CECOS College London: BTEC Unit 35 - HR Development Report

This report, prepared for BTEC Unit 35 at CECOS College London, delves into the critical aspects of developing individuals, teams, and organizations within a business context. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, emphasizing communication, decision-making, critical thinking, empathy, and a drive for results. A personal skills audit is analyzed, followed by the creation of a professional development plan, designed to enhance an HR executive's capabilities. The report then contrasts individual and organizational learning, highlighting their distinct approaches and objectives. The need for continuous learning and professional development to drive sustainable business performance is examined, along with an analysis of how High-Performance Work Systems (HPWS) contribute to employee engagement and competitive advantage. Finally, the report evaluates various performance management approaches, providing examples of how they can foster a high-performance culture and commitment within an organization.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................9
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation ............................................10
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment...........................12
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14
Books and Journal.....................................................................................................................14

INTRODUCTION
Development can be characterised as the life long process of acquiring new skills, knowledge
and capabilities. Individual and team development is very essential and necessary in order to
enhance the employees capabilities to strive for better performance (Barratt, 2018). Human
Resource Management is a department which focus on the development of employee as an
individuals and as team member in order to encourage the flexibility as well as the adaptability
of the employees.
The report highlights upon the Knowledge and behaviours that will be required by the Human
resource personnel of Tesco PLC. It examine and analysis the personal skill audit and
incorporates a professional development plan for HR enthusiasts in the respective business
enterprise. The report also depicts the the differences between the individuals as well as the
organisational learning. It also examines and assesses the requirement for consistent learning
and development in order to execute sustainable performance in the business operations of Tesco
PLC. It determines the ways in which HPW leads to enhances employee engagement and helps
Tesco in acquiring competitive benefits in marketplace. It also focuses evaluation of various
approaches of performance management and the example of how they result in enhanced
performance commitment in the respective business organisation.
MAIN BODY
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource individuals are requires to posses a great knowledge and skills in order
facilitate the recruitment and selection as well as the training and development procedures of
business organisation. It is necessary for HR professional to be equipped with the current skills
and competencies that are suitable to the current market requirement of the business environment
(Zuofa and Ochieng, 2017). There are various professional knowledge and attributes that need to
be acquired by Human resource enthusiast so as to execute the HR function in an efficient and
productive manner.
The Human resource employees need to be well aware about the concepts pertaining to the
various departments included in the human resource management of the business organisation.
They should have clear understanding about the remuneration system, rewards and

compensation, payroll, leave structure, training and development , employee feedback, employee
retention, employee sustainability, employee engagement etc.
The professional knowledge about the key concepts of HR will increase the potential of the HR
Individuals willing to render their services in the Human resource department of Tesco
organisation (Bisbe and Sivabalan,2017). These concepts will also assist the employees working
under the HR sector of Tesco to implement various new strategies and policies that can
encourage the current performance standard of the employees catering their services in the
concerned business institutions. The individuals are also needed to acquire advanced skills so as
to enhance the individuals as well as the professional development of the HR enthusiasts in the
concerned business institution. Employees are required to have command over the Human
resource procedures in order to facilitate the formation of action plans that are innovative in
nature and can lead to higher employee productivity in the concerned business entity.
Some of the skills, knowledge and behaviours that are necessary to be acquired by Human
Resource Professionals are as follows :-
Communication skills
Communication skill can be characterised as the most essential skill that needs to be
mastered so as to interact confidently and flexibly with the employees working under the
organisation. Tesco is a global enterprise and is required to interact all across the globe. The
ability to interact and speak within a large set of crowd is very essential for an HR professional
in order to put their point across in front of large number of individuals. Communication skills
plays major role while delivering important presentation and speeches in front of crowd so as to
persuade them to get attracted towards the concentration and be a part of the same (Stoll and
Kools, 2017). Hence, it is very beneficial for the HR professional working in a multinational
organisation like Tesco to develop their communication skill so as to lead better conversations as
well as presentations in the respective organization.
Decision making skills
Human resource management is a department that requires an effective decision making
mechanism so as to recruit and select the right individuals and to eliminate the one who are not
suitable for the job position. HR professionals are required to make appropriate decisions in
various complicated situations so as to enhance the productive operations within the management
and the business institution.

Critical Thinking Abilities
Human resource enthusiast are required to practice critical thinking in order to analyse
the complex situation pertaining to the employees and the management of the same. Critical
thinking will allow the HR individuals to derive balanced outcomes in every situation and to
evaluates the surrounding with accuracy (Ahmed and Kassem, 2018). This practice will help the
same to avoid any misinterpretation and assessment of situation and to develop a clear
understanding about every situational context in the respective business firm.
Empathy
Empathy is considered to be one of the greatest virtues of life. It is the ability to
understand the emotions and feeling of other individuals and to put yourself into their shoes. HR
professionals are required to to be empathetic towards the emotions of the employees working
under the organisation. It is important because it will assist in building a cordial and mutually
respectable relationship between the management and the workforce and reduce the chances and
possibilities of conflict and argument within the same.
Courages and Driven
HR professionals are required to be goal driven in order to facilitate the alignment of
human resources in manner that maximum potential cab derives from it so as to achieve and
accomplish the managerial and organisational goals an aspirations of the concerned business
entity. Courage is a personality trait that allows the individuals to stand with what they believe
even at the cost of standing alone without any major support (Gao and Bernard, 2018). The HR
individuals also needs to be courageous so as to take potential risks and overcome difficulties
and challenges with effectiveness and efficiency.
Thus, it can be stated that in order to perform exceptionally in human resource management in
Tesco organisation, HR professionals needs to exhibit all the above mentioned skills,
competences, behaviours and knowledge so as to provide excellent performance in their
respective sector.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role

Personal Skill Audit
A personal skill audit can be characterised a a written statement that details about the
current skill set of the employee and the measure of how effective these skills are. It highlights
upon the skills that one would like to possess in order to facilitate the growth and development of
their career. The personal skill audit for the job role of HR executive is as follows :-
Skill Current
performance
Target Performance Resources required
Communication 6 9 Books,Novels,Dictionary,
Magazines
Administration 8 10 Development and action plans,
business plan and statement,
blue prints of administration
operations etc.
Creativity 7 9 Promotional and advertising
items., Market assessment
statements
Leadership 4 9 Webinar, Seminars, leadership
approaches and theories
Professional Development Plan
It can be termed as development plan formulated by the individuals so as to reach greater
heights in his/her respective career. It highlights upon the skills and competencies that a working
individual would like to acquire or incorporate within his/her personality so as to develop
professionally within his/ her respective field of work (Lin and Sanders, 2017). It enhances the
sustainability of an individuals in his/ her respective field and also empower the same to achieve
good performance and recognition in the organisation. The professional development plan for the
job role of HR executive is as follows :-
Skills I would The What Resources Measureme Date of

like to
acquire
importance of
the skill in
my respective
job position
measures do
I need to
implement
required to
acquire the
skill
nt of success accomplish
ment
Communicatio
n skills
I need to work
upon my
communicatio
n so as to
present my
ideas and
thoughts in a
clear and
systematic
way without
any hesitation.
It will also
help me to
have better
conversations
with my peers.
In order to
develop my
communicati
on skills, I
need to
interact with
a lot of
people
(Goller and
Paloniemi,
2017). I can
also en-roll
myself in
advanced
communicati
on courses so
as to enhance
vocabulary
and dialect.
I need to
invest in
dictionaries
and speaking
skills books
and
magazines
so as to get
influenced
from the
same.
The head of
HR manager
can evaluate
my
communicati
on skills.
The
feedbacks
given by my
peers will
also be taken
into
consideratio
n so as to
measure my
effectiveness
in the
acquisition
of the
respective
skill.
21/02/21
Leadership Leadership
will help me
to lead the
employees in
the
In order to
develop
leadership, I
need to act as
mentor for
I will need to
invest my
time in
leadership
webinar and
The success
of leadership
can be
measured
through the
15/07/21

organisation in
a productive
direction. It
will help me
to guide the
workforce
towards the
attainment of
organisational
objectives.
the
employees
working
under me and
provide them
the necessary
guidance so
as to achieve
their daily
goal and
objectives.
seminars.
The tips and
tricks to lead
the team can
also be
utilised so as
to develop
the relevant
skill set.
goals
achieved by
my team
which I was
heading.
P3 Analyse the differences between organisational and individual learning, training and
development
Individual Learning
Individuals skills highlights upon enhancing the skills and competencies of the individual
employees in order to encourage them to perform the job in a brilliant and accurate manner.
Individuals learning focus on individual development of the employees working in an
organisation so as to exhilarate their capabilities to deliver their best performance in the
organisational objectives (Xiao and Cooke, 2019). It promotes the employees to provide justice
to their job role and to accomplish their daily tasks and roles with consistency and productivity.
In Individual learning the primary focus is driven upon focus the enhancement of the personal
skill and competencies of the individual in order to facilitate their personal as well as
professional development (Ferreira, 2017). It can be characterised as a series of event that
concentrates on the alterations of human behaviours and skills in order make the individual
deliver its best in what he/she does. It involves learning new concepts and skills in an
individual's field of work. The major aim of individual learning is to enhance the productivity as
well as the performance of the employees so as to enhance the contribution of the employees in
organisation's growth and success.
Organisational Learning

Organisational learning can be characterised as mechanism of learning wherein the
knowledge is communicated and catered across the entire organisation as a whole. The
respective learning focus towards the organisational development as it aims at enhancing the
productivity of operations and communication within the organisation. In organisation learning,
the respective business entity is likely to improvise and add modification its existing knowledge
criteria as to build a good organisation structure and environment within the firm (Geraldi and
Söderlund, 2018). Organisation learning can be acquired through relevant experiences in the
abusiveness sector and the experience can be further communicate to the employees so as to
educate the same. It is concept wherein the knowledge is developed and created through the
experienced situation and then it is delivered within organisation (Lawrence, 2017). The
organisation itself gains knowledge and important insights about how it functions and operates in
a respective environment and situations. The derived outcomes of those situations are further
utilised by the organisation in similar situation so as to get an idea and overview in relation with
how to react in such conditions. In order to regulate organisational learning, the entire
organisation needs to learn about the potential changes and need adapt and align to the same so
as to enhance the potency of the organisation learning in an organisation.
Training and Development
Training and Development is a very crucial and important aspect of human resource
management. It refers to educational and engagement activities formulate by a business
organisation so as to allow the individuals to get an opportunity to develop their knowledge as ell
as overall development.
Training and development is extremely necessary for new recruits as well as the existing
workforce so as to train them in their respective line of work. Organisations have a separate
training and development department wherein who is responsible for shaping the employees in a
manner so that maximum output generation can be facilitated through their efforts in an
organisation.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning can be termed as a state wherein an individual constantly thrives to learn
new concepts and develop new skill through the utilisation of various learning tools and
techniques (Willcocks, 2018) Continuous learning helps the employees to acquire knowledge

throughout their working life which can help them to mould their personality in a good way.
Continuous learning is necessary for the employees working Tesco in order to keep them up to
date with current trends in the market place and to allows them to lead their operation in a
systematise and efficient manner.
Professional development is a process of development wherein the employees of the
organisation go through a professional training which guides their behaviours and attitudes in the
respective business institution. Professional development is an essential part in the running of
successful organisation as professionalism needs to build among the employees in order to
enhance their credibility and sincerity in the organisation.
Continuous learning as well as professional development are quintessential elements
which drives a business enterprise to strive for more innovation and growth in an organisation.
In order to enhance the overall operations and structure of Tesco, it needs to implement
continuous learning opportunities for its employees so as to enhance and uplift the u8isienss
performance of the same in the respective market retail industry.
Tesco needs to also concentrate on professional development of employees so as to enhance the
sincerity sand responsibility among the employees for their respective action. It will also
motivate the employees to adapt to the professionalism that need to exhibite3d in their
behaviours in an organisation (Geraldi and Söderlund, 2018).
Being an international organisation, Tesco has its business activities scattered all across the
world. Thus, it is important for the organisation to lead its operation in accordance with the
environment of the various countries it operates and functions in. It is essential for the business
organisation to look forward towards the continuous learning of employees in order to educate
them about the different behaviours and cultures of the customers from different countries in the
world (Lock and Heere, 2017). The professional development will also encourage the services
rendered by the employees in the Tesco organisation and will enhance their mannerism and
interaction so as to persuade the clients to invest their time and money in the respective business
firm.
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
HPW stands for the high performance working. It is an HR practice carried out in various
organisation all around the world. The HPW practice includes selective recruitment, intensifies

job training and development, performance appraisal mechanism, advanced software application
etc.
There are various perks and benefits of implementation of HPW practice in Tesco organisation
as it works well in enhancing the engagement of the employees working in organisation. Few of
the advantages that can derives from High performance working are mentioned below :-
 Tesco is an international organisation and that is one of the reason why the company has
high volume workforce employed in the respective business institution.
 High performance working system is an approach that provides beneficial solution to the
organisation through which the company can lead to higher work productivity of its
employees.
 The approach lay emphasis on developing a culture within the organisation wherein
honesty and faith is appreciated.
 The transparency is facilitated among the business equations and functions so as to
ensure that less conflict arises within the business environment of the company (Lee,
2018).
 High performance working approach promotes open and flexible communication channel
within the business engagement so as to facilitate an environment to the employees
wherein they can voice out their inner feeling without any fear of judgement.
 Better employee behaviour and attitude can be produces among the workforce with the
incorporation of high performance working activities within the organisation. Tesco's
employees can become more responsible and their credibility can be maximised with the
utilisation HPW approach within the business organisation's setting.
 In order to align the HR operation in accordance to the HPW approach, Tesco needs to
provide appraisal every year to meet the requirement of the employees and to promote
employee satisfaction in the organisation (Shongwe, 2017).
 Better coordination prevails among the employees and the team building and
management also increases due to the same. Employees become more cooperative and
help each other so as to enhance the organisational culture in the firm.
 With the appropriate optimisation of HPW practices., Tesco can gain a financial
leverages which can help the company to maintain financial stability within the business

institution. Financial performance and the execution of activities and operation related to
the financial department can also be alleviated with the neutralisation of HPW practice in
Tesco organisation.
 There are various competitive advantages provided by the HPW approach and Tesco can
capitalise on the same so as to gain a better position in the market in comparison to the
competitors of the respective business entity.
 Employee conference and motivation is enhanced with the practice provide through the
HPW approach and the willingness to prove the best services is generate among them so
as to achieve higher rewards and recognition in the business entity (Cartwright, 2017).
 Hence, it can be stated that HPW can provide assistance to Tesco in enhancing the
employee contribution in the business firm and can also help the same in acquiring a
competent and stable position within retail industry.
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment.
Performance management can be termed as one of the essential measures that can lead an
organisation towards becoming one of the most successful business firm in its respective
industry. Performance performance is a process wherein the HR personnel of the business
organisation implement various strategies and innovative measures so as to manage the
performance of the employees working under the organisation.
The HR professional needs to work upon the performance enhancement of the employees so that
maximum productivity can achieved through organisational operations and activities in
Tesco(Becker and Bish, 2017). Some of the approaches that can capitalised by the Tesco so as to
increment its current level of performance and to manage the performance more appropriately is
as follows :-
Collaboration
In order to increase the performance and operations of the workforce in a multinational
organisation, it is very essential for the business organisation to promote team building and
collaboration. Collaboration increases the efficiency of work and the employees coordination
also gets improved by the same. When a team of employees work on a common goal they are