HR Development: Teams, Individuals, and Organizations at Tesco, UK

This report analyzes the knowledge, skills, and behaviors required by HR professionals, focusing on Tesco. It includes a skills audit and professional development plan for an HR officer, examining individual and organizational learning, training, and development. The report also explores the role of high-performance working in employee engagement and competitive advantage, evaluating different approaches to performance management and their support for a high-performance culture. The importance of continuous learning and professional development in driving sustainable business performance is emphasized, providing a comprehensive overview of HR practices within the context of Tesco.

Unit 5
Developing teams, individuals and organizations
1

Contents
Introduction....................................................................................................................................3
Section 1..........................................................................................................................................4
LO1: Analyze employee knowledge, skills and behaviors required by HR professionals......4
P1: (a) Determine appropriate knowledge, skills and behaviors (KSB) that are required
by HR professionals across the department............................................................................4
P2 (b) Analyses of a completed personal skills audit for an employee: Jane Cambridge
and identification of training and development needs considering the knowledge, skills
and behaviors..............................................................................................................................7
P2 (C) A professional development plan for Jane Cambridge in her HR Officer role.....10
P3 (d) Analyze the difference between organizational and individual learning, training
and development......................................................................................................................12
P4 (e) Analyze the need for continuous learning and professional development to drive
sustainable business performance..........................................................................................14
LO3 Apply knowledge and understanding to the ways in which high-performance working
(HPW) contributes to employee engagement and competitive advantage.............................15
P5) How HPW contributes to employee engagement and competitive advantage within a
specific organizational situation.............................................................................................15
P6) Evaluate different approaches to performance management and using specific
examples showing how they support high-performance culture and commitment...........17
Conclusion....................................................................................................................................20
References.....................................................................................................................................21
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Introduction
The main aim of this report is to support individuals in providing opportunity in order to
understand that developing skills and knowledge for achieving great performance is considered
as the act of cross-association. The chosen organization in his report is ‘Tesco’, a supermarket
chain in the UK. The analysis will be made regarding own professional development and is
considered as the major source for enhancing the performance of the organization as well as a
team. Awareness will also be examined in relation to learning that takes place and the needs of
developments are in link with interventions of learning which aims to support the strategy of an
association. At the end of this report, the analysis will be made regarding the contribution of high
performance working in competitive advantage and employee engagement in addition with an
assessment of ways in which effective communication, performance management, and
collaborative working assist in high-performance commitment and culture.
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Section 1
LO1: Analyze employee knowledge, skills and behaviors required by HR professionals
P1: (a) Determine appropriate knowledge, skills and behaviors (KSB) that are required by
HR professionals across the department.
Human resource professionals have to wear different hats at different times. Their roles and
responsibilities vary from the organization to organization. Considering the role in a certain
department, the following knowledge, skills, behavioral attributes are required by the Human
resource professionals:
(Figure 1: HR)
(Source: wordpress.com, 2014)
 Communication: The proper flow of information is necessary for smoothly running of
Tesco. Proper communication and effective message sending and interpretation of the
message conveyed by the management are necessary for effective working.
 Teamwork: the main skill required by the HR professionals in Tesco is to have a
common initiative and promote teamwork. The feeling of teamwork helps in gaining
optimal utilization of resources and attainment of Tesco goals.
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 Decision making: The main or the most prominent skill required by a HR professional is
prompt decision making .right decision at right time helps in overcoming the
uncertainties and insuring attainment of goals and objectives.
 Adaptability: The HR professional must possess the skill of great adaptability and the
high degree of elasticity. Adaptability to the changing environment helps in maintaining
the flexibility in Tesco which helps in overcoming the stagnant situations.
 Reliability: The degree of dependents on a person can be said as the reliability. The more
the person is reliable the more are the trust and the accountability.
 Motivation: The HR person must showcase the competency of motivation employees.
To get the work done by the others, it is necessary to keep them motivated and energized
as the routine works can be boredom for the employees.
 Problem solving: Uncertainties and risk are the part of every business organization. It
can be minimized by opting for optimal solution for it. Analytical problem solving is
required to overcome the situations of problems.
 Stress tolerance: Due to the increase in number of conflicts in an organization stress can
be a big problem. The HR person have to be trained enough to tolerate that stress in the
working place. He must found solutions to overcome this problem.
 Work standards: Working standards have to be maintained by the HR personnel. It is
their duty and responsibility to maintain and check the working standards in Tesco.
 Integrity: There must be integrity and cooperation among the employees of Tesco and it
must be checked by the HR professional.
 Initiative: The leader must lead from the front. The HR must take the initiative to
encourage the employees to innovate and think out of the box to enhance creativity.
 Grievances solving
5

o
(Figure2: Grievances solving)
(Source: By author)
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Individuals Teams Organisation

P2 (b) Analyses of a completed personal skills audit for an employee: Jane Cambridge and
identification of training and development needs considering the knowledge, skills and
behaviors.
According to the personal skill audit of Jane Cambridge, it can be said that the HR officer
requires training and development programs on different fronts. It can be said that the Jane
Cambridge needs training in the following:
 Computer handling
 Initiative
 Team management
 Grievances handling
 Communication
 Work standards
 Decision making
 Adaptability
 Computer handling
From the personal skill audit, one can easily find that the HR office needs to improve her
computer handing skills as Tesco being a multi-level organization deals massively on computers
and the employees have to be par the extraordinary efforts (Duke human resources, 2017).
 Initiative
The human resource officer must develop more skills in this area. Human resource officer must
take initiative in involving herself in more team work practices which can help her in developing
the competencies required by the Tesco.
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 Grievances handling
From the above audit it is clear that human resource officer is having ordinary skills in handling
and solving the person’s issues. For overcoming this problem, an in-depth stimulation techniques
and trainings can be used.
 Communication
Human resource officer is showing ordinary communication skills and it must be increased to
extraordinary levels. More presentation works can be given to her so that it will outperform the
issue (Duke human resources, 2017).
 Work standards
To improve this skill, human resource officer must or have to go through the CRTs and other HR
trainings available for ensuring work standards.
 Decision making
Training on problem analysis must be provided so that it can improve her decision making skills.
 Adaptability
To improve the degree of adaptability, there must be induction trainings provided to Jane.
Kolb’s learning cycle
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(Figure 3: Kolb’s learning cycle)
(Source: simply psychology, 2017)
It was a learning cycle theory developed by David Kolb in 1984. In this theory, he tried to
emphasize on the need of continuous development and learning. It provided a pathway to
professional development plan. He observed five stages of skill growth namely concrete
experience, reflective observation which one gains through observation, active experimentation
and abstract conceptualization.
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P2 (C) a professional development plan for Jane Cambridge in her HR Officer role.
Time
alloted
Activities Action Measurement
3 Months The development must be done
in increasing communication
skills.
Classes must be taken to
improve upon the
communication.
By taking training
communication can be
increased and measured.
6 Months Learning third language as
French
Professional classes must be
taken to learn French.
By taking classes and
teaching to students.
 The above mentioned professional development is constructed for Jane Cambridge. There
is a prescribed time limit of 1-2 years in which Jane will be taught the crucial skills which
are required for her as well as for the company.
 Second timeline that is of 2-3 years, in this period human resource officer will be adding
on the new skills which are required for her personal career development. During this
period human resource officer will grab the additional skills that will help her in her
career as well as per professional life (Duke human resources, 2017).
 In third timeline that is of 3-5 years, human resource officer will successfully all the
skills, which human resource officer got in first three years of personal development
program. After this, human resource officer doesn’t require any sort of special training as
pert the requirements of Tesco.
 Professional development plans helps a candidate in developing a blueprint for his/her
career objectives and goals. It has a specified time limit and a set of goals and objectives
which one wishes to achieve.
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 Continuous learning and development is the essence of a professional career. It is
necessary to continue the process and practices of learning as it helps in gaining new
knowledge and skill all the time.
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P3 (d) Analyze the difference between organizational and individual learning, training and
development.
Difference between organizational learning and individual learning:
Organizational learning Individual learning
 In organizational learning, the learning
programs are done by the organization
itself.
 It is developed by the organization.
 It covers a group of people.
 It is more time consuming in nature.
 It involves high cost.
 It is done for a specified period of time.
 In individual learning, the learning
programs are done by the individuals.
 It is developed by the individual.
 It covers a single individual.
 It is less time consuming in nature.
 It involves low cost.
 It is an ongoing process and can last for
a long time.
The above mentioned table shows a clear distinction between individual learning and
organizational learning. Here, it is quite clear that organizational as well as the individual
learning plays great role in development of an individual. At organizational level of learning, the
individual learns team spirit, cooperation, stress tolerance etc. (Gamelearn, 2017).
On the other hand, individual learning is done on the individual part. It is the self-learning where
one learns to know his/her strengths, weakness and other factors that might not be known to him.
It provides time to heal and know oneself.
Difference between training and development:
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