Report on Developing Individual, Teams and Organisation in HR

This report focuses on the development of individuals, teams, and organizations within the context of a retail company like Tesco. It begins by outlining the essential knowledge, skills, and behaviors required of an HR officer, emphasizing their role in fostering a productive work environment. The report then delves into the importance of personal skill audits and the creation of professional development plans to address any skill gaps. It also explores the differences between individual and organizational learning, training, and development, and how these elements contribute to overall organizational success. Finally, the report examines approaches to performance management, highlighting how high-performance working contributes to employee engagement and competitive advantage within the organization. The report underscores the need for continuous learning and development to thrive in the competitive market.

DEVELOPING INDIVIDUAL, TERMS AND
ORGANISATION

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
P.1 Knowledge, Skill and Behaviour of HR officer...............................................................3
P.2 Personal; Skill Audit.......................................................................................................4
P.3 Difference between organisational individual learning, training and developmental....12
Orga
SECTION 2....................................................................................................................................14
P.5 The way high performance working contributes to employee engagement and competitive
advantage..............................................................................................................................14
P.6 Approaches of performance management......................................................................15
CONCLUSION ............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Tesco company is a retail company as their target is created more customers by serving
their best to them Developing individual, terms and organisation refers to development covering
all factors as if individual of the company gets developed then the whole fill gets developed as
they will achieve efficiency in their work. In the first part of the report there is skill, knowledge
and behaviour of the HR officer as they play very important role in the firm. In the second part
the personnel skill development audit is discussed that how can they improve in other things also
by taking corrective measures. Personnel development plan gives the definite plan of action to
the HR officer of the company. In the third part the discussed things are difference between
organisation and individually including learning training and development. There is a need of
continuous learning, training and development as the wont be able to survive in the targeted
market. At last approaches of performance management is required to maintain the high
performance working in the organisation.
SECTION 1
P.1 Knowledge, Skill and Behaviour of HR officer
Knowledge, Skills and behaviour are very essential to be carried by the HR officer as
they are managers who runs the whole firm very efficiently with their high knowledge on each
and every topic of firm. Their skills are required by all the department as they help all the
department in solving their problem. Their behaviour should always be like professionals as they
need to maintain the standard. They should focus on the operations that are running in the
department and should contribute in by applying their specialise knowledge. They should have
all the knowledge about all the factors that may affect the organisation and about employee
behaviour. Skills of the HR officer are as follows : Skilled influencer : HR officer is the person who has all the skills of influencing people
as they know how to deal with each and every employee of the organisation. HR officer
holds very powerful position in the organisation as they are the most senior and
responsible authority of the organisation. Collaborative : They need to work so effectively as that they can influence their
collogues that they can also do this as they are doing. They should also work with the

employee within and beyond the organisation as they will show that they are also
working with then by collaborating.
 Role model : Being a HR the professional should act with integrity, impartiality and
independence as their main aim is to apply sound personal judgement in every situation
of the organisation. They should set a role model for the other employees so that they can
achieve the organisational goals on time with full efficiency (Brown 2010) .
HR officer is responsible for hiring and developing of employees as they are the officer of
guman resource department. They involve all the functions of management like training and
development, motivation the employee's performance. They work closely with all the
departments as they have to play consultancy role. They promote equality and diversity in the
organisation. They also prepare staff hand books so that they can manage their work very easily.
P.2 Personal; Skill Audit
Personnel Skill audit is a audit that is required by the HR manager so that they can work
efficiently in the work. Information technology skills are required by all as they work in every
department and in HR this skill is less so they need to work on this and should take corrective
measures accordingly. Communication skill as. Problem solving skill is less in them so they need
to work on them very important as communication bridges the gap between all.
Professional Development plan
Professional development plan is made by the HR department so that they can guide the
HR officer that how can he develop himself in order to achieve efficiency in his work. All the
above discussed factors will help the organisation to make a very appropriate plan for a HR
professional so that they will be able to develop all the left thing those are also very important to
achieve efficiency in the work. This plan includes the following steps are as follows :
 Area of
improve
ment
 Growth
opportunit
ies
 Criteria
for skill
developm
ent
 Time
Required
 Evidence
 Informa
tion and
 Improved
efficiency
 Practical
criteria :
 3 months  Human
resource

Technol
ogy
Skills
in
Microsoft
office
word and
database.
 Informatio
n
technolog
y is refers
to the
computer
as this is a
digital
term used
very
frequently
by all the
organisati
ons
nowadays.
Profession
al plan can
be made
using
informatio
n
technolog
y as they
this is very
important
term used
As it
involves
various
activities
that
should be
performed
practically
manager

by every
company
in the
market
(Mann,
2010. ) .
This
includes
many
points as
Use of
Microsoft
office
word ads
the
profession
al very
well
knows that
how to use
word for
the office
work. Use
of Excel
spreadshee
t this
refers to
that the
every
profession
al of the

HR
departmen
t should
know how
to use this.
Jane
Cambridg
e is a HR
officer and
being the
officer of
the HR
departmen
t she is
very good
in the
informatio
n
technolog
y as she
very well
knows
how to use
this all in
her work.
 Commu
nication
Skills
 Increase in
delivering
training
session
and
drafting
 Oral
criteria :B
y
conductin
g
workshop
 2 months  Supervisor
and
subordinat
e

contact.
 Communi
cation
skills are
very
important
to be
carried by
the HR
officer of
the
departmen
t as they
are the
profession
als who
links all
the
organisati
on all
together in
one chord.
This
includes
all the
essential
points that
are to be
considered
the
organisati
that
should be
done
orally.

on while
making a
plan for a
profession
al as this
is the
biggest
responsibil
ity of the
organisati
on to
make a
appropriat
e plan for
the HR
profession
als. Jane
Cambridg
e is a HR
officer and
communic
ates with
whole
organisati
on by
drafting
contacts of
employees
, resolving
complaints
and

interviewi
ng the new
candidates
in a very
good and
specified
manner
(McGrath
and
Whitty.,
2015 ) .
 Proble
m
Solving
Skills
 Improvem
ent can be
seen after
training
and verbal
skills.
 This is the
most
important
point wile
making a
profession
al
developme
nt plan as
profession
al can only
be able to
develop
him or her
 Practical
and oral
criteria
 8 months  Top and
middle
manageme
nt

self when
he or she
knows
how to
solve the
problems
of the
organisati
on by
taking
corrective
measures.
Jane
Cambridg
e is a HR
officer and
if she
wants to
develop
herself
then she
should
make a
good use
of her
verbal
reasoning
skills so
that by
talking
only she

can solve
most of
the
problems
of the
employees
and then
she will be
able to
handle the
complex
data and
make use
of
selective
informatio
n.
 Supervi
sory
Manage
ment
 Experienc
e and
ability of
managing
people
  Above 5
months

P.3 Difference between organisational individual learning, training and developmental
Organisational training and development are very specific as they are conducted by firm for a
specific purpose and occasionally. Firm training is conducted on a very wide basis as whole
organisation is covered and given information on a particular topic. This conducted by the senior
authority. There are many factors that affect the organisation in all the way possible but some
factors that are considered than others these are learning, Training and development, Learning
refers to the process that is done by the organisation so that they can achieve efficiency in those
work which were lacking from last many times (Segetlija,., 2011). Learning process will help the