resources and I know how to make the best use of
them thus I can work with the employees in a group and team.
 I need to work on my leadership skills good, thus leading and guiding the employees or
supervisors is difficult for me. Motivating and dealing with the employees is not easy for
me (Karamavrova and Lebedynets, 2018.)
 I have to work on improving my time management skills, as I find difficulty in
completing the tasks on time.
 I can't do technical tasks of the HR management. I have to learn some technical skills to
technical tasks of the organization.
SWOT ANALYSIS-
Strengths  Efficiently manage tasks
 Good at managing people and resources
 Good at understanding behaviour of people around me.
weaknesses  Poor communication skills
 Weak at time management
 Not good at performing technical tasks
opportunities  With strong HR skills operational and administrative performance
can be enhanced.
 There is a great scope of performing better in technical tasks of the

organization.
 Leadership skills may turn out better results.
threats  Surging competition may create horrific scenario for business
management.
 Poor communication may adversely impact relationship with
external parties.
 Improper time management may take the opportunities away due to
poor approach.
(Solangi, 2019.)
PERSONAL DEVELOPMENT PLAN-
My Goals Strategies for
achieving the goals
Resources
required
Assessment of
progress
Target date
To
enhance
my
communic
ational
skills.
For this purpose I
will learn to present
my side in the most
appropriate way. I
have planned to opt
an online course and
will also attend a
fifteen days long
seminar in a college.
The online
course will cost
150 euros. And
the college
seminar will
cost 500 euros.
Along with it
other
equipment’s
will cost 50
euros more.
For the purpose of
assessment the online
course is offering their
everyday assessment
programme in which
experts will be
evaluating my progress.
And college seminar is
also having a well-
articulated assessment
programme.
It will take almost
3 months.
To
improve
technical
For this purpose will
be joining diploma
It will cost 500
euros.
In diploma once in a
month exam will be
6 months.

skills. course online. conducted.
(Minhas, 2020.)
PROFESSIONAL SKILLS AUDIT-
Skills required Skills of HR management
Non-technical
skills
For better management and turning out
results set of skills like better
communication, human management,
time management, behavioural
management and strong understanding of
the people and required skills to perform
certain tasks are required. It must be
having patience, ethical actions,
compassion and capacity to understand
reflections of the working groups.
Currently in assessment it is found
that having good skills about human
management and behavioural
management but at the same time
communication and time
management skills are lagging
behind.
Technical
skills
In an HR manager it is required to
possess better understanding of various
technical things like understanding of
applications and digital apps used in such
tasks along with better knowledge of
other common computer skills.
The present technical skills are not
up to the market. There is a rigorous
requirement of learning and
improving technical skills associated
to the job.
PROFESSIONAL DEVELOPMENT PLAN
Learning
and
development
Types of development Resources Evolution Timeline

need
To gain skills
in Microsoft
excel and
advance app.
Attend high level excel
courses through UW-
Madison online.
Computer and
for purchasing
course 300
euros are
required.
Course providers
will do it their self
on week basis.
By the end of 3
months will be
ended.
Exploration
in data
analytics
For this purpose will
practice it myself with
online resources.
Data analytics
books and
other sources.
Will be practically
learning and
invigilating the
work on daily
basis.
For this purpose
three months will
be needed.
(Owen, Skelton and Maine, 2020.)
TASK-2
INTRODUCTION TO THE ORGANIZATION-
TESCO is a UK based retail company which is engaged in retail products selling. It is the
third largest retailer in the world measured by gross revenues. Along with UK it has notched up
its presence in more than 11 countries and offering a wide range of products to its customers.
More than four thousand stores are only in UK and Ireland including franchise stores. For better
results it is effectively instructs and directs its employees towards organizational goals. Having
more than 4,70,000 employees are currently serving the company and for their management a
well-structured HR management scenario has been installed by it. The entity is rigorously
concerned about learning and development since with the evolution of new industrial revolution
ones can't sit stagnant in the dynamic business environment.
DIFFERENCE BETWEEN ORGANIZATIONAL AND INDIVIDUAL LEARNING,
TRAINING AND DEVELOPMENT-
Organizational learning, training and development is mainly prone to sort out the
problems before and organization it is not directly related to the development of employees. In

individual learning and training the main aim is always to improve working quality and
efficiency of workers in order to make them more productive and abstain to leave the job.
TESCO generally provide training on regular intervals so can eradicate the problems
before their emergence it is basically not directly targeting the performance of working class.
Learning is occurring at the organization as part of their employees skills augmentation policy
then the employees would be remained at centre. At the same time if the organization as a whole
facing certain problem and their training, learning and development programmes are aimed to
encounter those perils then it would be called organizational learning and training programme.
Individual learning and training programmes are mainly featured on a pre decided
schedule basis. Since organizations like TESCO where a vast amount of majority works and their
personal skills matters much in hiking operational skills of the organization so with this regard
company is having its well formulated learning, training and development programme regimes in
which timely the employees of the organization are provided training and learning, so they can
improve their self and ultimately can add value to the company (Evans and Mason, 2018.)
Organizational learning and training can't be speculated before occurrence of such
incidence. It mainly depends on such requirement or rather should be called depends on sudden
needs of the organization. Generally it can't be seen being practice d since depends on sudden
circumstances in case organization is facing any problem and it is impacting their capability of
performing tasks with proper efficiency then it arranges such programmes so can eradicate those
specific jeopardy.
But both learning and training programmes are in benefit of the organization. Perhaps the
purpose is different yet ultimately it adds value to the performance of the entity and also boost up
confidence of the workers.
Analyse the need for continuous learning and professional development to drive sustainable
business performance
For the multinational organisation like Tesco the continuous learning and professional
development is the essential element for increasing the profitability and productivity of the

organisation in effective as well as efficient manner. with the assistance of the continuous
learning the organisation enhance the skills and the knowledge of the individual person that
contribute in boosting the production of the company (Schreck, Wiesche, and Krcmar, 2022.)
along with that it bring the creativity at the workplace. With the help of continuous learning or
professional development the employees of the organisation are able to accomplish personal as
well as professional goal in appropriate manner. Moreover, the workers of the origination
determine the new perspective of completing the task with tall the competitive advantages. the
professional development allow the employees to maintain the decorum of the company that
attract large numbers of the customers from domestic as well as international marketplace. the
human resources manager keep updating the members of the origination with the innovative
tools and techniques that make the workers more valuable at the workplace. Apart from that the
leader is able to deliver the positive environment or the culture at the workplace. The continuous
learning increase the sales of the company as the continuous learning worked as the competitive
advantages in the marketplace. beside this the company is able to proper the employees for the
forthcoming challenges in effective as well as efficient manner.
The Tesco organisation utilizes the learning cycle theories in order to improve the performance
of the organization and keep engage in productivity ( Bastenand Haamann, 2018.) . in context to
that the Kolb and Lewin learning style is one of the major experimental learning styles that
consist of the four stages such as concrete learning, reflective observation, abstract
conceptualization and active experimentation. according to the theory the individual person
acquire the knowledge or the skills by experiencing some sort of situation or the activity. Along
with that the individual person keep encouraging or influencing other by performing better
within the organisation. Therefore, the other members of the company acquire the information by
observing or experiencing the style of doing the task in effective as well as efficient manner.
High performance working contribution in employees engagement and competitive advantages
High performance working contribute major role in the organisation as tit leads to egger
performance at the workplace. Due to that the organisation us able to accomplish the goal in
effective as well as efficient manner. Within the Tesco organisation with the assistance of the
HPW the employees of the company is able to bring the creativity, motive and healthy
communication with the customer in order to boost the sales of the company by attracting large
numbers of the customers from different Markey segments. Basically the high performance

working is the interconnected with the human resources department that includes all the function
of the HEM. With the help of the various benefits like bonus, compensation, motivation,
remuneration, job sanctification the organisation engage the employees in the productivity and
lead to high performance at workplace. The high performance working system determines the
worthiness of the employees.
Along with that the organisation provide the training and the guidance to the workers that
encourage the individual person to contribute in the production with the full roles and
responsibility ( Jesson and Newman, 2020). For the HPW the organisation offer the best quality
product and services to the potential customers of the Tesco that improve the value of the brand
in appropriate manner. The high performance working enhance the profitability of the
organisation and boost the brand value in the different marketplace. In the Tesco the high
performance working involve various competitive advantages. For instance tyres Tesco ensure
that the workers are getting proper sanctification and security at the workplace. In context to that
the organisation provide the job security policy to the workers of the company. And for the
welfare of the organisation swell as employees the organisation hire the candidate as per the
requirement of the skills and knowledge in the vacant job role of the Tesco company. With the
assistance of the high performance work system, the organization is able to remove the barriers
the employees of the organisation is facing at the time of non-performing the function of the
company. Along with that it help in delivering the transparency to the workers that encourage the
employees to work with the fruitful efforts. Through this system the organization is able to hire
the skilled labour for the Tesco which will increase the value of the company along with that the
organization is able to satisfy the buyers because it includes creativity ad the uniqueness of
working. Therefore, the high performance working contributes in the employees engagement and
deliver the competitive advantages in the marketplace.
PERFORMANCE MANAGEMENT APPROACHES AND IMPACTS ON PERFORMANCE
For installation of high performance culture with progress of time TESCO has imparted various
approaches to manage their performance. The approaches are as follows-
For developing a high performance culture and commitment in the organization TESCO
introduced collaborative working plan in which it is paying its attention to hike the collaborative
behaviour in the people of the entity. Employees are blood of an entity in absence of their
connectivity with the organization success can't be grabbed. In this performance management

approach company links employee goals with organizational goals objectives. It creates clarity
by helping employees identify their strengths and their opportunities for development ( Jesson
and Newman, 2020). It helps in foundation for rewards, recognition and other incentives to
promote the workers in achieving their potential. This approach brought a high level efficiency
culture in the organization since the employees are now not working or rendering their services
to a corporation for them now the motivational force is the well-being associated with progress
of company.
TESCO is also practising management by exception in which the top-level of the
management has given sufficient authority to the line management or lower level of authority, so
they can make faster decisions. It is helping in reducing traffic in the entity and employees are
enjoying more ease in performing their duty so this also helps in fetching commitment culture in
the organization ( Hyttinen and Laari-Salmela, 2020).
Further more in the age of efficiency orientation TESCO is also ensuring heavy retention
of their talent. For this purpose employees with higher efficiency are motivated to be together
with the company and are getting timely rewards and other motivational things to get engaged
with the company it is helping TESCO in surging its performance since higher retention is
reducing other costs like recruitment, training etc. This tact is helping in high performance
culture installation.
CONCLUSION
From the above report it will be concluded that within the multinational organisation Tesco it is
essential to develop the team and the members of the organisation in appropriate manner. in the
development of the employees and the company the GR department contributed the individual
skills and knowledge in professional manner that enhance the performance of the working
people. for the survival and success the organisation increase the individual learning by
providing training to the employees. The present rented report analysed that continuous learning
and professional development drive the growth of the company. along with that the report also
highlighted the contribution of high performance working within the organisation.

REFERENCES
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