Human Resource Management and High-Performance Work Systems

Desklib provides solved assignments and past papers to help students succeed.

DEVELOPING INDIVIDUALS, TEAMS,
AND ORGANIZATIONS
1

Table of Contents
INTRODUCTION......................................................................................................................................................... 3
LO1................................................................................................................................................................................... 4
P1................................................................................................................................................................................. 4
P2 & M1..................................................................................................................................................................... 6
LO2................................................................................................................................................................................ 10
P3 & M2.................................................................................................................................................................. 10
P4............................................................................................................................................................................... 13
LO3 & LO4.................................................................................................................................................................. 14
P5 & M3.................................................................................................................................................................. 14
P6............................................................................................................................................................................... 18
M4............................................................................................................................................................................. 21
CONCLUSION............................................................................................................................................................. 22
REFERENCES............................................................................................................................................................ 23
2

INTRODUCTION
The assignment presents the importance of professional enhancement which provides an
opportunity to the individuals, teams, and organizations in order to develop further. The
assignment presents the skills, behavior and professional knowledge which is necessary for
the human resource professionals (Katzenbach and Smith, 2015). The assignment focuses
on developing knowledge and skills as well as managerial qualities and creates a high-
performance level for the Iceland Supermarket. In order to develop the skills and
performance, the HR department of the business organization plays a very critical role.
UK based Iceland Supermarket is a well-known supermarket chain in the UK as well as in
other countries. The business mainly deals with frozen food and groceries and covers
approx. 2.2% of the market share of the UK's food market (Labib et al., 2017). The business
organization has over 23000 employees that work for it in over 800+ locations.
3

LO1
P1
The skill, knowledge should be continuously enhanced in order to continue development
for which HR professional plays a critical role in order to develop skills, knowledge, and
efficiency of the employees and staff of the business organization (Magee and Webb, 2015).
The culture and working activity of the business organization such as Iceland supermarket
is directly influenced by the HR activities.
As an HR professional in Iceland supermarket in the UK, it is required to understand self-
strengths and weaknesses through assessing own skills, behavior, and knowledge.
Assessment of skills, knowledge, and behavior and compare it with required skills,
behavior and knowledge for the HR professionals is significantly helpful in order to
improve it more (Marsick and Watkins, 2015). Following are the Skills, knowledge, and
behavior which is required for the HR professionals:
Skills Required
 An HR professional should be fluent and good in both verbal and written local
language of the country.
 An HR professional should have fluent in the English language
 An HR professional should be a good motivator and possess the good motivational
skill.
 An HR professional should behave good observation skill and possess with some
problem solving and decision-making skill.
 HR professionals should have a good confidence level which is significantly helpful
in managing human resource within the organization.
 An HR professional should have good IT skills and in current time and with
technology evolution IT skills are significantly required for the HR professionals.
Required Knowledge
4

 An HR professional should complete the required academic education level and
possess a degree in human resource management.
 An HR professional should have IT knowledge and knowledge of digital technologies
in order to compete in the current world.
 An HR professional should possess knowledge of legal activities as it is required to
have knowledge of rules and regulations and acts with respect to HR.
 An HR professional should have knowledge of various development models and
motivations theories in order to boost the efficiency of employees.
 An HR professional should have knowledge of HR planning and implementation of
it.
 An HR professional should have knowledge of staff and employee management and
should have performance evaluation knowledge and its techniques.
Required Behavior
 An HR professional should be punctual and value the time.
 An HR professional should be self-motivated and continuously move towards
business goals.
 An HR professional should be polite towards its subordinates and should help in
creating a healthy environment within the organization.
 An HR professional should assess and respond to multiple demands in a proper
manner.
Basic roles and responsibilities of HR professionals
 The HR professional is responsible for the recruitment and selection of human
resource within the organization.
 HR professionals have a role of defining policies and procedure for the HR within
the organization.
 HR professional has the role of providing support and motivation to the human
resource within Iceland supermarket.
5

P2 & M1
A skill audit benefits in order to develop and enhance a set of skills that is necessary for the
individual. With respect to the business organizations like Iceland supermarket audit
benefits in shaping the knowledge, skills in order to increase efficiency and effectiveness of
employees (Mone and London, 2018). Skill audit is also reducing the gap between
employees and organization through providing effective training and development
sessions.
SWOT analysis of Iceland Supermarket
STRENGHT WEAKNESSES OPPORTUNITIES THREATS
The company
provides various
types of frozen
food and
groceries all
around the UK as
well as in some
other countries
(Sanghi, 2016).
The organization
has tough
competitors such
as Tesco
supermarket that
has a strong
customer base.
The company can
use effective
globalization
techniques and
strategies in order
to expand the
business
internationally
effectively.
Intense
competitions and
tough competitors
always possess
threats on a regular
basis.
The company has
over 800
supermarkets in
various locations in
which over 23000
employees work
under it.
Not enough
resources and
experience in order
to expand globally
at once.
The company can
grab the market
share of emerging
countries like Qatar
etc.
Not enough
varieties other than
frozen food can be
a competitive
disadvantage
which possesses a
threat for the
organization
(Serrat, 2017).
Iceland Ineffective global In order to increase
6

supermarket has
an effective online
platform that
provides a good
online shopping
experience for the
customers.
business practice
is considered a
major weakness for
the Iceland
supermarket.
business activities,
a small business
organization can
benefit the Iceland
supermarket.
Iceland
supermarket
considers as one
of the best
supermarket
chains within the
UK and the
goodwill of the
organization
provides trust
and assurance for
its customers
(Taticchi et al.,
2010).
The skill audit of Iceland supermarket
Following are the skill audit of Iceland supermarket:
Awareness in the
Commercial sector
Organizational
Skills
Interpersonal
Skills
Teamwork Skills
Iceland supermarket is
one of the best
supermarket chains in
The human
resource recruit and
select for the
The employees are
good enough to
convey their
The business
supermarket chain
of Iceland
7

the food sector have
very good knowledge
of commercial sectors
and well aware of its
key competitors. Along
with it business has
some good plans for it
and has enough
resources to
implement it
effectively.
business activity are
very talented and
skilled that increase
the effectiveness of
the business
organization as well
as they possess
good IT skills as
well as which is
good for the Iceland
supermarket (Van
Dooren et al., 2015).
thoughts and share
their problems in
order to find
effective solutions
for them. Also, the
management of the
business
organization
provides effective
support to the
employees.
supermarket is very
large in which
23000 employees
working under it.
Team coordination
and working as a
team is very
necessary in order
to provide effective
satisfaction to the
customers. Also, the
communication flow
within the
organization is very
effective and clear
that helps in team
coordination.
Personal Development Plan
With respect to business SWOT analysis and skill, audit business gets the area in that needs
to improve for which personal development plan is created for the employees in order to
increase efficiency and effectiveness.
DEVELOPMENT PLAN IN PERSONAL FOR AN INDIVIDUAL
Name of the
training
Dates Duration Key Learning
Points
Key Benefits
Developing
Communication
skills
5-3-19 2 months Learn effective
communication
in order to
The
communication
helps in
8

provide better
service to
customers and
in the team-
coordination.
understand the
problem well
and provide
customer good
level of
satisfaction.
Developing IT
SKILLS
7-6-19 1 month Enhance IT
skills even
more.
IT skills help
employees in
order to
compete with
the modern
world.
Drafting
contracts of
employment
9-1-19 1 month In order to get
information
about
employment.
The training
helps in the
recruiting
process of
highly skilled
employees.
The professional development plan benefits in enhancing the skills which can increase the
effectiveness and efficiency of the employees as well as for the business organization that
helps in to achieve success.
9

LO2
P3 & M2
Iceland organization should assess the need for learning within an organization in order to
develop skills and knowledge of the individuals. The organization learning and individual
learning both are a very effective way to develop further.
Individual Learning
Individual learning refers to the process in which individual learn through outside sources
such as professional training etc. as well as through past experiences and capacity of
building knowledge through own reflection (Waters et al., 2016).
Organizational Learning
Organizational learning refers to the process in which individual learn through working in
an organization, the challenges individual face, the work that provides learning, etc. also
working as a team also enhance knowledge of employees (Argyris, 2017).
Difference between organizational learning and individual learning
S. No. Organizational learning Individual learning
1. Organizational learning has a wide range of
learning.
Individual learning has a limited
range of learning.
2. Organizational learning focuses on the
collective development of the employees.
Individual learning focuses on
individual development.
3. Organization learning alters the working
environment within the organization.
Individual learning cannot affect
any change within an
organization.
4. The individual is limited within the
organization to learn more other than
learning in an organization.
An individual can learn
internally as well as externally as
they are not bound to learn only
10

through one area.
Development and Training
Development and training are the two most important activity and plays a very critical role
in the growth of the employees within the Iceland supermarket. Training and development
both benefit the individual but have a different process (Armstrong and Taylor, 2014).
Following are the difference between training and development:
Development Training
 Development is the activity that
focuses on the overall growth of the
individual
 Training focuses on the enhancement
of a particular skill.
 Development is the longtime process.  Training is a short time process to
enhance a specific skill.
 An individual can learn through
experience, challenges in order to
develop.
 An individual can get help from
professionals in order to improve
any particular skill.
 Development is growth oriented.  Training is job oriented.
Both training and development ultimately focus on the growth of the individual where
development focuses on the cumulative skills and training focuses on the specific skill
required for the job.
Learning Cycle Theories
Learning cycle theories is significantly helpful in continuous development as it is very
necessary and important to ensure the capability in the profession. Iceland supermarket's
HR professional uses Kolb's learning cycle in order to adopt continuous learning within the
organization (Kolb, 2014). It is very necessary to choose the correct CPD tool as the
11

successful implementation of CPD significantly improve the efficiency and effectiveness of
employees.
Kolb’s learning cycle
Figure 1: Kolb’s Learning Cycle
Source: Kolb, 2014
Kolb’s learning cycle has four stages in which 1st stage is having or doing something and
gaining experience from it, 2nd stage is to reflect on that experience of the working activity
as to how it is done and what is done. The 3rd stage is to assess the work that is completed
and find out any other effective way through which work can be completed effectively and
the last stage is to try out new learning and knowledge in different task to gain the effective
outcome (Kolb, 2014).
12