Tesco's HR: Developing Individuals, Teams and Organizations - Unit 35

This report provides a comprehensive analysis of human resource practices, focusing on developing individuals, teams, and organizations within the context of Tesco. It begins by defining the required professional knowledge, skills, and behaviors for HR managers and assistants, followed by an analysis of an HR audit using SWOT analysis to evaluate these attributes and develop a professional development plan. The report then examines the differences between organizational learning and individual development, including the application of learning cycle theories. Furthermore, it discusses high-performance working practices and their impact, analyzes different approaches to performance management, and concludes with a discussion of the benefits of applying these strategies to foster a high-performance culture and commitment. The report incorporates models such as the Gibbs Reflective Cycle and Kolb's learning model to support its findings and recommendations.

UNIT 35 - DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................4
MAINBODY....................................................................................................................................4
LO1..................................................................................................................................................4
P1 Determining professional knowledge, skills and behaviour required by Human Resource
(HR) manager and assistance......................................................................................................4
P2 Analysing audit to evaluate appropriate knowledge, skill, behaviour and developing
professional plan for HR manager..............................................................................................6
M1 Professional skills audit demonstrating evidence of personal reflection and evaluation.. .10
LO2................................................................................................................................................10
P3 Analysing difference between organizational learning and individual, training and
development..............................................................................................................................10
P4 Discuss Learning cycle theory and its role in Development in Organization's Performance
...................................................................................................................................................13
M2 Application of cycle theories to analyse the importance of implementing continuous
professional development.........................................................................................................15
LO3................................................................................................................................................15
P5 Discuss High Performance Working its impact towards Tesco company...........................15
M3 Benefits of applying HPW..................................................................................................18
L04.................................................................................................................................................18
P6 Define different kind of Approaches for Performance Management and Discuss Merits and
Demerits-...................................................................................................................................18
M4 Different approaches support high performance culture and commitment........................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22
Gibbs Reflective Cycle by Graham Gibbs. 2021. [Online] Available through:
<https://www.toolshero.com/management/gibbs-reflective-cycle-graham-gibbs/ >....................24

INTRODUCTION
This project is based on developing performance of organization from various human
resource practice in the references of Tesco company. Tesco is Public limited company in UK
which has more than 4,00,000 employee base and working in retail industry. In this project Hr
practices to mange and developing professional carrier will be en-lighted. How company can
improve productivity with employees growth and factors that will influence to resolve it with
help of internal audit will be discuses. Further the Kolb model for learning for company's
employees and its impact on productivity and professional skill and development for better
learning will be shown. It will also highlight about continuous professional development, its
importance to employees and toward the organization. Strategies for performance management
and its values for organization to face competitive market, achieved stability and growth are also
discussed. Project en-light how High performance working practices will enable firm to make
collaboration in different function and team to make better working for organization and getting
success with higher employee satisfaction.
MAINBODY
LO1
P1 Determining professional knowledge, skills and behaviour required by Human Resource (HR)
manager and assistance
HR assistance is a person who coordinates with personnel manager and directors to make
sure smooth functioning of professionals. There are several skills and attributes that are crucial
for performing the job in efficient manners (Elrayah, 2021). Tesco is large firm whose operations
are wide and complex which requires an effectual planning by HR assistance for day to day
activities. HR assistance must be able to keep employee orientation, training, development,
logistic, record keeping so that aid in recruitment and staffing.
Human Resource Assistance (HRA)
Communication skills
Tesco being a retail company has huge process and methodologies for conducting its
business transaction. In addition to this, HRA need to be very effective in delivering instructions

regarding employees tasks and assigned practice (Hardjati and Febrianita, 2019). It will make
clear vision so that expected performance can be delivered by personnel.
Interpersonal skills
HR assistance requires to be patient, tactful., approachable and calm in difficult situations
(Ybema, van Vuuren and van Dam, 2020.). There are different situations that occurs on daily
basis in multinational organisation to tackle with such changing circumstances this positions
holder must carry interpersonal skills.
Able to gather facts and statistics
The most essential behaviour of assistance is to have necessary details of business
practices. This will make clarity and transparent work of an HR with other departments (Tuan,
2019). However, he is responsible for making coordination among all the departments and areas
of firm to aggregate performance of whole organization.
Qualification
The position demand course work for bachelor's degree inhuman resource. Additionally,
person who occupies the position in Tesco should have experience of 2-3 years to deal
effectively with analysable circumstances (De Mauro and et.al.,2018).
Human Resource Manager (HRM)
HRM is responsible for recruitment, on boarding, performances review, career
development, compensation, benefits and staff relation among whole firm. The basic function of
HRM is to deliver vision across the company, supporting employees to overcome grievances,
providing people related process, etc.
Analytics
Managers working in multinational company must possess the skill of analytics. It refers
to making interpretation of summarized data in useful way that can assistance business to make
policies and rules (Marler and Boudreau, 2017). Tesco's HRM should enable to evaluate the
performance of its workers so that corrective measures can be taken into consideration. The
information is also utilized total duration and cost of hire personnel, assessing pattern that may
cause in turnover, etc.
Relationship management and consultation
HR managers are often referred as leaders of firm who are responsible for training,
development, business acumens, critical evaluation, culture effectiveness (De Bruyn, 2020).

Manager of Tesco has the duty to create the working culture that motivates employees which in
turn increases productivity of enterprise.
Decision making skill
Business need to make various important decisions that are related with organizational
growth and development. There are many functioning departments of firm which are controlled
and monitored by human resource mangers as the roles and responsibilities of workers are
guided through implemented decisions (Leicht-Deobald and et.al., 2019). With respect to this,
Tesco being a retail store want its managers to take strategic decision that assure quality work of
its employees.
Empathy and compensation
Another behavioural attribute of top HR manager typically maintain an open door policy
& formulate an encouraging atmosphere for staff that make feeling of safe and valued among
employees (Loon, Otaye‐Ebede and Stewart, 2020.). This attribute shows that leader of firm is a
good leader which in turn allow workers to share their problems that can be tackled in productive
manner.
Qualification and professional knowledge
He should has technical and teaching knowledge as manager has to teach its employees.
Prior experience will provide an unbeatable advantage in an appropriate environment. The
qualification for manger vary from company to company but basic can be considered MBA and
any professional HR specialized course (Lejeune, Beausaert and Raemdonck, 2018).
Interpersonal, communication, team collaborative, presentational, organizational and talent
management, etc are some other forms of skills which are as important as mentioned above for
monitoring and managing the responsibilities of two specified professionals. These is crucial for
professionals to utilize suitable attributes and skills according to changing circumstances of
particular company in order to develop healthy working environment.
P2 Analysing audit to evaluate appropriate knowledge, skill, behaviour and developing
professional plan for HR manager
SWOT analysis
It helps in analysing internal as well external factors which can hinder or boost the
growth of an individual or organization. From the below table strengths and weakness will

provide knowledge regarding internal environment of HR managers and external environment
will studied by giving focus on opportunity and threats
Strengths
 Quick response to changing
circumstances is the biggest strength of
HR
 Effective decision-making quality
(Longhurst and et.al., 2020).
 I have successful employment branding
strategy
 The another strength making highly
safety standards.
Weakness
 Lack of planning for training and
development of employees
 Inefficient turnover management of
staff is major weakness.
 In appropriate consultation to workers
resulted in low morale (Gürel and Tat,
2017).
 Improper evaluation of performance
due to low knowledge of analytics
 Bad reputation in market regarding
performance management
Opportunities
 Innovation of new technology can help
to increase knowledge
 Beneficial changes in employment laws
can ease process of management of
personnel (Vlados, 2019).
 Better career opportunities in industry
 Flexibility and mobility of work
Threats
 Enhancement in strictness of
employment laws, regulation, litigious
of employees(Gürel and Tat, 2017).
 Deficits of suitable future opportunities
 Job insecurity is one of the biggest
threat
 Competition from other managers
Personal Development Plan (PDP)
It is a plan that helps a person to formulate strategies to improve its weakness areas
through making implementation of decided action. In addition to this, it not only increases
knowledge but also give competitive advantages. The following is PDP plan for an HR manager
which will help in improving the current scenario through taking measurable actions:

Skills need to
developed
Description Resources Tenure Action
Measurable
Planning for
training and
development
It is an essential
skill for an HR
manager as he
foremost role is to
train and develop
personnel in
desired way so
that expected
performance can
be achieved
It can be formed
from learning
T&D courses,
Understanding
lacking attributes
that need to
developed and
making plan
accordingly.,
performing in
related workshop
3 weeks Course
assessment,
performance
evaluation report
Effective
employees
turnover
management
An HR manager
need to have
strength of
reducing staff
turnover
(Rimmer, 2018.).
I can enhance this
skill by
conducting
monthly
conference,
survey to know
problems
2 weeks Analysing
turnover report
Consultation for
employee
motivation
It is crucial as HR
progress is
measured by
performance of
workers
I will adapt this
skill by
understanding
employees
perspective and
taking corrective
actions which can
be learnt through
consulting and
problem solving
1 week Proper formal and
informal
appraisal reports,
personal
interaction with
staff

case studies
(Bukharina,
2018).
Learning
analytics
To provide proper
compensation and
for making
modification of
policies it is
required by an
HR
Analytics courses,
participating in
related activities
to gain
knowledge
2 weeks Comparing
effectiveness of
previous
performance with
actual.
M1 Professional skills audit demonstrating evidence of personal reflection and evaluation.
Auditing of personal skills has been done by SWOT and personal development and reflection is
as follows:
Reflective statement
According to Gibbs model of reflective cycle it can be easily interpreted that there are 6
stages in such as description, feeling, evaluation, analysis, and conclusion and action plan (Gibbs
reflective cycle, 2021). In addition to this, I got clarity regarding my feeling through expressing
SWOT analysis. In my opinion the SWOT is the best strategy to analyse my strengths, weakness,
and opportunities and threat that is available for me as an HR manger. By using description stage
I came to know that SWOT analysis gives platform to an individual, group and system to assess
details of internal and external factors that can impact growth. Further, through feeling part of
Gibbs model it is identified that weakness that I needed to overcome are non effectual turnover
management, indecorous evaluation of progress of employees, in appropriate consulting style
and lack T&D plans, etc. I have evaluated that the biggest quality that helped to perform
effectively is adapting changing circumstances quickly and strategic decision-making. The
opportunities that is available to me includes changes in employment laws in positive manner,
addition in knowledge through innovative technologies, flexibility and choice of work. In against
of this, threats for me as being manger comprises job insecurity, competition from other
employees, unavailability of suitable chances and strictness in employment laws.

I have formulated PDP which has aided me to drive the skills which were my weaknesses
and needed improvement. The analysis phase of approach aid me to recognise that PDP is very
useful to accomplish short and long term goals that only provide assistance in adaption of
attributes but also aid ease in attaining desire objectives in systemic manner. With help of
personal development plan conclusion derived is states that I enhanced my analytical skills in 2
weeks through participation in analytical courses and related activities (Gibbs Reflective Cycle by
Graham Gibbs, 2021). Proper arrangement of training and development plans for personnel
learnt through understanding lacking skills of staff and planning accordingly as well I have taken
part in similar course. Additionally, action plan taken is related with the skill of effective
turnover management has been solved by conducting conference with employees to understand
their grievances and implementing attractive practice. Consulting employees to boost morale so
that productivity can be attained according to planned budgets has been modified with assistance
of PDP.
LO2
P3 Analysing difference between organizational learning and individual, training and
development
OL and IL are types of learning which are conducted for the purpose of accelerative
knowledge, skills, etc. there are various basis on which individual and organizational learning
can be distinguished. Individual learning should be exerted to gain required knowledge and skills
for purpose of accomplishing the job in effectual pattern. In addition to this, it is one of the
motivational factors which enhance the ability to share full potential for reaching goals.
Provision for learning is usually made on basis of individual’s position, status, competencies, etc.
This is executed according to the capability of particular employee so that knowledge necessary
for personal growth and development can be achieved. Organizational learning provides healthy
solution to company problems which provides ongoing opportunity for making improvements
through identifying lacking areas. These enables employees to take some time off by effectively
performing their responsibilities grab learning opportunities. OL programs enable HR to
understand the importance of these growth and development of employees as whole to achieve
organizational objectives. It particularly involves the reflection and making change in company

to derive sustainable competencies in respect to achieve competitive advantages. The detail
emphasis can be obtained through focusing on below illustrated table.
Basis Organizational learning
(OL)
Individual learnings (IL)
Motive It is the process which is
contracted by the company
(Antunes and Pinheiro,
2020.).
This is started by one's own
initiative
Impact It results in change in firm's
structure and procedure for
conducting activities
It gives the outcome of
alternation in individual's
behaviour.
Cognitive It grows through process but
important material is
individual, memory and
culture.
Individual learning is
improvement of assumption
and knowledge
Pragmatic OL is conditions fostering
collective learning cycle
IL is the experimental learning
cycle (Hariharan and
Vivekanand, 2018).
Humanistic Organization learning results
in learning culture which is
stipulation bringing up
personal growth (Weinzimmer
and Esken, 2017).
It is the personal growth of an
individual
Focus In this type of learning the
focus is on large numbers of
individuals whose knowledge
make firm more effective
(What is the difference
between organization learning
In this style concentration is on
particular individual person
whose knowledge helps him
only

and individual? 2020).
Logic of change Here trialectics logic is utilized
for purpose of change
Aristotle (Formal logic) is
implemented to gain situation
of change
Concept OL is the broader concept It is comparatively small
concept
The term training and development are used together to refer improvement in skills,
knowledge, productivity and performance of employees. However, there is huge difference in
their meaning and implications which as follows:
Basis Training Program (TP) Development Program (DP)
Meaning It is learning activity which
provides chance to employees
to evolve knowledge, skills
and competency according to
the requirement of particular
job (The Difference between
Training and Development,
2021).
It is an overall growth through
educational process of
employees.
Term Training program is short term
which is related to concert goal
Development is long term
procedure that is has ongoing
and open-ended goals (Ojo.
and Raman,2019).
Focus TP focuses and revolve around
present need
Concentration in DP is on
futuristic
Motivation Here motivation is given by
trainer
In this type of program
encourage is self based
Number of individuals Many persons can get training
at the same time
Development is the process
where individual number is