HR Professional Development and Performance Management at Morrison

This report provides a comprehensive analysis of the skills, knowledge, and behaviors required by HR professionals, using Morrison Supermarket as a case study. It begins by identifying the essential skills, knowledge, and behaviors, followed by a job description and person specification. The report then presents a personal skills audit and a detailed personal development plan to address identified weaknesses. Furthermore, it explores the differences between organizational and individual learning, training, and development, emphasizing the need for continuous learning and professional development. The report also examines how high-performance working contributes to employee engagement and competitive advantage and evaluates different approaches to performance management, demonstrating how they support a high-performance culture and commitment. The report concludes with a summary of key findings and recommendations for HR professionals.

Developing
Individuals, Teams
and Organisations
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................7
M1. Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation..............................................................................................................9
TASK 2..........................................................................................................................................10
P3. Analyse the differences between organisational and individual learning, training and
development...............................................................................................................................10
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................14
M2. Apply learning cycle theories to analyse the importance of implementing continuous
professional development..........................................................................................................14
TASK 3..........................................................................................................................................16
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................16
M3. Analyse the benefits of applying HPW with justifications to a specific organisational
situation......................................................................................................................................17
TASK 4..........................................................................................................................................18
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment...........................18
M4. Critically evaluate the different approaches and make judgements on how effective they
can be to support high performance culture and commitment..................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21
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INTRODUCTION
Development, team and organisational development is an continuous and a very crucial
process which takes place in all different business settings either private or public, small or large
profit and non-profit. Development and change is a importance and regular processes that
flourishes in the company focusing on improvement in knowledge, skills and behaviour of
individuals separating and ultimately of the organisation (Coetzer, Bussin and Geldenhuys,
2017). It is the responsibility of the management for determining and providing appropriate
development opportunities to all the respective individuals present in the company. For
completion of this report Morrison British supermarket Store is selected.
The company was founded in 1899 and considered as the fourth largest supermarket chain
of the United Kingdom headquartered in England, UK. The report technologies professional skill
knowledge and behaviour required by a rational continuing with personal skill audit and creation
of a personal development plan for improvement in the specific areas. Moreover, difference
between organisational and individual learning is identified along with training and development.
Apache this the next part of the report highlights the need for continuous personal and
professional development for an individual and the ways high-performance working can
contribute to skill enhancement of employees and attaining competitive advantage. At last, there
are several approaches enabling performance management and these approaches are discussed in
the report.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
An HR professional or professionals are the individuals who are employed by the company
for advocating both the organisation and employees of it. The HR professional has the
responsibility to establish, maintained, develop and manage all the company’s policies for
ensuring the benefits of both the employer and the workforce in relation with the country labour
laws and best practice. The roles and responsibility of an ideal HR professional makes them
accountable for regularly providing appropriate development opportunities to the individuals and
different things in the company allowing them to enhance their skills knowledge and behaviours.
Also the HR professional plays a vital role in providing job satisfaction and healthy working
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environment to employees leading towards organisational development. Few skills knowledge
and behaviours which are needed to be acquired by the HR professional of a large organisation
that are suitable according to their job roles and preferences of the entity are discussed
underneath.
SKILLS
 Effective communication Skills- Every HR professional hold several responsibilities
and indulges in numerous activities which the workforce and with the top level
management as well. This essential role of there job profile makes it important for HR
professional to hold appropriate communication skills. The age of professional works
fore advocating both the company and the workforce present in it which is another
feature creating need for holding appropriate and effective communication skills.
 Decision making Skills- As discussed and identified that HR professional has the
responsibility for developing maintaining and managing all the company’s policies for
the benefits of both the organization and employees. The decision making skills of an HR
professional is directly referring towards the situations where they are the responsible
party for handling and managing all the crucial areas and the emergency situation
(Waddell and et. al., 2019).
KNOWLEDGE
 Performances Management- The concept of performance management is defined as the
ways a company involves their employees in the operations for increasing the
effectiveness and accomplishing the goals of the organization. as the HR professional
holds the responsibility for developing effective workforce it is there responsibility to
hold appropriate performance management knowledge so that employees efficiency can
be brought out while they are working with the entity.
 Teamwork and Collaboration- HR professionals are always focused towards finding
and creating the best workplace possible for the individuals associated with the company
and responsible for execute in all the strategic plans for attainment of organizational
goals. This makes it is very important for an HR professional to hold appropriate
knowledge about separate teamwork and collaboration techniques for building
cooperative and collaborative teams with members who believe in the mission and vision
of the entity.
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BEHAVIOURS
 Transparency and Trustworthiness- HR professionals all the individuals who leads the
workforce and to whom employees turn for or several aspects such as “how we do things
around here”. They are also the individuals who play the role of a confidant for
employees to whom they can approach for or any issues they are facing with others in the
organization or in the personal lives. Therefore it is expected from in HR professional to
perform their activities and job roles with professionalism and fair practices and making
the transparency and trustworthiness an important behaviour for HR professionals to
hold.
 Purpose oriented- As there are several departments in a company holding separate
leaders the same way HR department is also present in an organization holding different
HR professionals. As the Human resource Department and professional working in it are
essential for the entity it is also essential that they fully understand the purpose of the
business and it is not just enough to understand the purpose but also to work accordingly
possessing behavior of purpose oriented individuals and working in the benefit of the
firm (Santos, Goldman and De Souza, 2015).
JOB DESCRIPTION
JOB DESCRIPTION
Job title: HR Professional
Department: HR Department
Job summary- The human resource specialist and professional is responsible for numerous tasks
out of which vital are to recruiting, screening, interview in and pleasing people in the
organisation at the right place, on the right time. They are also required to handle employee
relations, payroll, training and development of individuals and benefits of employer and
employee both.
Duties and Responsibilities
 Overseeing recruitment and hiring processes.
 Hiring and referring qualified candidates.
 Conducting employee orientations.
 Processing paper works of the workforce.
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 Keeping people informed and orienting new applicants about job details and their related
benefits.
 Conducting interviewing activities.
 Consulting with individuals for identifying needs and preferred qualification.
Qualification and Skills
 Planning and coordinating abilities.
 Knowledge of employment law.
 Effective communication and decision making abilities.
 Behavioural knowledge.
PERSON SPECIFICATION
PERSON SPECIFICATION
Job Title: HR Professional
Reporting To: Human Resource Department
Qualifications
Essential:
 Bachelor in HR studies and Management.
 At least one year experience in Human Resource Management.
 Experience of using a variety of selection methods and assessment tools.
Desirable:
 Post graduation and qualification in Human Resource Management, employee relation,
organizational behaviour, learning and development and other disciplines relevant to
the specific post.
 Membership in a nationally recognized professional human resource body.
 Experience of working with an international organization.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
SWOT Analysis
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STRENGTHS WEANKESSES
 As an HR professional my decision
making skills is my biggest strength as
I am a rapid decision maker which are
effective as well.
 Along with 8 Mai performance
management knowledge and
transparent behaviour are another
strong areas.
 Weakness which I hold as an HR
professional is lack of communication
abilities which hinders my performance
standards as a motivator and guide.
 Moreover, I also like purpose oriented
behaviour which sometimes keeps me e
away from my goals and purposes.
OPPORTUNITIES THREATS
 The opportunity which I hold is to
improve my weaknesses and change
them into my strengths. In order to do
so there are several resources available
which are useful for me for developing
better effective communication abilities
and purpose oriented behaviour which
will lead me towards higher position in
my organisation.
 A very common threat which is
available for me as an HR professional
is the competition level that is regularly
increasing and aggressively becoming
higher in number.
A personal development plan is also prepared highlighting the actions I need to undertake
with the help of appropriate resources for enhancing the skills knowledge and behaviours where I
lack (Green, 2016).
PERSONAL DEVELOPMENT PLAN (PDP)
SKILL/
KNOWLEDGE/
BEHAVIOUR
WHAT DO I
HAVE TO DO?
WHAT
SUPPORT
AND
RESOURCES
WILL NEED?
HOW WILL I
MEASURE
SUCCESS?
TARGET
DATE FOE
REVIEW
Effective Participate in and The resources The success 8-10 months
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Communication
Skills
complete the
essential courses
and trainings
provided for
effective
communication
skills.
which are
available to me
for acquiring
effective
communication
skill as nature
professional are
different training
and development
programmes.
criteria for
identifying the
improvement in
my
communication
abilities is the
feedback and
responses I
received from
my colleague and
superiors (French
and Rees, 2016).
Teamwork and
Collaboration
Knowledge
Understand the
importance and
requirement of
team working
and collaborative
knowledge as an
HR professional
for working in
my desired
organisation.
There are several
journals and
books provided
by experts who
can be proven
useful for me for
developing and
enhancing the
knowledge about
teamwork and
collaboration as
an HR
professional.
The measuring
my knowledge in
relation with
teamwork and
collaborative
activities is the
feedback from
peer or other
team members
received while
performing the
task.
6-8 months
Purpose
Oriented
Behaviour
For developing
the behaviour of
purpose oriented
HR professional
it is very
The resources
which are
available are the
annual reports of
the organisation
For measuring
the success about
my enhancement
in purpose
oriented
12 months
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important for me
to understand the
vision, mission
and values of my
workplace and
the company.
where updated
and prescribed
vision, mission
and values
statements are
provided by the
top level
management.
behaviour is the
practices which I
undertake and
the decisions I
make as an HR
professional of
my entity.
M1. Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
In relation with the above analysis conducted about the skill knowledge and behaviours
required by an HR professional this section of the report focus is over completing a personal skill
audit ask me as a HR professional.
SKILL AUDIT
SKILL/
KNOWLEDGE/
BEHAVIOUR
1 2 3 4 5
Effective
Communication
Skills
*
Decision Making
Skills
*
Performance
Management
Knowledge
*
Teamwork and
Collaboration
Knowledge
*
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Transparency and
Trustworthiness
Behaviour
*
Purpose Oriented
Behaviour
*
(1 means least competent and 5 means most competent)
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development.
Morrison’s is a supermarkets an organization which was founded in 1899 headquartered in
England answers to the people of the United Kingdom hundreds of stores and supermarkets
opened different locations. The company is known as the fourth largest supermarket store that is
been operated in United Kingdom serving millions of people on the daily basis offering them
food and beverages, clothing, magazines, books and grocery products. The company has around
110,000 numbers of employees belonging to separate supermarket store in separate locations
around United Kingdom. The concepts of organizational an individual learning is very essential
and plays a vital role for Morrison’s providing it an opportunity to perform diversification by
integrating its action with the current market conditions and requirements (Prades and et. al.,
2015).
DIFFERENCE BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING
BASIS ORGANISATIONAL
LEARNING
INDIVIDUAL LEARNING
Meaning This is a process by which a
Morrison undertakes
improvement actions for
revising itself over the period
of time with the help of
gaining experiences and using
Individual learning is the
referred as a process that
involves change in a person's
behaviour and their
knowledge. Individual
learning determines the
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the past knowledge and
experiences to develop new
ones. It is an important
concept as the creation
retention and transfer of
knowledge within the
company and its structure will
strengthen it as a whole body.
difference that took place in
the Employees from the first
moment to another.
Individual learning provides
the personnel an appropriate
chance to learn new
information gain better skills
and knowledge and develop
new strategies for
differentiating themselves
from others.
Time Frame Organizational learning is a
process which is conducted
for a specific timeline
according to a specific time
table and it is the choice of
Morrison to select the
materials of their learnings
according to the necessity and
requirements (Costa, Fulmer
and Anderson, 2018).
On the other hand individual
learning is a continuous
process which cannot be
prescribed in a particular time
frame because of its nature
and the needs of the
individuals which is dynamic
and frequently changes.
Organizational and individual learning are the two concepts which are helpful and
beneficial for both the workforce which are associated with Morrison’s and for the company as
well. training and development activities and sessions are the main tools through which
organizational and individual learning processes are conducted in Morrison and in other business
entities.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
BASIS TRAINING DEVELOPMENT
Meaning Training is a learning process Development is basically
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which is provided and
conducted for employees
providing them an opportunity
to develop their skills
competencies and knowledge
according to the job
requirements and the duties
they are responsible for while
working in Morrison.
educational process which is
converted into educational
sessions and provided to
individuals concerning their
overall growth as an employee
and as a professional.
Development practices and
seminars the not just improve
the short term liabilities of the
individuals but also enhances
their personal competencies.
Focus Training activities and
sessions which are provided
by Morrison to the workforce
is a focused over the present
skill development of
employees. The training
sessions are prescribed to a
particular project and for
development of a particular
competency.
On the other hand the
development programs which
are conducted for the
personnel’s are concentrated
and aims towards future of a
individual for improving and
improvising their evil it is
which is helpful for them in
future as well as in present
(Bai and Ciacci, 2017).
Objective The main motive and
objective of providing training
sessions to employees in order
to improve their skills and
abilities is to improvise the
word for misses of the
workforce present in
Morrison. Training sessions
are job oriented and focuses
On the other hand the
development programs which
are conducted by HR
professional of Morrison in
favor of employees is to
prepare them for future
challenges and goals of the
entity. Development programs
allows the individual to also
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