Analysis of Employee Development and Workplace Achievement at TESCO

This report provides a comprehensive analysis of workplace development, focusing on the benefits for both the enterprise and individual employees. It explores various development vehicles available to organizations, with specific attention given to the case of TESCO. The report delves into the importance of personal development, including training and performance management, and its impact on employee motivation, productivity, and overall organizational success. It identifies strategic issues within TESCO, such as management changes and economic factors, and examines how training and development opportunities can be used to address these challenges and enhance employee performance. The report also explores the role of human resource management, including issues in selecting and retaining staff, and provides an overview of performance management systems, including Maslow's theory of motivation and reward systems. Finally, it emphasizes the importance of developing relationships to achieve workplace goals and improve productivity.

DEVELOPING
RELATIONSHIPS
AND WORKPLACE
ACHIEVEMENT

Table of Contents
INTRODUCTION................................................................................................................................3
1. Explain the benefits to enterprise & individual of personally developing individual in
workplace.........................................................................................................................................3
2. Analyse and evaluate development vehicles available to enterprise appropriate to development
of needs of individual......................................................................................................................8
3. Prepare a plan to meet the identified development needs & expectations of individual.............9
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................12
Books & Journal:...........................................................................................................................12

INTRODUCTION
In organisation, employees are from different region, culture, with different perception.
Management and conducts activities, programs, events so that all the personnel in entity develop
relationship with each other. TESCO, which is Multinational Corporation headquartered in UK.
Enterprise deals with variety of products and goods and is considered as diversified company. In
firm, all employee share ideas and thoughts with each other so mutual understanding is developed
between them in appropriate manner. It has many competitors in the market such as ASDA Group,
Sainsbury, and etc. To deal with rivals as well as competitors, entity use strategies & tactics to
survive in the market. Enterprise make ensures that employee within the firm develops relationship
& their work achievement is being recognized in proper manner. This is essential because it
motivates and increase morale of personnel which leads to higher productivity and profit. This
report includes benefits to organisation & individual of personally developing individual in
workplace, developments vehicles available to organisation and plan to meet the identify
development needs.
1. Explain the benefits to enterprise & individual of personally developing individual in workplace
Development is important for both individual as well as enterprise to achieve the success.
Individual in firm focuses on self-development such as promotions, appraisal, etc. It motivates and
increases their morale to put more effort towards their work. At workplace, every organisation focus
on personnel and organisation development. Because, it gives change to the traits & behaviour of
both the parties. This process is continous in nature & require high level of expertise as well as
knowledge to understand the concept. There are several benefits to individual as well as
organisation of personal development of individual which are mentioned below-
Benefits-Individual
Aware about abilities- When going with personally development, person is able to know
about abilities, skills and knowledge. This is makes individual more confident of doing the work in
appropriate manner (Huang, 2018).
Clear goals and objectives- In personally development, individual understand their goals
and objectives and which helps them in putting manpower accordingly. It is important for person to
analyse and examine what is needed to be achieved (Fletcher, 2019).
Benefits- Corporation
Increased productivity- When individual personally development is done it also benefits
the firm. This is because as the employee become more efficient, higher the productivity is gained
by entity. When development is being focused, subordinate put more effort and higher manpower is

used so that which leads to growth & overall development of entity.
Goodwill & Creditability- Another benefit is that when training and development programs
are conducted it has good impact on corporation goodwill as well as creditability. This helps them in
attracting new talent and employees. In relevance with TESCO, they develop such program and
training so that personnel get attracted towards firm and their management.
Human resource management is process of managing and organising people in the
management. In this concept, people and employees are organised and managed through HR
manager of the company. Every organisation hires the HR so that work and management of entity is
structures in proper manner. HRM is time consuming process and it requires high level of expertise
as well knowledge. Ample numbers of functions are performed by HR of the company such as
recruiting and selecting, talent acquisition, compensation management, training and development,
performance appraisal and management etc.
Performance management- It is defined as process of communication between the
employee as well as manager. In this process, feedback and analysis is carried out so that
performance level of each and every subordinate is known by manager by getting feedback and
identifying their achieved target in organisation. In relation with TESCO, they use performance
management in effective manner so that all the monitoring and tracking of personnel is done in by
manager (Karageorge, 2019).
Main contribution of PM is that it helps both employee as well as employer to focus on
strong and weak points of management and personal development. Thus, TESCO conduct
performance management so that overall progress is analysed. Through this, manager is aware
about development of every member in managment.
Issues involved in selecting and retaining staff-
Recognition- The first issue with selecting and retaining staff is that it is difficult for
employer to identify and recognize the efficient employee who is eligible for retaining process.
Most of the time it happens those employees who are in-efficient stay and efficient personnel left
the firm at time of retaining process. Thus, recognizing efficient employee is necessary in the
process (Boyer, 2019).
Leadership- Other issue is that leaders in management are less confident about their
leadership style when it comes to retaining process. Thus, due to lack of confidence in leadership,
wrong selection is bound to happen.
Motivation- It is defined as encouraging and influencing people or stimulating them to
achieve goals and objectives. In relation with TESCO, employee in firm is motivated towards their

work and goals. This is because of motivation theory used by TESCO which is mentioned below-
Maslow Theory- According to this theory, it states that people in firm are motivated when
needs and demands are fulfilled appropriately.This theory is mostly used by firm to understand what
needs and demands are needed by individual which motivates employee to perform in organisation.
Such needs are discussed below-
Physiological needs- These are those in which survival needs are focused and included such
as shelter, food etc. Such types of needs are essential for individual to survive. These are considered
to be basic needs without which it is not possible for any person to perform in better way.
Safety & security- Individual also has safety and security needs and such needs are fulfilled
by TESCO such as providing salary and bonus, health insurance etc. Employee require such needs
to ensure that safety is there at workplace and work can be done without any fear. In this era, now
all the firm have started taking insurance of subordinates as mandatory by government and HR
policy.
Belonging needs- These are those in which trust, friendship, etc. are included. Such type of
needs also motivate employee in organisation.
Esteem Needs- In these, popularity, respect, appraisal motivates employee in firm so that
put more effort in targets (Godward, 2019).
Self-Actualisation Needs- In this, motivation is done when person get and seek for self-
development, personal growth etc.
Reward system- Employee in firm also get motivated when appraisal or they are being
rewarded by manager for their contribution of work. . Reward systems are of many types such as
intrinsic and extrinsic. It depends upon the firm to select the most appropriate methods which
suitable to employee in management. With help of this system, satisfaction level of personnel
increases & which results in longer stability in corporation for maximum period of time.
Aims & role of PM
Main aim of performance management is to assist employee and managers to analyse and
examine the performance level of both the parties through gaining proper feedback and
communication. Firm use this system so that progress level of every individual is tracked
appropriately.
Role of PM

Align goals & objectives- In performance management, it play important role in aligning
individual and employee goals so they person is well aware about success & growth in firm.
Learning & development- Another role of pm is it facilitates learning & development
which means it examine that skills and knowledge of employee are developing continuously. . This
is necessary because without these two, performance management cannot operate in company.
Purpose of Performance management-
Developing relationship- Purpose of pm is to develop relationship between employee and
firm by continuous communication and interaction. In relation with TESCO, entity has mutual
relationship with their staff (Neenan, 2020).
Workplace achievement- Further, purpose of PM is to make environment aware about
work achievement of each and every employee. TESCO’s manager track and monitor every
personnel who has achieved their target. It is important to focus on work achievement by employee
so that reward is provided for contribution of work.
Impact of motivated & unmotivated workforce-
Motivated Workforce- Employees who are motivated at workplace are able to perform and
produce positive results more than the unmotivated personnel. In context to TESCO, with motivated
workforce firm has positive impacts as targets and projects are completed within the time period.
Productivity & profitability of entity is increased. This is due to cnducting training as well as
programs in management such as reward prizes, recognition by everyone are such factors whcih
motivate subordinates.
Unmotivated workforce- In this firm has negative impact on their management &
structure. This is because subordinates reediness to work is low. In relevance with TESCO, manager
and leader of firm need to be change their leadership style so that workforce in get motivation by
internall or externally.
Organisation Analysis-
Annual report

The above picture depicts the annual report of TESCCO, 2019.
Internal and external environment strategic issues-
Internal environment are those which affect the business from within the firm. External are
those in which factors affect business outside the entity. Such type of environment, also disrupts the
managment as well as infrastructure of entity. Thus, to deal with strategic issues it market resarch
team of firm ensures that all the problems are well managed and rectified. Whereas external
environment are those which has impact on busines from outside. They decrease the progress and
perfromance level of organisation.
Internal environment-
Management change- Strategic issue with firm is that it is difficult to handle and manage
changes in management. In relation with TESCO, due to frequent change in management, it
becomes difficult to follow strategies as well as tactics in proper manner (Audenaert, 2019).
Financial issues- Another strategic issue is financial crisis in which internal expenditure of
firm give rise to this issue. In such situation, TESCO HR manager find it difficult to handle and
manage strategic and challenges (Richards, 2019).
External Environment-
Economic changes- Economy is considered to be external environment which has impact
on firm policies and procedures. In relevance with TESCO, impact of Brexit has affected their
business structure at deep level. HR managers of firm need to be active regarding the in and out of
economy of country so that functions as well as operations of business does not get affected.

Threats of competition- Strategy issues slow down the growth of business in market. In
context to TESCO, due to new entry of businesses it is becoming difficult for them acquire
customers in the market due to rise in competition. When business enter into the market, with new
methods, strategies and tactics they distract customers from already existing brand because of
providing low prices of product, alternative choices etc.
Evaluating employee with training and development opportunities
Training & development are crucial for employee so that they become well aware and
responsible regarding their roles as well as duties at workplace. Manager in firm use various tools
and techniques to evaluate employee such on the job training, shadowing, rating scale etc.
Performance and evaluation of personnel is important to analyse so that feedback is given in
appropriate manner. When evaluation is done of subordinates it become easy for superiors to
examine them at deeper level (Cooper, 2019).
Training as management skill & developing staff- In enterprise, training is necessary for
employees and employer so that they are able to work as well as accomplish their goals &
objectives. It is only done when training is taken as management skill and further development of
staff need to be at continuous level. In relation TESCO, manager of firm put challenging task to the
staff so that they are able to handle problems and issues.
Focus on customers- End users are asset of the firm because without them it is not possible
for any entity to carry out their activities smoothly. This is why it is important to focus on
customers. End users are the source through which profit is generated and revenues are earned. In
chosen organisation, they maintain a positive customer relationship between managment and target
customers. It leads to positive word of mouth in market & which indirectly has impact on goodwill
of corporation.
HR practices that can resolve tension
Such practices are-
Establish rules and regulation- The first practice is that to reduce the tension or resolve it,
HR manager of enterprise need to be operated under considering rules as well as regulation of
company. In relevance with TESCO, all the management and organisation work according to the
policies & procedures (Hauff, 2019).
Communication channel- In this, to resolve tension effective communication need to be
used by HR so that decisions are taken in effective manner. In relation with TESCO,
communication channels are used in appropriate manner, so that solution to the problem is
analysed. There are various types of communication channel such as formal, informal, etc. All are

used according to the need as well as requirement by firm.
After a brief analysis of above matter it is analysed that both firm as well as personnel get
benefit form personally developing in the workplace. It is also responsibility of entity to make
ensure that development of individual is done at broader & wider level. This results in higher profit
and sales revenue. Moreover, performance management, purpose, aim of PM, impact of motivated
& unmotivated workforce, organisation analysis etc. are being considered in the above matter so
that overview is done in proper manner.
2. Analyse and evaluate development vehicles available to enterprise appropriate to development of
needs of individual
Every individual need development in life and weather it is personal or professional. It is
important to analyse development of needs of individual so that decisions are taken accordingly.
According to Dawn Lennon, there various steps which are required in development needs of
individual and are discussed below-
Review individual job role& description- It is crucial for manager or organisation to
analyse individual job role in which skill, abilities are presented. This helps in using measures for
development accordingly. This results in knowing individual personality so that development needs
are accessed after reviewing the skills & abilities of person.
(Pak, 2018 ).
Communication- Further, manager of firm need to meet up with every employee in entity
so that communication is established between them and they become aware about their training &
development. In context to TESCO, they use communication so that they management connect with
personnel and understand them properly.
Observe- Then, when individual start performing manager or leader of entity has to observe
them so that performance and progress level of personnel is analysed and determined appropriately.
TESCO, examine all their individual performance by getting feedback from team leaders &
accordingly results are evaluated. Observing subordinates is not easy task, and it is to be done by
superior authorities.
(Ryan, 2017).
Gather additional information- When development need of individual is analysed, it
become important for organisation to collect and gather information as well as data about a specific
person by using relevant sources. It gives them insight picture of individual attitude, and behaviour.
Thus, TESCO use these sources with confidentiality so that data is not misused by third party.
Without gathering data, it is not possible to observe personnel within the organisation.

Prepare report & data- In this, organisation main goal is to implement a strategic report in
which what development is needed by per individual is examined in proper manner. In relation with
TESCO, they do this with help of HR manager of entity.
Action- At last aspects, corporation is now aware about every individual traits and data now
the time is to conduct development analysis and it is done with help of information which is
collected by entity of every person. This is is crucial stage of the development needs because in this
actual implementation of development and the whole process is being done.
Various methods are used by organisation to assess individual needs development which are
mentioned below-
Direct observation- The first method or technique is of assessing development of needs of
individual is to observe and analyse employee needs at workplace. In relation with TESCO, this is
most commonly used method adopted by firm because it is less time consuming as compared to
others approaches.
Questionnaires- Further approach is questionnaire in which set of questions are asked to
every individual about their needs as well as performance in firm. This is time consuming but
accurate results and information is known.
Surveys- Another method is survey in which research is done in a particular field or area so
that knowledge and findings are done in such fields. In context to TESCO, they use surveys only
when sales or profit of company is low so that issue related to such thing are examined. They are
also use as development vehicle by entity to analyse the needs analysis of individual in proper
manner (Nicholls, 2017).
Interviews- In this, interview is conducted by HR manager of company to get the
information regarding the individual development needs. It is also time consuming but gives
reliable data which is also used in further processes. In relevance with chosen firm, interview are
conducted do so that HR is able to know about every individual & training as well as development
program are used and prepared accordingly (Appiah, 2018).
After a brief analysis of above matter it is stated that development vehicles in organisation
need to be identified properly so that organisation is able to access those individual development
needs. This helps in establishing positive relationship between both firm and employee. Further,
frameworks as well as approaches are to be used so that information and accessing development
needs become easy and effective. Moreover, it assist enterprise to conduct development program
according to the demand and need of person or subordinate in management.

3. Prepare a plan to meet the identified development needs & expectations of individual
Whenever training and development is need to be implemented in firm for individuals
planning and plan is used so that all the policies, procedures and rules are being followed as well as
resources are used in appropriate manner. So, to identify development needs & expectation of
individual a plan is prepared which has been discussed below-
Course Firstly, objective is to be known of
development needs so that conflicts and errors
do not arise in near future.
Mentoring & coaching In the next step, it is important to analyse the
importance of development needs and how
those will be used at workplace.
Reading
In this, learning in relation with development
need is to be mentioned. This also leads to
proper analysis of what is needed to be learnt,
adopt regarding the development of needs of
individual.
(Le Nguyen, 2019).
Research This includes objective and purpose of
development as well as learning. Every
planning require research and which is needed
to be conducted in proper manner.
Training Aim of the research, what have been learnt etc.
(Duboust, 2018).
Experience At last aspect, past experience, mistakes etc.
are recorded and reviewed and how they will
be improved are used.

The above plan depicts the necessary steps which are to be implemented while doing
planning so that all the crucial approaches are used with help of this plan. Making a plan in
organisation assist them to maintain and manage all the details as well as information in
management. In context to TESCO, manager and leaders prepare such plan and present it to
superiors or owners. Then, after the breif overview of plan development needs are accessed. It is
important that every entity has to didentify development needs & individual expectations so that
level of workforce do not decreases when it comes to achieving the assigned task within a given
period of time.