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

one because it is self
assessment activity
Aim The reason for training is
specific job related
Over here aim is on conceptual
and general knowledge
Orientation Training is job oriented Orientation is here on career
Level TP is lower level leaning
program (Larsen, 2017).
It lies in high level learning
procedure
Instruction It only refers to instructions
technical and mechanical
operations.
Development refers to
theoretical, educational and
philosophical concepts.
Participants Training programs are
arranged for employees
It is established for executives
P4 Discuss Learning cycle theory and its role in Development in Organization's Performance
Learning Cycle- In many studies it is defined that every people learning in different way
so there is need to find out most convincing learning cycle that can enhance organization's
performance and productivity (Wallace, 2019). In general and most popular theory is KOBL's
that is given by David Kolb in 1984 theory says effective leaning can be achieved if learner
progress through cycle-
Concrete Experience- also known as concrete learning, in this learner came in across
with new experiences. It can be happened due to various new task or responsibilities are given to
him or it can be re-imagined experience.
Reflective Observation- The next step is to reflect on task that assign to learner, this
allows him to resolve all the queries that may accrue while performing task (Yusof and et.al.
2020). Important factor in this stage is communication skills.
Abstract Conceptualization- Next step in learning stage is to make concept that will
allows learner to connect all the task and get uniformity in learning. In this learner shift himself
when he started classifying concept and drawing conclusion.

Active Experimentation- In last stage learner star to participate in task with the motive
to apply concept and conclusion that he experience in previous stages.
Illustration 1: Kolb Learning Cycle
This is a continues process to follow in this learner can entered in at any stage but need to
follow cycle form beginning to end. Any organization that want to improve business
performance that need to allow its employees to learn and understanding new concept and
applying them.
Continues Professional Development (CPD)- It is process that allows learning new skills
and knowledge ongoing basis for professional success and development (Yam, Griffiths and
Yeoh, 2020). It can be formal or informal learning it involves taking responsibilities and
challenge improving overall personality development.
Benefits of Continues Professional Development-
benefits to Employees
Improving Knowledge- In today's world more talented persons are knocking on the door
for the job. To compete with them and making own personality is very important to survive in
professional carrier. For that CPD model is best because it will allow continues learning and
make reality check of knowledge.
Career Development- CPD examine all the loop fall and to in find what are reasons for
that. After deducting all mistake that are following by professional it can be resolved by on/off

the job training (Ward and van der Mars, 2020). It will allow them to avoid further mistake and
developing career growth opportunities.
Adoption of Innovation- In changing environment where every buddy want to grab your
opportunities if you are not in touch with reality. There are several things that can be useless with
time pass and need new ideas and innovation. To change with reality is important for
organization as well as for individual.
M2 Application of cycle theories to analyse the importance of implementing continuous
professional development.
Application is executed by organization in effective manner to achieve following benefits that
play important role in gaining growth.
Benefits to Organization-
Cost effective- In many companies where CPD is effectively used they are also in
position to make organization cost-cutting. This can be understood with the example where
company A is providing proper developing opportunities to employees and allows than to growth
this result to decrease in employees turnover ratio. Where company B is not providing these
facilities then employees lose their faith in company and willing to leave for better opportunities.
It creates need for rehiring and lengthy process. So CPD will be a good tool for making cost
effective function.
Value employee- CPD also create a kind of satisfaction in the mind of employees that
organization is thinking in favour of them. It will motivate all employees to more attraction
towards overall target. Employees will scarify personal goal for achieving target.
Practical implementation and critical analysis: CPD at Tesco has been further competently
growing to bring on larger scale functional rise towards innovation in production capacities,
primitive enhanced brand value growth profoundly within larger time periods. It can be also
analysed that CPD enables Tesco to actively commercialise best parameters rapidly, also to bring
on varied key frameworks for implied practical development within industry (Jain,2020).

LO3
P5 Discuss High Performance Working its impact towards Tesco company
High Performance Working (HPW)- In is defined to managing employees in
workplace that will boost and maintain high productivity level (Han, Sun and Wang, 2020). It
allows organization to sustain in market with better position and value employees performance.
It will increase employees involvement and more attachment towards organization.
High performance working has been analysed to be widely crucial for strengthening key
productive benchmarks among business hemispheres and develop best working competencies
within longer time periods. There are many points that will help employees of Tesco that may
get benefited by HPW to improve employees productivity to achieve engagement and
competitive advantage-
High productivity- HPW allows company to attain maximum level of efficiency of
production activities. In company like Tesco where employee base is more than 4,00,000 it is
important to guide and train them to assure that they are working with maximum capacity. It can
only be attained through providing training maintaining high performance (Dastmalchian and
et.al., 2020). When company's employees are make full efforts that will make them to create own
brand image in market and competition become easy to face. Tesco produces best quality
produces with HPW practical implementation, which strengthens functional rise productively
and also establishes key benchmarks within industry productive goals.
Autonomy- This process involve to entail some authority to employees that create
autonomy for those who want to be leader in the future. HPW work not only for current
development it also works on future skills as well. In Tesco where many functions and
departments are running and need of good leader will be arrived at some point of time. These
process enhance and create better leader for future by entitling responsibilities and authority. It
will make decision fast and better that will help to face competition with easy of business. Tesco
by including HPW, has been heading on automation at work for strengthening best benchmarks
within teams and among employees (Noopur and Dhar, 2020). Autonomy evolution further
adds to larger scale connective diversity within business operational abilities where Tesco has
been further heading on focus for larger HPW development.

Developing New Ideas and Innovation- For making Carrier growth and developing
skills High performance development is a good tool it provides authority that makes employees
motivation and satisfaction. Theses all will lead to create opportunities to developing new ideas.
In selected company that is related to retail industry where innovation and development is
necessary to survive in market. It is important to allow employees to create new ideas for new
and existing product to survive in market and face competition in effective manner. This can be
understood with example where employees are not thinking for new job and making effort for
that rather they will focus in company's favour to create new product development and adoption
on innovation.
Employees retention- there may be a situation where employees are more conservative
with growth and can't find opportunities for that. In this if company is following HWP will allow
company to create chance for growth and appraisal which will make employees carrier growth
and retention. From this Tesco may save money that have to spend for new recruitment process
and production activities will not be impacted it directly leads company to make higher
productivity from same employees and make better position in market. Company may enjoy
benefit for long term because they need not to worried about recruitment process and make effort
for improvement of other HR function. HPW enables to leverage best morale rise among
employees, for further retention goals within longer time period where Tesco investments have
been widely increasing for keeping up with strong retention aspects dynamically. HPW further
adds to profound connective periods and larger developed efficacy within stringent connective
development among performance goals for specific key benchmarks (Garg, Jian and Lepak,
2021).
Increase overall performance of company– in result to developing employees
professional carrier HPW will also make unity in organization. It will create environment where
company's target will come in employees mind rather than personal goal (Salin and Notelaers,
2020). It just because of company is thinking for their development, so they fill more
comfortable and work with high productivity that make company step towards vision and
mission accomplishment. HPW enhances scope for developing new ideas among management
expertise, functionally rise on expertise factors and also bring on keen engagement among
stakeholders. Tesco aims to further extensively motivate workforce by enhancing wider

segments for motivating change among work culture, keeping employees retained within
company for longer time periods (Alfadli and Javed, 2021).
Example: Sainsbury is another retail company widely evolving within retail industry at UK, w
where HPW has been competitively bringing on wider scale expansion for strengthening
employees productivity parameters within longer time periods. The brand invests best resources
for training employees, to bring on larger strengthened goals for further time periods and
extended functional rise innovatively. Tesco has also similarly benefited by bringing on HPW
goals, where customer goodwill and best revenue targets are functionally taken control of for
longer time growth within retail industry (Gürlek and Uygur, 2021). Example of Sainsbury
enables to further extensively bring on enlarged focus for larger increased investments towards
HPW implementation dynamically , where further scale connective diversity plays profound
role.
In Tesco they also work on this concept where they always think about providing
opportunities to growth and making all employees motivated for better work and provide all kind
of help, so they can perform better. It allows employees to make extra effort for company
because they need not worry about personal growth that will be taken care by organization.
M3 Benefits of applying HPW
High performance working adds to larger viable performance operations goals, strengthened
effective planned structure parameters for longer time periods. HPW also enables TESCO wider
expanded functional surge, higher profits in revenue outputs and also a motivated team members
within workforce (Hronová, Š. and Špaček, 2021).
L04
P6 Define different kind of Approaches for Performance Management and Discuss Merits and
Demerits-
Performance management approaches have varied impact on operational growth factors within
Tesco, where below are some of the most integral working factors for larger connective diversity
aspects. Approaches of performance management further enhances operative connective plans,
larger goals within long term industry paradigms which also builds vision oriented targets for
stronger viable goals at Tesco.

Performance Management- It is process where company is concern about performance
of employees that will impact overall objective of organization. In this individual performances
of employee is recorded and analysed for training need and improvement in them (Kloutsiniotis
and Mihail, 2020). Importance of performance management are like Keeping employees morale
high, retaining talent and developing leaders for future.
Strategies for performance management
Implementing Software- In modernization companies are more focus on using software
to improve performance management system. It will make work easy for company and will help
to create more engagement from employees site (Manville and Greatbanks, 2020). A good
software will have qualities of both traditional approach and 360 to review performances. Tesco
is also using computerized model and name it as “Corporate Steering Wheel” it allowed
company to create better allocation of work and easy performance management. They are also in
position to create environment for opportunities to learn and growth. Software base management
become easy for use and effective drawing better results.
Performance Feedback- In manual performance management where feedback are
provided at the end of define period and lead to make inefficiency which can be avoided, if
proper guidance were provided. In software based system where feedback can be provided at any
time because performance can be measure weekly, monthly, quarterly or any specified time. It
helps to provide feedback at time required and save time and money (Frederiksen, Kahn and
Lange, 2020). Tesco is on online mode that will allowed them to do it. In this collaboration from
peer are also useful because in manual or software where feedback have value and consideration
role of leader and peers are high. Moreover, they are working together, so they know each other
very well and feedback of them can be more impact full.
Peer Review- In a company like Tesco where more than 4,00,000 employees are
working and it will need better communication and tools that increased more understanding and
collaboration between them (Gao, 2020). It leads to create better environment for working
together, so performance management based peer review can be effective for organization.
Software is able to find increase and decrease and reason that are feed in it but in many cases
personal problem that can't be found in software. In this time feedback from peers are most
valuable to resolve issue and reclaim productivity.

Rewards and Recognition- Best way to measure performance is setting up rewards for
achieving target at time with maximum productivity. It will motivate employees to compete with
each other in positive way to get reward and recognition. And indirectly they will increase their
abilities and solving issues at own level and make functioning better (Xu and et.al., 2020). This
strategy are used in all the organization to make healthy competition internally to fight with
competitors in market with easy functioning.
Regular Meetings- A good management always want unity in organization moreover, it
can be deciding factor for success if a company is facing dispute internally. This will give
opportunities to competitors for success because company is busy is internal issues. The bast to
avoid these issues is to conduct meeting where all are on same page and have time to
communicate with each other understand feeling need and want of own and other. It makes
improvement in collaboration and performance of employees some-times conducting seminars,
parties for employees will also have positive impact on employees. In company like Tesco where
employees are not very with each other due to large quantity, so company is may use more
meetings and seminar to make collaboration and for better functioning.
Collaborative learning: Tesco can further extensively bring on new resources for training teams
under collaborative learning by organising best aspects for brainstorming sessions, which will
expand rapid stakeholders and employees motivation. Within collaborative learning it is further
widely essential to hold group sessions, where there are benefits pertaining towards company and
employees both.
Benefits for company: It can be analysed that Tesco will be able to merge on varied innovative
learning by introducing collaborative learning sessions, further bring expansion functionally
within longer time.
Benefits for employees: Employees will be also able to further be motivated towards group
trainings, with high morale and consistencies in performance goals (Bhatti and et.al., 2020).
Effective communication: Tesco by organising best effective communication platforms will be
able to connect towards larger scale growth among employees best working performance, where
this works as one of the best asset. The communication channels must be properly planned,
executed with best resources and investments must be further pertained for varied larger business
goals within industry performance targets.

Benefits for company: Teams and individual performances are enhanced with usage of best
communication platforms, where it is beneficial for increasing outputs in structured formats. This
aspect holds specific role for synchronising best working innovation goals, adapting towards new
performance targets and also strengthening key performance working operational factors
profoundly.
Benefits for employees: Employees feel motivated with performance management analysis,
which empowers them for larger strengthened working goals and best functional expansion
rapidly to establish new targets.
M4 Different approaches support high performance culture and commitment.
Motivation and profound rise on employee morale further enables cultural expansion goals
among commitment parameters, where it further evolves on longer time period plans effectively
at Tesco. High performance work culture strengthens creative diversity aspects effectively and
also evolves on longer retaining aspects among employees, where Tesco further aims to evolve
on best culture rise.
CONCLUSION
From the above report it can be concluded that skills, attributes and knowledge required
by an HR assistance and manager includes collection of facts information interpersonal skills,
communication, decision-making skill, empathy, consultation, relationship management and
analytics, etc. The mentioned skills are needed by HR professionals in Tesco to make working of
an enterprise better. In addition to this, current report also represents SWOT analysis of a human
resource manager with help of which it has analysed strengths, weakness, opportunities and
threats. SWOT evaluated has identified weakness such as inefficient training & development, in
appropriate evaluation of performance of staff, etc. In nut shall the present report has formulated
PDP plan to get over weaknesses and gain them as strengths. The learning life cycle comprise
concrete, reflective, abstract and active experimentation. The CPD as well has developed to
acquire knowledge related to changing trends to obtain sustainable business performance. It has
been constructed to fulfil need like improving knowledge, career development, adoption of
innovation, etc. Further, various advantages and impact of using HPW in Tesco has been
mentioned in the report such as high productivity, autonomy, employees retention, enhancement
of overall progress of company, etc. The different approaches of performance management

implies collaborative working, coaching, establishing clear goals, providing rewards, etc. are
used to support employees' engagement, commitment and working culture.

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