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

employees to try many things and get into the newer one. Training is the process conduct by the
organisation so that they can make their employees more efficient in their particular profile of the
work. Training is conducted by the organisation so that they can give the important information
to the employees which is important for their work profile. Development is the term that is
achieved after considering the both above thing that are mentioned. Development can only be
achieved by the organisation when it's each and every employee will work very efficiently and
every operation done by it will achieve the success that can't set defeated by others in terms of
every thing and at last the development can be achieved when organisation will be able to
achieve its organisational goals on time.
Individual : Individual training is a continuous process as this done on a daily basis for
improving personal skills and achieve efficiency in work. Individual refers to a signal person
that performs his or task or work according to his or her profile in the department. Individual
employee has his own goal and set objectives according in order to achieve effectiveness and
efficiency in work. Individual learning is a process that is done by himself only in order to get
into new things so that he will be able to know about more new things in his life of the
organisation. Individual goes for learning as he wants to know about new things in his life.
Training is the programme done by the individual so that he will be able to achieve efficiency
and effectiveness in his each and every work. Training ensures that the individual is gaining
knowledge on a particular thing . Development is the last because it can only be achieved when
the both above factors are considered by the individual very deeply (FHKPS., 2013) .
So the basic difference between the organisation and an individual is that the first one focus on
all and the latter one is focused on only on him. Learning is the process done by the organisation
as it want the all employees will learn new things whereas In individual learning is done by only
one. Training is done by the organisation as it want each and every employee efficient in his or
her work whereas the training programme ensures the efficiency of the single person only.
Development is offered by the organisation to its employees in order to satisfy then so that they
can work more efficiently whereas the development means for the individual is to satisfy himself
only (WestRasmus., 2012. ) .
P.4 Needs for continuous learning and professional development
In organisation contentious learning is very important as there are many tasks has to
performed by the professional so daily basis so that they can help the organisation in achieving

its goals and objectives on time as this mentioned in their work profile. Continuous learning Wil
help the professional to maintain their performance and move toward the development as that by
this they can get more from the organisation .
Continuous learning will help the professional in achieving success as this creates the
scope of improvement for every employee of the organisation. Continuous learning in the work
place involves the experience that a employee is getting from that thing and it is reflected as if
anyone is learning something about anything then it is reflected in the behaviour of the
employee. Continuous learning is needed by the employees of the organisation if their goals are
for long term and they want to achieve big in their life than others. So continuous learning is
needed by the organisation to drive the sustainable work performance.
Professional development is the word used for the development of professionals as this is
very important and should be done by the organisation. Development of the professional can
only be possible when they are professional in their work so that they can help the organisation
in achieving its objectives on time. This development ensures that they are working very
efficiently in the organisation and maintain their performance level very well. So professional
development is needed on a continuous basis in order to maintain good performance in the
organisation (Vlachidis, and Tudhope, 2011) .
SECTION 2
P.5 The way high performance working contributes to employee engagement and competitive
advantage
High performance working is refers to a general approach that is used by the
management of the organisation that aims to collect more effective employee in a organisation in
order to achieve high levels of performance . It is designed in such a way that it enhances the
discretionary efforts of thee employees put into their work. It also fully utilise the skills of the
professionals that they are possessed in them. Employee engagement is the property that is using
by the organisation to enhance the relationship between them and their employees. An engaged
employee refers to the one individual who is fully absorbed by or enthusiastic about their work
as the employee is so involved in his work that he does not have time for any other topic other
than his work. This is a positive property that is using by the organisation as they are influencing
the employee in such a way that he feels motivated and more focused about his work at the
workplace. This will help the employee in taking positive action towards the organisations

reputation and interest (Komić,, Marušić and Marušić., 2015). Employee engagement is related
to the high performance working as if the employees in the organisation is working with full
focus and interest then this will definitely help him in achieving efficiency in his work and that
leads to high work performance in the organisation. Competitive advantage is the condition that
is faced by the organisations which allows it to produce a goods and services at a lower price or
in a more desirable fashion for customers. This allows the organisation to go against the market
so that they can satisfy the current and will be able to generate more customer that others. These
condition allows the the production department of the organisation just to generate more sales or
customers. Competitive advantage is a situation which is related to the variety of factors that
should be considered by every organisation to satisfy its customers in the best way possible. It is
generated by the firm's ability to sell it product in lower price than others in the market. This
term is related to both employee engagement and high work performance as these are the only
two factors that will help the firm to enter in the competitive advantage situation. If the firm
wants to survive in the market they need to pay attention on all the factors that may affect the
firm in all the way possible. Employee engagement will affect the competitive advantage as
employees are the working asset of the company and without then firm will not be able to serve
anything to its customers whereas the high work performance affects the competitive advantage
as this is also related to the employee engagement as employee achieve efficiency in his work
than this leads to high work performance and at last high work performance of the employees
will help the company to enter in the competitive advantage. So at last these three factors are
interrelated and together help the firm in achieving its objective (Marušić, and Marušić., 2015. .
Tesco is a retail company as they target the retail market that's why their working performance is
very high as they want to serve the best to their customers in all the way possible.
P.6 Approaches of performance management
There are many approaches of performance development that is done by the firms so that
they can use objective system in order to maintain the score board and the productivity
measurement of the employees because by this they will be able to do all their work with full
efficiency in the organisation. These approaches can be of any type and they are as follows :
 Comparative approach : This is the approach carried by the employees of the
organisation as this is based in the comparison of the performance among the employees
as if one is performing efficiently then other will definitely fell the pressure of the good

performance. This is related to the ranking of the employees in the organisation with
respect as this is the most considerable factor while comparing the performance of the
employees in the organisation (AlHeresh, Bryant and Holm., 2013) .
 Behavioural approach : This approach of the performance management refers to the
behaviour of the employees of the organisation towards their work as if they do not
respect their work then the organisation may terminate them. On the other hand it is also
about the behaviour of the employees towards each other in the organisation. Attribute approach :This approach of performance management refers to the attributes
that are the special qualities that are carried by all the employees of the organisation. This
approach involves problem solving skills of the HR officer, teamwork and
Illustration 1: Approaches to measure performance
(Source: AlHeresh, Bryant and Holm., 2013)

communication that is carried by them to achieve creativity in the work so that they will
be able to come to a definite judgement. Innovation is the most important factor along
with other as this will help in achieving efficiency in the work. Result approach : This approach of the performance management is related to the result
of the performance given by the employee as this is the main thing that is done by the
organisation to find that their employees are efficient in their work or not. Efficiency in
the work of the employees will lead them toward the development of their carrier (Shek
and Wu., 2012) .
 Quality approach : This approach refers to the quality of work that the employee is
serving to its organisation in order to achieve and maintain effectiveness and efficiency in
the work. This approach is very important as this is there to find weather the employee is
capable or not so if there is anything lacking in the performance of the employees then
the firm can take the corrective measures accordingly.
CONCLUSION
Developing individual, terms and organisation is a very vast topic as this includes all the
factors of human resource department as this is the only way to motivate employees. This
includes the skills and knowledge of the HR officer that will help him in development. As their
behaviour will bring efficiency in their work. HR officer has many responsibilities that must be
performed by him with full effectiveness. Personal audit will help the organisation in achieving
its objective with full efficiency on time Professional development plan helps the organisation in
setting the definite goals for the HR officer as they are the most responsible authority of the
organisation. Employee engagement and high work performance along with the competitive
advantage helps the firm to retain the existing and generate more customers in the targeted
market.

REFERENCES
Books and journals
AlHeresh, R., Bryant, W and Holm, M., 2013. Community-based rehabilitation in Jordan:
challenges to achieving occupational justice. Disability and rehabilitation. 35(21).
pp.1848-1852.
Brown, J.D., 2010. Developing an automatic document classification system. Technical report,
Defence R & D Canada.
FHKPS, B., 2013. Reflective journals of students taking a positive youth development course in
a university context in Hong Kong. International Journal of Child Health and Human
Development. 6(1). p.7.
Komić, D., Marušić, S and Marušić, A., 2015. Research integrity and research ethics in
professional codes of ethics: Survey of terminology used by professional organizations
across research disciplines. PloS one. 10(7). p.e0133662.
Mann, B.J., 2010. Preserving the history of a student affairs association. College Student Affairs
Journal. 28(2). p.164.
McGrath, S.K and Whitty, S.J., 2015. Redefining governance: from confusion to certainty and
clarity. International Journal of Managing Projects in Business. 8(4). pp.755-787.
Survey oKomić, D., Marušić, S.L and Marušić, A., 2015. Research integrity and research ethics
in professional codes of ethicf terminology used by professional organizations across
research disciplines. PloS one. 10(7). p.e0133662.
Segetlija, Z., Mesarić, J and Dujak, D., 2011, January. Importance of Distribution Channels-
Marketing Channels-for National Economy. In 22nd CROMAR Congress.
Shek, D.T and Wu, F.K., 2012. Reflective journals of students taking a positive youth-
development course in a university context in Hong Kong. The scientific world
journal, 2012.
Vlachidis, A and Tudhope, D., 2011. Semantic annotation for indexing archaeological context: a
prototype development and evaluation. Metadata and Semantic Research. pp.363-374.
WestRasmus, E.K and et al., 2012. Promotores de salud and community health workers: an
annotated bibliography. Family & Community Health. 35(2). pp.172-182.

ONLINE
Individual Development plan. 2017.online, Available through
<https://www.sc.edu/about/offices_and_divisions/human_resources/professional_develop
ment/individual_development_plan/index.php >.