HR Professional Development: Asda Company Skills and Training Report

This report provides a comprehensive analysis of HR development within the context of Asda company. It begins by identifying the essential knowledge, skills, and behaviors required by HR professionals, followed by a personal skill audit for employees. The report then details the creation of a professional development plan for an HR officer, Jane Cambridge, outlining learning objectives and opportunities for skill enhancement. Furthermore, it analyzes the differences between organizational and individual learning, training, and development, emphasizing the importance of continuous learning for sustainable business performance. The report also examines the contribution of high-performance working to employee engagement and competitive advantage, along with various approaches to performance management, supported by examples. The report concludes with insights into HR strategies for individual, team, and organizational growth.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANIZATION

Table of Contents
INTRODUCTION...........................................................................................................................1
Section 1...........................................................................................................................................1
A.) Knowledge, skills and behaviours that are required by HR professional across the
department...................................................................................................................................1
b.) Personal skill audit for an employees....................................................................................2
C.) Creating a professional development plan for Jane Cambridge in her HR officer role. ......4
d.) Analyse different between organisational and individual learning, training and
development................................................................................................................................5
e.) The need for continuous learning and professional development to drive sustainable
business performance..................................................................................................................7
Section 2...........................................................................................................................................8
1.) The way high performance working contributes to employees engagement and competitive
advantage ....................................................................................................................................8
2. Different approaches to performance management with example..........................................9
Conclusion.....................................................................................................................................10

INTRODUCTION
Development of individual, teams and organisation is important in respect to improve
performance and provide them capabilities for accomplishing success. For performing different
types of task within an organisation it is important to develop some knowledge and skills. The
present report is based on Asda company which is one of the leading company and expanding
business in different geographical area. In this study employees knowledge, skills, and
behaviours is required by HR professional is analysed. Along with this, different approaches to
performance management with the use of specific example is evaluated. Apart from this, the
difference between organisational and individual learning training and development.
Section 1
A.) Knowledge, skills and behaviours that are required by HR professional across the
department.
HR is the backbone of the organisation it is very important for the person who under
taking this responsibility to control the organisation environment positively and maintain good
relation with the other employee (McDermott, Conway and Flood, 2013). What is the skills that
HR. required in the organisation behaviour towards company goals positive attitude good
communication skills, confident nature, ready to take uncertain problems identify good
employees for the company so that talented group of people give the best output to the company.
HR. should have good decision making power in context of organisation. Excellent Teamwork
trustworthy with the employee and diplomatic. A good HR. of the company protects employees
from negative environment. HR. manager should connect people by making different office
activities so that employees feel motivated and happy with the environment of the company As a
HR. in ABC company my role is to get connected with everyone and listen their problems and
make good way of working and also arrange training and development program for those
employees who suffer from ineffective working (Laudon and Laudon, 2016). Arrange group
activities. Take suggestion from employees give them motivation to work HR. is the person who
take responsibilities of employees and take best step for them like preparing staff handbook.
Resolve the issues of employees analysing training needs with the mangers give promotion to
talented employees.
Knowledge: It is very important to have knowledge to create new ideas and strategies for
employees benefit in the organisation. New beneficial techniques. Knowledge gives strength to
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work more efficiently. As a HR. of ABC company it is very essential to use your theoretical
knowledge into practical knowledge (Podgórski, 2015). For example few employees are not
happy with their work and wants to leave the company. In that situation company HR. has the
responsibility to take step to remove this problem and apply some motivational theories of
Maslow's need hierarchy theory, Hezberg's Motivation Hygiene theory, McClelland Need
Theory by these theories' employee get free relaxed and then concentrate on their work.
Behaviour : Behaviour is the feature by which you can make friends and loose the
friends as well so it is very important as a HR. that your Behaviour is responsible for your work.
And it is crucial for the person who is responsible for the employees benefits (Devarajan,
Maheshwari and Vohra, 2016). HR. of the company should know the needs and wants of the
employees and take care of their benefits HR. behaviour is always positive towards company and
its employees as well so that employees doesn't feel discomfort and always happy with the
company HR. is also helps to maintain quality and talented employees in the organisation.
Skills: In an organisation there are different types of skill which HR is required in
respect to accomplish its work and carry out with responsibility (Ates, Garengo and Bititci,
2013). Some of the skills which are important while working as HR officer are communication
skill, decision making skill, problem solving skill, IT skills etc.
b.) Personal skill audit for an employees
Skill audit: A skill audit is important process for measuring and recording the skill of an
individual or group. In an organisation skill audit is conducted so that skills and knowledge of
employees can be identified and provide them training accordingly (Buckingham and Goodall,
2015). It is important so that employees can work effectively within an organisation in respect to
accomplish goals and objectives
TESCO. Analysis of personal skills audit have been accomplished below in the table.
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Present level of skills Very good Good Average Little or No
experience
Information Technology
 Use Microsoft Office
 Word
 Use Excel spreadsheet
 Use a Database
 Use specialist HR
 software
 Use the internet
 Use e-mail
 Use PowerPoint
√
√
√
Communication Skills
Drafting contracts of
 employment
 Taking notes of
 disciplinary hearings
√
√
√
√
√
√
√
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 Write reports
 Produce material to
 support presentations
 Delivering a training
 session
 Resolving
 disputes/complaints
 Interviewing
 Advising on HR issues
√
√
√
√
√
Problem solving skills
 Make good use of
 verbal reasoning skills,
 able to handle complex
 data and make
 selective use of
 information
√
√
√
√
√
√
√
√
√
√
√
√
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 Explore more than one
 solution in 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 to 3 months
√
3 months
How many
people have
you managed
at any one
time?
None 1 to 5
√
Above 5
Training needs of James Cambridge which need to improve is communication skills, IT skills,
problem solving skills and decision making skills.
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C.) Creating a professional development plan for Jane Cambridge in her HR officer role.
Professional development plan is the formal means through which an individual working
with a supervisor, mentor, and teacher sets strategies and goals and outcomes of learning and
training (Devarajan, Maheshwari and Vohra, 2016). The professional plan is important because it
helps in analysing the skills which are weak and need to improve so that it make easy to work in
an organisation.
Related stakeholders can be met.
In respect to improve skills and abilities for the it is important to prepare professional
development plan.
Sr.
no.
Learning objective Target
proficiency of
target
1= weak
5= strong
Opportunities
availed for
development
Success
criteria
Time
span
(Weeks)
Resources
1 Leadership skills 3 It can be
improve by
following the
supervisor
Analyse
through
employees
performance
2 Human
resources
2 Communication skill 4 Can be improve
through
attending
seminar,
lecturer.
It can be
measure by
taking
feedback
from the
employees,
3 Seminar
3 Decision making
skills
3 This can be
improve by
taking short
This can be
measure by
seeing the
1
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decision of day
to day life.
effectiveness
of my
decision .
4 IT skills 2 This can be
improved with
training and
development
program
This can be
measure by
using new
technologies
within the
organisation
4 Training
and
developm
ent
program
5 Problem solving skills 3 This can be
improved with
problem solving
skills such as
solving short
issues of
employees
It can be
measure
through
analysing the
satisfaction
level of
employees
3 Human
resources
From the above professional development plan it can be stated that HR can improve its
IT skills through undertaking the training and development session. This help in increasing
knowledge related to new IT skill such as MS excel, software etc. further communication skill
can be improved with the help of lecturer and presentation which help in communicating
effectively within an organisation.
d.) Analyse different between organisational and individual learning, training and development
Learning is the process in which human keep learn new things from around the
environment (Jain and Gautam, 2016). And apply that learning into practical knowledge. In other
words we can say that inclusive learning is also a part of learning in which students learn the way
of how to perform things better to find positive result. Inclusive learning means which is based
on facts. In which students feel equal values.
Training and development is the crucial part of the company. Which is happens on the
basis of need.
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Peter Drunker said that training and development process always replace industries
workers with knowledge workers. And give talented employees to the company. Training and
Development is the process in which employees learn new way of working and use of various
other II techniques which reduces time cost and give fast output. In this process many employees
of the organisation learn different new methods of organisation (Kaplan and Norton, 2013). By
this process employees get motivated and feel more knowledgable in the organisation. When
new employees join the organisation they don't aware about the environment of the company and
about its work as well so that HR. manger of the company arrange Training and development
camp for the new employees. And for those employees whose working performance is very
slow.
Training
 Training is the process in which
employees enhance their skills and
knowledge in one step up. And improve
their competence as per the job
requirement.
 It is a short term process.
 Training is focus on present
requirement.
 Training is given by trainer.
 The main objective of training is to
prepare employees performance.
Development
 Development is the growth of the
employee through which they get the
best opportunities in the future.
 It is a long term process.
 Development is focus on future
requirements.
 Development is coming by itself.
 The main objective of development is
to prepare employees for future.
In the organisation there are two learnings organisation learning and individual learning.
Organisation learning is the process in which they learn from the environment from the
employees
On the other side there is individual learning which is depends on individual; person how
they learn from itself they motivate itself to work positively and make itself motivated always.
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Asda is the top retail company in UK in this company training and Development of the
employees are depended upon the basis of requirement like how to serve the products to the
customer how to promote the products in better manner (Grohar-Murray, DiCroce and Langan,
2016). In the organisation there is a two training is occurred formal and informal training.
Formal training is always performed in organised way and informal training is never well-
organised. Formal learning has always one objective to achieve which is prepared by trainers. On
he other side there is informal learning it involves flexibility to work without any restriction
learning is always implemented in practical manner while the employees done.
Organisation learning
The main reason for this learning is to accomplish the potential skills and abilities. In an
organisation there are different skills which need to develop for this purpose such as to
accomplish the goals, to make decision etc. Skills can be improved through training programs
and activities within an organisation
GAP analysis identify the gap between actual performance out of desired performance.
GAP is a formal study which tells the future wants.
e.) The need for continuous learning and professional development to drive sustainable business
performance
Continuous learning:
Continuous learning is known as the ongoing process of development of skills and
abilities and knowledges for different reason such as for working at job, etc.
Professional development:
The professional development is the development of set of skills which are required within an
organisation for accomplishing success within the organisation .
Professional development and continuous learning can contribute to organisation
performance. It is true because at the time of working in an organisation there are different sets
of skills which are required in order to complete the task (Approaches for measuring
performance of employees, 2017). Due to lack of skills sometime it becomes difficult to
complete the simple task on time which lead to increase the chances of wastage of time. For
example, at the Asda if new technology is introduced then it is important for the firm to provide
training to employees so that they can use the new technology for working. Therefore, it can be
stated that continuous learning and professional development contribute to organisation
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performance. For example if skills of employees is improved then it helps company in increasing
the productivity. It is so because employees work hard which lead to improve the performance
and enhance the productivity (Yadav and Dabhade, 2013). Further if employees are highly
skilled then they can easily sale company products and services which increase profitability.
Hence, Asda company need to undertake learning and development.
Further, through the use of different theories such as Honey and Mumford, Kolb's
learning theory it shows that continuous learning. In Honey and Mumford there are four types of
learning style that is activist, theorist, pragmatist and reflectors (Shi, Abdelwahed and Amgai,
2015). This all types shows the different ways an individual use for improving their learning
such as activist learn by doing as then want there hands filthy. In this their learning activities are
problem solving, brain storming etc. like this other have different ways of learning.
Section 2
1.) The way high performance working contributes to employees engagement and competitive
advantage
High performance working:
In general approach to manage organisation that aims to stimulate more effective
involvement and commitment in respect to accomplish the high performance working
(Podgórski, 2015).
Characteristics
High performance working system is the known as internally consistent and effective
HRM system which mostly focused on solving the operational problems (Buckingham and
Goodall, 2015). High performance working system bring the people together to work hard and
accomplish the task on time. Its try to bring employees, technology and information together so
that performance can be increased and employees work effectively.
Employees engagement:
Employee engagement is the extent employees feel passionate related to their jobs and
committed toward their firms. Further they put efforts for accomplishing the task on time.
Benefit of High performance working on organisation in terms of
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