KFC HR Development: Individuals, Teams, and Organisations Report

This report provides a comprehensive analysis of human resource development strategies, focusing on the development of individuals, teams, and organizations within the context of KFC. It explores the essential knowledge, skills, and behaviors required by HR professionals, including communication, quick learning, and leadership qualities. The report includes an audit of personal skills, specifically examining the strengths and weaknesses of a graduate trainee HR manager, Jane Cambridge, and outlines a professional development plan to address skill gaps. It differentiates between organizational and individual training, learning, and development approaches, emphasizing the importance of continuous learning and professional development in driving sustainable business performance. Furthermore, the report highlights the contribution of high-performance working to employee engagement and competitive advantage, along with various approaches to performance management, concluding with recommendations for HR practices within the organization.

DEVELOPING
INDIVIDUALS, TEAM AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skills and behaviours required by HR..............................................................1
b. Auditing Of Personal Skills Of Employee .............................................................................3
P 2. Professional Development Plan...........................................................................................6
P3. Differences Between Organisational and Individual Training; Learning And Development
.....................................................................................................................................................7
P4 Continuous Learning And Professional Development To Drive Sustainable Kfc Business
Performance................................................................................................................................8
P5 High Performance Working Contributes To Employee Engagement And Competitive
Advantage...................................................................................................................................8
P6 Approaches To Performance Management ...........................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Development of an individual depends on the planning and policies of HR. It is decided
by the HR department to provide training and development to an individual by providing some
tasks (Turner, 2014). By training an individual, it is the role and responsibility of HR department
to set an individual in a team and motivates their team spirit so, that it would be helpful for the
organisation to achieve the desired goals (Turner, 2014). This project report would be focusing
on the development of an individual, team and organisation all together in such a way that, the
enterprise would be able to achieve its desired goals and objective.
TASK 1
P1. Knowledge, skills and behaviours required by HR
Human resource's manager of KFC is conscious for right recruitment and hiring so
organisation can get the best talent in organisation, to attract the best talent manager has clearly
defined knowledge, experience and behaviour required to work with KFC based upon his
experience, organisation objective and nature of work, which is given below (Hogan, 2017).
Communication skill
Employee of KFC has to deal direct with customer so communication skill is must be
very good. Effective communication skill comprises good writing skills, active listening, non
verbal communication, being empathic and ask for feedback etc. (Sessa and London, 2015).
Quick learner
H.R want to its employee as quick learner because employees has to deal with different
problem with different complexity so they must be quick learner and self managed learned so
that KFC can get advantage of its employee learning as organisation learning (Sessa and London,
2015).
Education and knowledge requirement
Food industry is so sensitive because of its nature of work, KFC committed to provide quality
food top its customer so HR check education and experience for employee for all department so
that they are able to make their policy according to food industry requirement for instance
working in production department required employee must be post graduate in food and
beverage, Food Design Project Experience, authorised license (Aarons and et.al.,., 2015).
Leadership quality
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KFC allot its work in teams in every department so HR want its employees have
optimum leadership quality so that in manager can appoint any person as team leader according
to their work performance (Sosik and Jung, 2018). Leadership quality include passion and
commitment, strong interpersonal skills, motivation and conflict handling skill, courage, high
integrity, strategic planning skills, cooperation etc.
Analytical and problem solving skill
Employees must have strong logical reasoning so that they are able to solve any problem
as soon as possible. To check the logical brain in employees HR take maths and reasoning test in
job recruitment process (Sosik and Jung, 2018). Employee must able to implement science and
piratical experience in real life like moisture absorption,, melting and glass transition
temperatures, degrees of crystallinity.
Computer literacy-
KFC maintain it's all data online, it uses the latest software like CRM, human resource
information system, human capital management, finance management software like SAP ERP,
comindware, Microsoft dynamics GP (Woodcock, 2017). HR want employee at least have basic
knowledge of compute so that it can easily adopt the latest computer technical solution used in
KFC.
Time management-
KFC have deadlines in respect of customer demand, production, and food projects and
marketing efforts. So its is very important that employee must have sound time management
quality so that organisation will not face problems regarding customer satisfaction (Woodcock,
2017).
Patience-
Human behaviour is most unpredicted nature and behaviour. KFC's employee has to
work with this uncertainty of customer behaviour so working in this required so much patience
to avoid unnecessary conflict (Macdonald, Burkeand Stewart, 2017). KFC kitchen also test the
patient level in employee with cooking activity for instance proper ingredients check, decoration
of food, vegetable chopped in various shapes. KFC can not comprise with health and safety of
its customer so it wants its employee to follow all the hygiene and food making standard to be
followed (Macdonald, Burkeand Stewart, 2017).
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b. Auditing Of Personal Skills Of Employee
In every employee there are some personal skills with the help of which he can perform better in
an organisation. Set of personal skills include:- Communication skills, Honesty towards work,
Technical Competency, Determination and Persistence, Team player attitude and Problem
solving skills (Taylor, Doherty and McGraw, 2015). Now, here Jane Cambridge, is an employee
who is newly appointed as a graduate trainee Human Resource Manager. Audit of personal skills
of Jane Cambridge are as follows:-
Personal Audit Of HR Manager In Various Aspects.
Strength:-
 Here, the strength of newly recruited
candidate is:- he is familiar with the use
of Internet; E-Mails; MS-Word &
Power Point.
 He is quite comfortable with the verbal
communication but, written
communication skills are just so-so. Although, Jane Cambridge is not good
enough in solving such skills. He is
indeed required to make improvement
in respect of such skills. But, he
provides more than one solution to any
problem.
Weakness:-
 His weakness is:- he is not familiar
with the use of MS-Excel; Database
management skills and use of HR
software. He needs to improvise this
skill.
 He needs to improve his written
communication skills in a better way
reason being making reports and
presentation skills are really not up to
the mark.
 He seriously required to improve his
listening, because without being a good
listener one cannot be a good speaker.
 Also, on providing solutions to the
problem, that arise in form of disputes
at the workplace and the remedies to
those disputes that are given from the
HR side.
 He is also required to work on the
interviews that are conducted by him
for recruitment purpose of new
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employees in different department in
the organisation.
 He is not good enough to make use of
his verbal communication skills with
the motive of solving any problem that
arise in the organisation.
Opportunity:-
 With the increased use of globalisation
and technology he should enhance and
have a complete hold on these skills so
that, he may ensure growth in his
career.
 Training programs are greatly helpful
for the employees. Reason being, it
increases the skill and efficiency and
promotion opportunities for those
employees who are effective and
efficient at workplace.
Threat:-
 There are many candidates who are
good in these skills and can perform in
much better and effective way as
compared to that of Jane Cambridge.
 Higher competition enhances
expectation of employees that are
working in the organisation with their
full efficiency. So, question of being
fired works as a threat in the mind of
the employee regarding whether he
would be able to exist in the company
or not.
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Now, there is a need for training and development for each individual, in respect of
improving the knowledge; skills and behaviour of that employee (Macdonald, Burke, and
Stewart, 2017). Until and unless, an individual would not be given the training as to the skills
that are required to perform any particular task he would not be able to compete any further in
that industry. Following are the benefits of providing training and development to an individual:-
 Improved Employee Performance:- After, providing training and development to an
employee who has joined newly in an organisation his performance would be improved
like anything (Macdonald, Burke, and Stewart, 2017). He would be able to perform the
given task in a better and faster way with more accuracy. Along with this, the confidence
level of that employee would also be boosted which would also result in the performance
of organisation.
 Improved Satisfaction And Morale:- With the enhancement in the efficiency of
employees the investment done on their training also prove to be fruitful (Macdonald,
Burke, and Stewart, 2017). From training the employee also gets a supportive workplace.
Employees who are appreciated, for their enhanced work performance feel quite satisfied
and challenged towards their work.
 Increased Productivity And Adherence To The Quality Standards:- With implementation
of training, the productivity of employees also gets increased (Taylor,Doherty and
McGraw, 2015). The increased efficiency of employees results in the successfully
accomplishment of project assigned.
 Increased Innovativeness in the Implementation Of Strategies:- The training program
started for the transformation of the unskilled employees in skilful somewhere leads to
the innovative thinking in them and that only helps in increasing the turnover and
potential market share of company (Taylor,Doherty and McGraw, 2015).
 Enhances Reputation And Company Profile:- Implementation of strong, effective and
successful training strategy leads to the development of brand of employer (Cummings
and Worley, 2014). With the help of training company becomes more attractive in the
recruitment of potential employees. The training being given to the employee could be of
any type with respect to the work and responsibilities of an individual.
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P 2. Professional Development Plan
For every employee there's a need of creating a completely professional plan in an
organisation so that he may be able to complete all those goals in an organisation that are
assigned to him/her (Cummings and Worley, 2014). This plan is a document that an employee
creates to outline the objectives; activities; resources and targets that relates to the overall
development of employee as a professional.
Skills Current level Target Level Strategies Required Time
Frame
To Improve
Information
Technology Skills
Jane Cambridge
is quite familiar
with the Field but,
requires a lot of
effort to improve
these skills.
Janes aims at
performing its
best in this sector,
so as to give its
best performance
before the
management.
He should attend
the classes,
seminars and take
coaching to
improve these
skills.
1 month
To Improve
Communication
Skills
Verbal and
written both the
skills are required
to be improved
with the motive to
be remain on post
of HR.
In this Jane
targets to
improves his soft
skills so that, she
can later on
present anything
before her
superiors in an
effective way.
Coaching,
seminars and help
of You Tube can
be taken to make
it more effective.
15-20 days
To Improve
Problem Solving
Skills
It is not up to the
mark in the
organisation.
Jane here targets
to effectively
work on these
skills with the
motive of getting
an opportunity to
Company's
should arrange
seminars, and
problem solving
games and quizes
1 Month
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enhance the
effectiveness.
to improve
P3. Differences Between Organisational and Individual Training; Learning And Development
Basis Of Difference Individual Organisation
1. Process Here, an individual increases
its knowledge by its effort.
Here, the organisation lays
focus on the overall
development of its employee.
2. Innovative One has to be creative in every
sense to build up intellectual
ability and also developing the
analytical and problem solving
skills.
In an organisation, the training
is given by the organisation
that, focuses on the skills an
individual can groom up and
polish them with the motive of
working with innovative
mindset.
3. Critical Thinking An individual has to use his
critical thinking ability with
the motive of solving problem
with the practical mindset.
An organisation, has to put his
employees in a situation where
they can use their mind so as
to solve the problem by doing
the brain storming.
4. Emotional Engagement By spending, a lot of time in
analysing the things and
knowing the mindset of people
one gets emotionally attached
to all those things.
By working in an organisation,
and following the culture over
there, an individual gets,
informal and emotionally
attached to all those persons
with whom he has worked.
So, these are the differences in the learning; training and development of an organisation
and that of an individual. Now, Innovation can be implemented in recruitment of an employee.
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KFC follows this strategy. So, the recruitment of an individual can be done by way of sourcing
other than that of adverts. After that, there comes chat boats and preselection (Cummings and
Worley, 2014).
Critical thinking is just an ability of analysing the concept of any particular object by
considering its facts from each angle and thinking from each perspective to reach a logical
conclusion. One can think critically by asking more and more questions and gathering the
information related to them (Salas and et.al., 2017). It is brain storming which is done, for
solving any situation by evaluating the facts and the data available thereby. The purpose here is
to motivate, out of the box thinking of employees.
P4 Continuous Learning And Professional Development To Drive Sustainable Kfc Business
Performance
Continuous learning is the part of the continuous development and improvement of skill
and knowledge. Continuous learning help to learn new technology and improve outcome
services. Professional development improve capability, maintain of business, knowledge, skill
and customer Clint services.
KFC refers to employee continuous development of workers skill and knowledge.
Continues learning is personal learning is about the increasing the professional level. For the
development need to adapt professional and personal learning (Bourne, 2016.). Continuous
learning define practices and professional learning define knowledge and performance. KFC
provide there employee continuous learning throw the job rotation, training, customer services
and new task. When employee work daily on new task so the employee improve there
professional skill and knowledge. KFC show the employees they are important for the company
(Kotlarsky, van den Hooff and Houtman, 2015.) Continuous learning improve KFC productivity,
employee job satisfaction. Professional development KFC organise conference, seminar,
research, skill based training, increasing duties and responsibility or workshop for the employee
develop there professional knowledge. Professional knowledge develop workers retention, build
confidence and credibility, make success planing and improve efficiency. Learning and
development flexible framework, focus on worker's performance, create new work role.
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P5 High Performance Working Contributes To Employee Engagement And Competitive
Advantage
High work performance improve firm productivity, capacity to effectively attract,
employee development and retain workers personal performance. In short high work
performance help to achieve goal.
KFC give there employee reward according to workers work performance. The rewards
in the case, bonus, incentive, appraisal and increment (Armstrong, 2018). When the company
provide employee high performance practices and motivation, so the employee are attracted
there job and company development. When KFC employee contribute high working performance
than the company provide the employee work motivations for the employee than the company
provide performance related pay in team and individual, promotion, flexible benefit, equal
opportunity polices and increment (Kotlarsky, van den Hooff and Houtman, 2015).
When employee are highly motivated for there work than that employee are provided
working benefit. If any company employees are highly motivated for there work the company
working environment is healthy and safety. Competitive advantage of KFC help to achieve task
and greater benefit and services (Serrat, 2017). Competition between the employee for the reach
there work and goal or services. In KFC employee competitive advantage is the make batter
work environment, high level of productivity, capacity utilisation, effective distribution channels,
effective use of technology in the production process.
P6 Approaches To Performance Management
Performance management is the process of evaluate the employee performance throw
the feedback, accountability and analysing the work. KFC use different approach for the
measuring employee performance (Lussier and Achua, 2015).
Behavioural approach:
KFC define the employees' behaver in the organisational and work. It concisest the
workers for there behaviour is response to the need to access for work motivation. When KFC
employees behaviour are good in the work place the works are satisfies for working condition.
Result approach:
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KFC use result approach for the measure the employees work performance. In some case
the KFC use result approaches. It is straight forward concept. This measure the rate on the basis
of employee performance (Bourne, 2016). This approaches include financial, customer, learning
and growth of the organisation. This approach motive worker for there work, because of
employees work result are good so that employee job performance is good and customers
satisfaction level also good.
Quality approach
In this approach KFC focus on product and customer services. Throw this approach KFC
reducing errors and achieve goal and objective. This approach include assessment employee and
employer, problem solving team work, use multiple sourcing to evaluate performance and
involving internal and external factor (Serrat, 2017).
Attribute approaches:
KFC use this approach employee work performance rating, behavioural rating,
communication, team work, judgement, nature, and creativity etc. scale use KFC for analyse
employee performance(Kotlarsky, van den Hooff and Houtman, 2015 ). KFC use this approach
for the customer services and its simplicity for the organisation.
Comparative approaches
KFC use this method for the team work performance. It will be ranked on the highest to
the lowest work performance (Armstrong, 2018). Threw these techniques the company compare
the workers work performance.
CONCLUSION
The above project report lays emphasis on the development of an individual; team and
organisation. Here, it focuses on the different set of skills, knowledge required by the individual
to perform the different tasks of an organisation in an effective and efficient manner. The
assignment lays its emphasis on the different roles and responsibilities of an HR Manager, that
he is bound to fulfil (Salas and et.al., 2017). The auditing of different set of skills that a HR
Manager should have with the motive of identifying different training and development needs to
accomplish any task with full effectiveness and efficiency. Further, the project lays emphasis on
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