Tesco's HR: Skills, Development, and Performance Management Report

This report provides a comprehensive analysis of human resource practices within Tesco, a multinational retailer. It begins by outlining the essential professional knowledge, skills, and behaviors required by HR professionals, emphasizing continuous professional development and its importance. The report includes a skills audit and professional development plan, illustrating how individual employee skills are assessed and improved. It then delves into the differences between organizational and individual learning, highlighting the need for continuous learning and professional development to enhance company performance. The report further explores the contribution of high-performance work systems (HPW) to employee engagement and competitive advantage. Finally, it examines various approaches to performance management, providing insights into how collaborative working supports and improves employee performance. The report concludes with a summary of key findings and recommendations for Tesco's HR strategies.

Developing Individual,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Professional knowledge, skills and behaviours required by HR professionals....................1
P2. Completed personal skills audit and professional development plan...................................3
TASK 2............................................................................................................................................7
P3 Differences between organisational and individual learning, training and development......7
P4 Need of continuous learning and professional development ................................................8
TASK 3..........................................................................................................................................10
P5 Contribution of HPW in employee engagement and competitive advantage......................10
TASK 4..........................................................................................................................................11
P6 Approaches of performance management...........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Development is important in every organisation whether it is in the employees or
company. It is considered to be crucial because it helps in bringing change in the culture, value
or practices going on. If companies will not focus on developing themselves then they will not
be able to maintain their place in the market. Individual's development is mainly dependent on
employees but team’s development is dependent on the managers of company. If teams will be
developed then it will contribute in the growth and development of company. So, if companies
will take care of development of employees then it will make them happy and satisfied which
will further provoke them to perform well (Bolman and Deal, 2017). The organisation that will
be referred here is TESCO. It is a British multinational grocery and general merchandise retailer
in England, UK. It is considered as the third largest retailer in the world. This report will discuss
the skills, behaviour and knowledge that are required in HR professionals to perform their job,
factors considered for learning and development to improve the performance of companies,
contribution of HPW in an organisation and the way is performance management and
collaborative working support in improving the performance of employees.
TASK 1
P1. Professional knowledge, skills and behaviours required by HR professionals
Human resources are considered as one of the most important assets in company.
Normally, companies want that the employees who are working i should be very effective and
efficient which means that he should be capable of giving good results to the company. For this,
company will analyse that what are those skills that are needed to be developed in employees. If
this will be known then it will become simple to bring development in that person.
Continuous professional development can be defined as a planned and continuous
process in which the teachers or managers themselves try to develop their own skills and
personal as well as professional qualities (Chaskalson, 2011). They also focus on improvising
their knowledge and practices which will compel them to achieve the objectives of company in
short time period. This helps in safeguarding the career of employer and received benefits from
it. Importance of CPD are:-
 It ensures that the manager us maintaining and enhancing it's knowledge and skills so
that they are able to deliver goods services to its customers, clients and the community.
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 CPD helps in ensuring that the manager is having up to date knowledge like changes that
are happening in society, latest trends, etc.
The frameworks that are used by the managers help them in answering questions which are -
 Which path has been selected by the managers for growth?
 How do you keep making progress in company?
The importance of continuing professional development should not be underestimated by
company (Dahlgaard, Pettersen and Dahlgaard-Park, 2011). It will help in maintaining the code
of conduct and ethics in firm. The skills required in an HR manager are:-
 Conflict management and problem solving – If company wants to increase its
productivity then it is highly prescribed that the employees must work together and not
individually. It is the responsibility of HR manager to make it happen in company. If the
HR manager wants to be effective then he should have the problem solving skill because
then only, there will be peace in company.
 Discrete and Ethical –HR managers are considered as the conscience of company and
they are also having confidential information related to company. So, managers should
try to manage their responsibility in an effective way and behave ethically in company
and they are expected not have any contact with any unauthorised person and divulge any
details of the company.
The knowledge that an HR professional should possess are:-
 Administration and Management – It is expected from the HR manager to have
sufficient knowledge about business as well as management principles. This will help
them in resource allocation, strategic planning, etc.
 Communication and Technology – If the HR manager knows how to communicate
with employees of company then they will be able to deal with them easily and gather
more information from them (Day, and et. al., 2014).
Behaviour that is expected from the HR professionals are:-
 Accountable – The manager should be accountable which means that he should take
responsibilities of their own actions and commit to finish then work in an ethical and
efficient manner.
 Customer/Quality Focus – The manager should anticipate the needs of customers and
try to fulfil them by using various tools and techniques.
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APPENDIX A:
CONTINUOS PROFESSIONAL DEVELOPMENT can be recorded as:-
NAME: Jane Cambridge
Job Role and Responsibilities: HR manager
Review of learning needs Developing Plan
Date Ref In what
area do
in need
to
improve
my
performa
nce
How
does it
link to
other
objective
s
What do
I need to
learn in
order to
achieve
this?
What
will I do
to
achieve
this?
What are
the likely
resources
and
support
that I
will
need?
How will
I
evaluate
a
successfu
l
outcome
?
What are
my
deadlines
for
meetings
this
target?
16/11/17 Commun
ication
Will be
able to
communi
cate with
other
people
effectivel
y.
Taking
English
tuitions
so as to
improve
communi
cation.
I will
regularly
attend
my
classes
and
communi
cate
more
with
others
A good
English
teacher
I will test
myself
by
communi
cating
with
other
employe
es on the
company
.
15/12/17
17/11/17 Finance Basic
finance
knowled
ge will
Reading
and
practisin
g basic
I will
practice
it daily
so that I
Good
finance
books
and daily
I will try
to give
my
reviews
16/12/17
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help in
help in
understa
nding the
ways in
which
company
earns
profit
finance
questions
and
terms.
gain
expertise
in it.
guidance
from a
teacher
in
dealing
with
some
finance
informati
on and if
it is
accepted
then it is
good.
18/11/17 Conflict
resolutio
n
Employe
e
relations
will be
maintain
ed
Reading
books of
famous
leaders
will help
It will try
to
maintain
good
relation
between
the
employe
es so that
there will
be no
chance of
conflicts.
Support
and
understa
nding of
employe
es is only
required
17/12/17
19/11/17 Policy
formulati
on
Organisa
tion will
behave
nicely
and will
be in
Reviewin
g rules
and
policies
of other
compani
I will
make
policies
that are
easily
applicabl
Old
policies
of
compani
es for
reference
Make a
new
policy
and
impleme
nt it and
18/12/17
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control. es will
help.
e and
employe
es will be
comforta
ble.
then
check its
results.
P2. Completed personal skills audit and professional development plan
The skills that are required by individuals who are working in an organisation are
required to be analysed necessarily (Eime, and et. al., 2013). These skills define the way an
employee will be performing in company. In order to analyse skills of employees, HR manager
checks the current performance of them and will compare it with the ideal performance that is
required by them. After this, it will be analysed that which skills are required to be analysed. In
context of TESCO, employees who are working there must know how to deal with customers or
how to increase sales of company. These little skills only define the capability an individual is
having. So, Tesco will conduct a personal skill audit on employees so that they can know where
their employees are weak and where they are strong. Skills of individuals are analysed on the
basis of area they are working upon.
It is very much helpful for the company to determine the skill gap in employees. It tells
them the difference between what they are currently having and what is required from them.
Personal skill audit performed by TESCO is as follows:-
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
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Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
✔
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order to solve
a problem
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
A professional development plan is a type of plan that is prepared by organisations to
achieve desired objectives in a desired manner. These plans are generally linked with achieving
the goals and objectives of company (Goetsch and Davis, 2014). So, in case of Tesco, they are
preparing professional development plans for their employees individually. This is beneficial for
both employer and employee as it will tell them where they are right now and where they will
reach.
A professional Development plan for TESCO is as follows:-
Name Jane Cambridge
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TIME
FRAME
Personal Goals Professional goals:
Next 12
months
Participate more in the training
sessions that are being conducted by
the company. In this way, I will be
able track my own skills and will be
able to improve them.
To achieve the post if No. 1 employee
in the company.
Next 3
years
Develop my whole personality and
become a better person.
To become senior HR manager in the
company
This Professional Growth Plan was discussed and approved on 09/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
Required knowledge/skills I have decided to improve my
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leadership skills by taking
more part in the group
discussions and debates. To become more
knowledgable and become
more competent in performing
my work.
Strengths I see my strengths as -
 Knowledgable and
experienced
 Fair and open minded
 Very strong
communication skills.
To become more efficient
Weaknesses/gaps
Frequent changes in
technology
Employee will have to learn
entire skills again.
I have completed the
professional development
activities as described.
I have granted 64 professional development hours for the
professional development procedure.
Instructor Signature
Date - 09/11/2017
TASK 2
P3 Differences between organisational and individual learning, training and development
Organisational learning and Individual learning are very different from each other. They
both are an indispensable part of the organisation but can not be conducted at same time and by
same method. Both these learnings are described as:-
ORGANISATIONAL LEARNING:- It is a process in which the employees tries to
create more knowledge by enhancing their skills and capabilities. This will help them in
improving their thinking and analysing skills. In this way, company is able to achieve its overall
objectives in short period of time. It takes time to develop organisational learning in the
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organisation as it is gained through experience (Herrmann and Herrmann-Nehdi, 2015). It is a
planned effort basically because in this whole planning is conducted to develop the diagnostic
skills, coping capabilities , individual and organisational goals and its culture and value also. In
this the individuals who are working in company enhance their decision making and problem
solving skills by improving knowledge and understanding. According to the views of Brown and
Duguid , learning is a bridge between innovative ideas and working of the employees because of
which the profits and productivity will be increased. Learning in an organisation should always
be focussed on achieving the strategic and tactical goals of the company. It will help in
improving the present knowledge level of the employees.
INDIVIDUAL LEARNING:- It is a process in which the employee is given a chance in
which they are told to improve their skills and knowledge as per the work they have to perform
in the company. It is a very effective process in which the employee's skills are improved which
brings in lots of confidence in the employees. So, with this confidence the employees can show
their knowledge in front of other and thus will also help them in improving their image. But this
is a very time consuming process in which each and every individual person';s skills are analysed
and evaluated by comparing it with the organisational learning. In this function ,m every
employee is given solo attention and are given training about he skills that are being required by
them (Hitt and et. al., 2011). This is a very hectic process also because it is not possible for the
employer to teach all their employees the same skills and that too at same time. So, it affects the
growth and development of company. The main advantage of this learning is that they are
making eachb and every employee skilled and qualified.
TESCO can use these learning styles in order to achieve its long term as well as short
term goals as they will enhance growth and development of the company.
Organisational Learning Individual Learning
 It helps in developing the relationship
between the employee and the
organisation. This will help in
performing the work better.
 It helps in giving various new ways to
conduct the work inside company.
 It is conducted to improve the skills,
knowledge and behaviour of employees
and improving their performance.
 Individual learning is considered as a
training program in which non-
managerial person learns various new
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