Developing Individual, Teams and Organizations: HR Report for ALDI

This report provides a comprehensive analysis of HR development within ALDI, a multinational supermarket chain. It begins by outlining the essential knowledge, skills, and behaviors required by HR professionals, emphasizing the importance of continuous professional development. The report then presents a personal skills audit for an HR manager, Jane Cambridge, identifying strengths and weaknesses to formulate an effective development plan. It differentiates between organizational and individual learning, highlighting the need for continuous learning and professional development to enhance employee performance and achieve organizational goals. The report further explores the contributions of High-Performance Work Systems (HPW) to employee engagement and competitive advantage, and it concludes by examining various approaches to managing performance. The report underscores the vital role of HR in fostering a productive and motivated workforce, contributing to both individual and organizational success.

Developing Individual,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviours need by HR professionals across the department...........1
P2 Personal skills audit for an employee for making effective development plan.....................3
TASK 2............................................................................................................................................6
P3 Difference between organizational and individual learning..................................................6
P4 Need for continuous learning and professional development................................................8
TASK 3............................................................................................................................................9
P5 Contribution of HPW in employee engagement and competitive advantage........................9
TASK 4............................................................................................................................................9
P6 Approaches for managing performance.................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
Development of individuals and staff members is a key to success because all the
activities of an enterprise is accomplished or managed by them only. In fact human resource are
indispensable asset for overall corporate world due to their eminent roles and responsibilities
played by all of them (Barber, 2012). Therefore managers of an organization is responsible for
training their employees for enhancing their work performance in order to attain their personal as
well as occupational objectives. ALDI is one of the famous supermarket by having its branches
across international boundaries and believes in offering qualitative products to domestic as well
as foreign customers. This assignment is going to classified into four different parts for
highlighting requirement of learning for HR department by identifying weakness of an
individual. Along with this, an appropriate audit is conducted for determining visible or invisible
drawbacks of HR officers and later on prepare an effective development plan for overcoming
barriers of success. Vital role of HPW and numerous of approaches for improving performance
of entire association is also outlined in this project.
TASK 1
P1 Knowledge, skills and behaviours need by HR professionals across the department
ALDI is a very popular supermarket which was established after collaboration of two
leading companies for gaining maximum benefits by training their employees in order to expand
their business in number of countries (Bolman and Deal, 2017). However, they have almost
10000 stores in around 18 countries for serving millions of domestic and foreign customers. HR
department of an organization plays numerous of roles and responsibilities towards learning
enhancement of their employees by conducting impressive training and development
programmes. Along with this, there are certain professional learning, skills and behaviour is
required for personnel manager to accomplish their assigned task and activities in an appropriate
manner. Basically, consistent occupational development is very much essential for improvement
in performance of overall staff members. In fact, it is an appropriate process which supports in
assessing and making blueprint of precise activities, knowledge and experience that will aids in
accomplishing particular task. Additionally, as a human resource officers, it is essential to assist
or guide their staff members towards acquisition of effective strategies for overall personality
1

enhancement. Therefore, development of team, individuals and organization have numerous of
benefits which is stated as follows:- Maximization in confidence level:- First and foremost advantages is that employees
becomes more confident towards their roles and responsibilities while performing
allotted work by gaining maximum knowledge. Therefore, it resulted in attainment of
goals and objectives in a defined time period. Creating healthy surrounding:- According to this component, it supports managers of
ALDI is to maintain the environment of an organization by cooperating between each
other and making friendly relations between superiors or subordinates (Brown and
Harvey, 2011). Boosting the morale of employees:- HR officers is liable for assisting their
organizational members by motivating them with the help of number of plans, policies
and effective strategies (Hitt and et. al., 2011). Along with this, boosting the morale is
very useful for employees personally as well as professionally because it helps in
encouraging them towards upliftment.
 Increase learning:- However, it also helps in maximizing learning of employees that
supports while dealing with various business problems and obstacles.
Apart from all these above major role which is performed by HR managers of ALDI in a
excellent way for attaining similar objectives in a minimum time period as well as tries to
perform functions in a proper manner (Burke and Noumair, 2015). Additionally, requirements
and task of HR manager are described as follows:- Coordination:- Initial obligation of personnel managers is to encourage employees for
performing their work in a team by cooperating between each other. In fact it is very
useful for success of overall company because it supports in reducing barriers and
minimize chances of conflicts at workplace. Promotion of culture:- According to this duty, HR officer is liable for encouraging
organizational norms, beliefs and policies of an enterprises for creating equality
amongst staff members (Coghlan and Brannick, 2014).
 Problem solving skills:- They are also responsible for resolving issues or conflicts and
any other barriers which emerges instantly. Basically sudden business obstacles creates
2

a major problem for development of ALDI. Therefore, HR team have to minimize
challenges and business risks by implementing various strategies.
(Source:- Essenberg, 2017)
 Recruitment and selection:- One of the major duty of HR team is to appoint skilled or
knowledgable employees for performing specific task as per their specialisation. It
means they have to ensure that every individuals performing at workplace is fully
trained and qualified as per their job requirement.
Hence, it has been observed that success and development of employees as well as
overall organization is fully depend upon HR manager because they are responsible to manage or
organize entire functions of a company (Cummings and Worley, 2014).
P2 Personal skills audit for an employee for making effective development plan
Auditing is a term which identification of an individual hidden weakness or barriers
which may hamper their performance and indirectly affects success of a company. However,
development of HR officers is very much essential for overall organization because entire
functioning of an association is fully depend on them as job role is assigned by personnel
manager according to the specification of a person (Darling-Hammond and McLaughlin,2011).
3
Illustration 1: HR Can Boost Its Business

Jane Cambridge is a HR manager of ALDI and she is performing lots of work as well as try to
encourage their employees and staff members towards their personal or professional objectives.
But, everyone knows that no one is perfect in this world as every individual is having some sort
of weakness or drawbacks which affects their work performance. Thus, it has been identified that
many more qualities are there in Jane Cambridge that requires training and polish for
overcoming issues. Hence, description of some skills related with HR manager is mentioned as
follows:-
Strengths:- She has better understanding and knowledge about policies, acts, norms,
fundamental rules or regulations which was amended by governing bodies of a nation. Therefore,
with the help of this an enterprise may accomplish their work without creating any
discrimination between employees as well as eliminate unfair practices . Along with this Jane
Cambridge is fully efficient in her specialisation that is human resource. There are maximum
number of HR specialist who is not aware with culture of an enterprise which resulted in failed
in attaining set goals. On the other hand, they also don't have effective interaction skills due to
which they are not able to convey their messages to their employees. Whereas, communication
skills of Jane is very much adequate as she never feel shy in front of their staff members while
speaking which is very advantageous for her while resolving visible and invisible conflicts.
Weakness:- As per scenario it has been observed that interaction skills of Jane is very
much effective and appropriate but she is not that much strong while negotiating with
subordinates. In fact this skill is required her while resolving misunderstanding between
employees and employer. Therefore, if ALDI is going to conduct recruitment process for hiring
new employees then at that time it act as a greatest drawbacks for Jane Cambridge while taking
interview of new candidates . Along with this, she also don't have any update about emergence of
new techniques or modern technology which may affects reputation of entire association.
According to given table some of the essential skills which must be improved is
described as follows:-
 Communication skills:- As per this term it has been assessed that it is essential to focus
on learning in order to learn how to interact with employees which aids in creating a
mutual understanding between supervisor or subordinates.
 Technological:- Need to update about advanced technology which must be used by at
workplace for enhancing employees personality as well as learnings.
4

Therefore, by analysing strength and drawbacks of Jane Cambridge it is essential to make
an effective development plan for removing their barriers which may hamper their performance
and failed in accomplishing assigned task or activities. According to given table an appropriate
enhancement plan is described as follows:-
S.
No.
Learning
target
Present
Proficiency
Target
Proficiency
Development
Opportunities
Criteria for
Judging
Attainment
Time
Scale
1 Learn how
to negotiate
with
employees.
Jane Cambridge
feel hesitation
while
discussing with
their
subordinates
because she is
not having
bargaining
power.
Need to learn
how to bargain
with employees
and requires to
learn negotiable
capabilities in
order to hire
employees with
less salary
which is
beneficial for
organization.
She has to convert
her drawbacks
into strength for
encouraging their
employees
towards their job
role by providing
on the job and off
the job training.
Apart from this,
she can also
interact with
employees for
becoming more
friendly with
them.
For judging
development
in Jane
Cambridge,
managerial
team have to
examine
those issues
which was
removed by
her. Along
with this,
they can also
consider
amount
offered by
her during
interview.
40
weeks
2 Awareness
about
modern
methodologi
es
She is fully
unaware about
recent methods
of dealing with
employees and
Jane Cambridge
requires to
experience latest
things by
preferring
Requires to attend
certain specific
programmes or
sessions.
Monitoring
the result and
taking viva.
35
weeks
5

how to run an
organization
with the use of
modern
technology by
which staff
members get
impressed.
newspaper,
magazines,
current updates
and so on.
Therefore they
can properly
utilised their
resources.
3 Ability to
protect
confidential
information.
According to
given
information she
is totally failed
in securing data
or secret
records which
is very
indispensable
for
development of
a company.
Need to learn
how to protect
professional
information by
understanding
the negative
impact of this.
It is not easy to
overcome this
issues but still
practice make a
person perfect.
Therefore Jane
Cambridge must
try to learn this
skill.
Feedback of
360 degree is
taken by
employees.
75
weeks
TASK 2
P3 Difference between organizational and individual learning
Organisational and individual learning is the part of training and development segment of
company. Training and development is the function that are related with organisational activity
that proposed enhancing job performance of individual employee and assigned groups in
organisation. As Aldi is the global discounted super market chain that deals in food and
beverages, importance of training and developments for Aldi's employees are very high as it
serves consuming item in market for Aldi it is important to deliver his product in market at
appropriate time that consumer would consumes the product before expiry. For it training will be
given to upgrade employees working capacity by that they will be efficient for his work and
6

facilitates higher profit with resist loss for company (Huczynski and Buchanan, 2010). Aldi or
any organisation that needs to hikes up his profit and ability of his employee's would provides
training where two types of learning are shown as individual learning that individual's personal
growth which affect his own growth with organisation's profit. And organisational learning
concern with all employee those are working on some of specific objective and helps in attaining
goals,
Basis Organisational learning Individual learning
Analysis Organisational learning
facilitates understanding and
defining all those factors that
influences learning and helps
in resisting all barriers that will
pops up in between training
needs.
It is the ultimate and core part
of training process. That helps
in developing skills,
knowledge, identifying
innovation uses in a particular
person for his growth that also
reflects in company's
objective.
Self improvement Self improvement in context of
organisational learning is all
about a process of transferring
ideas, creating new things
within organisation with other
employees, here in it helps in
improvisation of all worker's
efficiency to attain their
collective goal.
Individual learning helps
employees to learn new things
like new skills, knowledge,
idea generation, using of new
tools in work place, giving
chance to increase their
productivity and get expertise
in specific segment. This
learning is basically enhancing
one's personalty toward
achieving his own goals.
Team learning Team namely works for team
for whom target assigned to.
They promotes towards to
objective and goals by a team
Here in team learning is the
most important lesson for
employee. They will learn how
to adjust with team or
7

only. Here in people will get to
know how they will work in
team that leads to have their
ultimate destination
(Katzenbach and Smith, 2015).
subordinates, how to work
with them with out any
mistake, and helps in copping
with grievance that some time
occurs at the time of working
Share vision As namely states, by this
learning company shares it's
mission and vision and
facilitates employees to attain
their related intention.
Now here, personalties share
their own vision like what they
want to be in company, if it is
clear with a individual then. It
helps them to gaining his
accountability and position in
order to achieving company's
goal.
Equality In context of equality,
organisation learning provides
equality in employees with
organisation and protect it's
culture.
It is related to maintained
relationship with co-worker in
organisation that leads towards
doing quality work without
making dispute and resist
offensive behaviour in office
or workplace (Marquardt,
2011).
P4 Need for continuous learning and professional development
Consistent learning is very much essential and indispensable for development of an
individual performance personally and occupationally. ALDI is one of the famous enterprise
which is offering best quality of grocery items for millions of consumers. However, continuous
gaining is a term which means staff members of a company esquires improvement sessions until
and unless they will fully satisfied with events. On contrary to this, occupational enhancement
encourage employees towards improving their job skills by attending classes or guidance from
8

their senior managers (Nahavandi, 2016). Hence, managers of ALDI utilized numerous of
techniques for promoting continuous learning which is described below:-
 Conduct impressive seminars and conferences for improving skills or talents of
individuals by attending numerous of events or lectures which is given by experienced
persons. Acquiring from online tools with the use of modern technology for self enhancement
without consulting other people. For example internet is one of the useful approach
which supports an individual while difficult time period (Essenberg, 2017).
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
High performance working is an effective procedure, policies, norms, plans and strategies
that are contributing number of efforts for gaining effective result. In fact, this is an appropriate
approach by whose major function is to manage entire functions in proper manner.
In fact it is very essential for success and upliftment of supervisors or subordinates for
attaining assigned objectives in a minimum time period (Obiwuru and et. al., 2011). Along with
this, it also supports in creating a mutual understanding between employees and consumers for
gaining trust if number of clients in order to establish goodwill of a company at a marketplace.
Apart from this HPW is beneficial for HPW in various ways which is described as follows:-
 Increasing skills, knowledge and talent of employees for accomplishing assigned task.
 Increase the potentiality of entire staff members.
 Motivate employees to deal with business risk.
TASK 4
P6 Approaches for managing performance
This term is use to measure the performance of employees for an organisational
management. Through this, a owner of organisation analyse employees contribution for firm's
growth (Rao,Savsani and Vakharia, 2012). Employees performance are depends on some factors
like working environment, job profile, companies policy, employment services, compensation,
rewards and promotion etc. For measuring workers performance, company can use different
strategy and approaches and these five approaches are-
9

 Comparative approach- As the word says comparative mean compare two different think
on a same prospective. It involves to rank a individual performance with other one in
another group. This is based on giving rank them to highest to lowest according to their
performance. In this technique HR is used some different ideas to motivate candidate to
give their best in different approaches (Salas and et. al., 2012). They used promotions,
bonus and incentive plans which is attracts to employers in easy way. In this activities
higher ranking employers are get higher pay and lower ranking employers are not able to
deserve these advantages. But this approach is only used in a firm with a small group of
employees on a same job profile. Its disadvantage is for those organisations who have a
large number of employees with different type of job profile. Attributes approach- This term is used in some specific set of restriction like employees
skills to solve a problem in a simple manner, their contribution in teamwork,
communication skills, their creativity and innovation with new work etc. Its judgements
are in three manner and scaled as above, equal and low (Salas Rosen and DiazGranados,
2010). The limitation of this method is that it is only accurate to identify only best and
worst and this is its framework. This is rapid score scale which is concern with quick
decisions in entity and its simplicity is its advantage because of which most of the
organisations go with it. Behavioural approach- This is one the oldest performance measurement technique. In
this approach measurement of individual's are consist of a series in perpendicular scale
and bars of different dimension according to their job. This provides a specific
description of employees performances according to their ability through this scale. It is
provides a more specific description along with frequency in regards to the workers
behaviour for an effective performance. It gives a bigger /voluminous data to manager to
remember for a long time (Woodcock, 2017). Result approach- This is laid on the line approach which includes one of the simple
concept where in employees are rated on the basis of their performance. In it some
techniques are uses as financial terms, customer approaches, internal and operation skills
and learning and growth of employees. Through this firm can get a balance scorecards,
productivity measurement and evaluation of system.
10

 Quality approach- This approach is used to provide a pure satisfaction to customers by
condensing errors and achieving continue servicing offers. In this process employees gets
regular feedback of person and professional, employees and manager, customer and
distributor to resolve their issue and provide them best servicing and productivity. Its a
problem solving techniques which use multiple resources to evaluate performance. There
are a huge involvement of internal and external factor in this process (Different
performance management approaches, 2017).
CONCLUSION
From the above report it has been summarised that development of individuals and team
members is very much essential for the success of overall organisation because work is
accomplished by them only as well as other resource is also managed. This assignment is based
on ALDI which is famous supermarket in European market and uses numerous of technologies
for removing problems faced by HR manager while running their business by performing
necessary functions. Apart from this major objective of report is to enhance the learning of
employees by implementing various techniques, plans , policies and strategies by overcoming
visible or invisible issues which may hamper the success of an organization.
11

REFERENCES
Books and Journals
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Darling-Hammond, L. and McLaughlin, M.W., 2011. Policies that support professional
development in an era of reform..Phi delta kappan, 92(6), pp.81-92.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2) pp.57-75.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Marquardt, M. J., 2011. Optimizing the power of action learning: Real-time strategies for
developing leaders, building teams and transforming organizations. Hachette UK.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Obiwuru, T. C. and et. al., 2011. Effects of leadership style on organizational performance: A
survey of selected small scale enterprises in Ikosi-Ketu council development area of
Lagos State, Nigeria. Australian Journal of Business and Management Research. 1(7).
p.100.
Rao, R.V., Savsani, V.J. and Vakharia, D.P., 2012. Teaching–learning-based optimization: an
optimization method for continuous non-linear large scale problems. Information
Sciences. 183(1). pp.1-15.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Salas, E., Rosen, M. A. and DiazGranados, D., 2010. Expertise-based intuition and decision
making in organizations. Journal of management. 36(4). pp.941-973.
Woodcock, M., 2017. Team development manual. Routledge.
Online
Different performance management approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 7th October 2017].
Essenberg, 2017. [Online]. Available
through<https://knowledge.insead.edu/blog/insead-blog/how-hr-can-boost-its-business-
impact-5456>. [Accessed on 13th November, 2017]
12

13

14

15