Tesco: HR Skills, Development, and Performance Management Report

This report analyzes the critical knowledge, skills, and behaviors required of HR professionals, focusing on the context of Tesco. It explores the importance of professional development plans, distinguishing between organizational and individual learning, and highlighting the need for continuous learning to drive sustainable business performance. The report examines the contributions of High-Performance Work (HPW) systems to employee engagement and competitive advantage. It also discusses various performance management approaches, providing examples of how they support a high-performance culture and employee commitment within Tesco. The report emphasizes the need for HR professionals to possess strong decision-making, management, communication, problem-solving, and IT skills, along with ethical behavior and a commitment to treating all employees equally. Personal skill audits are discussed as essential tools for identifying skill gaps and facilitating targeted training and development programs. The report concludes by underscoring the crucial role of HR in fostering a positive and productive work environment.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Knowledge, skills and behaviours (KSB) that are required by HR professionals............1
P2 Professional development plan..........................................................................................3
P3 Differences among organisational and individual learning; training and development....7
P4 Need for continuous learning and professional development...........................................9
Section 2.........................................................................................................................................10
P5 How HPW contributes to employee engagement and competitive advantage ...............10
P6 Different approaches to performance management and using specific examples showing
how they support high performance culture and commitment.............................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In every organisation, development is necessary whether it is in business or in staff
members. It is regarded to be most necessary because it aids in bringing the change in vale,
practices and culture. If firm is not able to focus in developing itself then it will not enhance its
market share. Basically, development of an individual is based on employees but development of
a team is based on managers. In context of making an effective team, company should conduct
the training and development programmes (Blandford, 2012). If teams are developed in proper
manner then it will contribute towards development of an organisation. This present report is
based on Tesco company and it Was established in year 1919. It deals in providing books,
clothing, grocery items, internet and many others. Under this mention report will be discussed
about appropriate behaviours, knowledge and skills which are needed through HR professionals
across departments. Need for the continuous professional development and learning to drive the
sustainable business performance will be mention in given report. There will be discussion about
the contribution of HPW to employee engagement as well as competitive benefits in particular
situation.
SECTION 1
P1 Knowledge, skills and behaviours (KSB) that are required by HR professionals
In this modern era, HR professional is regarded as most necessary element in business.
Their main work is to hire employees, provide them training, enhance motivation, manage
activities etc. On the other hand, HR professional is a main reason behind enhancing productivity
of business. They are regarded as leaders because they give guidance to staff members so that
they can work in right manner. Tesco company want that its employees should be effective and
also should be capable in attaining the better results. The HR manager of Tesco implement the
policies at workplace which are developed through top management (Boud and Brew, 2013).
They manage work of the staff members and develop the better culture inside an organisation.
The knowledge, skills and behaviour of HR professionals in Tesco mention below:
SKILLS OF HR PROFESSIONAL: -
Decision making skills- Decision making is an act of selecting among two or more than
two action courses. It is necessary that HR professional should have the decision making skills so
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that it can make effective decisions in favour of company as well as employees. Decisions of HR
professional should be fair and strong.
Management and leadership skills – Under this, management skills overlap with the
leadership because both include in decision making, communication, time management, problem
solving etc. In Tesco company, HR professional is having all these qualities and leaders manage
the team through these qualities in an effective manner (Bolden, 2016).
Communication skills- Communication is an ability to share or convey ideas and
feeling. It is most necessary skill that should be in HR professional because through this, HR of
Tesco can interact with its employees in positive way and take their opinions about any specific
area. It will motivate the employees and they will work towards attaining aim of Tesco.
Problem solving skill- It is an ability of HR professionals to solve any issue in a
significant manner without impediments. If Tesco firm wants to enhance its productivity, then it
is necessary that all staff members should be work together in a team. It is essential that HR
professional should have better problem solving skills to resolve issue which are among
employers at work place. The conflicts develop negative impact on productivity so by provide
them better solution or resolve conflict, manager can develop the positive working environment.
IT skills- It is necessary that HR professional should have better knowledge about the IT.
It should have better knowledge about the tools and techniques related with technology. Under
this, capacity and ability which acquired by systematic, sustained and deliberate effort to carry
out activities in smooth manner by including technical skills or ideas.
BEHAVIOR OF HR PROFESSIONAL:-
Accountable – It is necessary that HR professional should be accountable and it should
have ability to take responsibilities about actions and commitment to complete work in an
effective as well as ethical manner.
Ethical behaviour- It is essential that HR professional should be ethical and perform the
business activities by following all values, principles and ethics. It should motivate the
employees to work in an ethical manner or by following all ethical consideration (Carlopio and
et. al., 2012).
Treat equally- It is a main behaviour which HR professional should have. It is important
for the HR professional to treat all employees equally and keep the same behaviour with all. It is
an effective way to enhance motivation of employees. At the time of implementing any policy at
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workplace, HR professional should including all employees and also aware them about the plan
or policy for their better understanding.
KNOWLEDGE OF HR PROFESSIONAL -
Knowledge of Best practices – The HR professional should have better knowledge
about the best practices which are performed through Human Resource department. The HR
practices are training and development, learning, career planning, performance management and
many others.
Knowledge of legislations- Legislation is a main part of business because it is necessary
for the manager to conduct all activities or business operations of Tesco by following all rules
and laws (Chiocchio and et. al., 2012). Different legislations are health and safety act, equal
employment, wages etc. Through all these legislation, relationship between managers and
employees will be strong at workplace.
Administration and Management– In this, it is essential for the Human Resource
professional to have significant and better knowledge about the management as well as business.
This person should be aware about the roles and responsibilities of management at workplace. It
will help for HR professional in planning, allocation of resources and many others.
P2 Professional development plan
Skill audit refers to process for analysing and recording skills of a group or a person. Its
main aim is to conduct the skill audit in company to determine the needed skills and knowledge.
In personal skill audit, an individual can analyse its skills. It is a process for analysis and
recording skills of a person or a group. A personal skill audit is more effective for a person to
determine strengths and requirements of employees in order to develop the positive working
environment, In Tesco business firm, skill audit is common and it is helpful in knowing skills
and capabilities of staff members (Erez and et. al., 2013). The personal skill audit is conducted
through HR professional because it knowns knowledge and capabilities of employees in better
manner.
The personal skill audit is helpful in identify the skill gaps in staff members. After
knowing the weakness and strength of all employees, manager of Tesco company will conduct
the training and development programme for development of staff members. It will be better for
employees as well as firm to overcome from weaknesses and enhance productivity. The personal
skill audit is mention below:
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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 ✔
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 ✔
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use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
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
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
Requirements Personal
Audit
Rating
(Scale 0-10)
GAP Remedial
Actions/Strategy
Deadline for
remedial
actions
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Problem Solving 4 I did not get any
chance to solve issues
which are concerned
with business.
I need read books
related of problem
solving and read case
studies to make
improvement in my
skill.
30 to 45 days
Communication 6 Because of lack
confidence and
nervousness, I was not
able to communicate
well.
I should develop my
confidence by
participating in
various activities
like debate, seminars
etc.
25 Months
Decision Making 5 I am not able to take
any decisions instantly
because of having lack
of knowledge.
I need to improve
my skills through
reading books and
try to take quick
decisions in positive
manner.
30 Months
Management
and leadership
skills
6 I am not able to
manage large number
of employees at same
time.
By using appropriate
management and
leadership styles to
manage worker's and
organisational
activities.
25 days
IT skills 3 I do not have proper
knowledge about
software.
For improve this
skill, I will update
about the software
and will get proper
knowledge.
20 days
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Professional development plan refers to the formal means through which a person
working with supervisor or manager in order to set strategies, outcomes and goals of training as
well as learning. On the other hand, this action plan is depending on performance, achievement
and learning of individuals to plan for its professional and personal development. In Tesco, HR
professional developed the personal development plan (Griffin and Care, 2014). It is necessary
that plan should clearly explain the activities, time period and outcomes for meeting defined
aims with in set period of time. Under this, learning activities may consists informal and formal
training, meeting, seminars etc. in regards to develop new capabilities to meet career objective.
With the help of developing the professional development plan, strength and weaknesses of
employees or manager can be determined in a detailed manner.
In order to identify my own skill, Personal skill audit is mention below:
Strengths- My strength is communication skill and I can communicate with employees
in better manner.
Weaknesses- My weaknesses are Information technology and problem solving skill.
After determining all weaknesses and in order to overcome from them, there is Personal
Development Plan mention below:
A professional Development plan for HR professional of TESCO is as follows:-
Name Jane Cambridge
Specific Measurable Attainable Relevant Timely
Develop
ment
Area 1
IT skills
I want to
improve my
Excel
spread sheet
and use data
base .
After learning
skills, I will
able to use the
data base and
operate MS
excel.
Yes it is
attainable
for me.
This skills
will helpful
for me in
attain goals
because
through this
I can do my
work in
better
manner.
45 days
Develop
ment
Area 2
Problem
I want to
make
improveme
nt in my
After
improving
problem
solving skills,
This is
attainable
for me
because
At work
place
different
issue take
20 days
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solving problems
solving
skills.
I will able to
make solution
of problems
which can be
arise at
workplace.
through this
I can make
solution of
every
problem as
an HR
because it is
my
responsibilit
y to create
positive
working
environment
by resolve
conflict.
place due to
diversificati
on in the
work force.
Being an
HR it is
crucial that
are resolved
at the same
time so that
good
working
conditions
are
maintained.
PERSONAL DEVELOPMENT PLAN
Objectives GAP Hurdles Learning
methods
Target Dates
Problem Solving Lack availability
of competitive
benefits and
books.
I had not
opportunities to
make my own
decisions.
I should try to
solve issues by
reading books and
participate in any
situation of
problem solving.
5 January 2019 to
2 February, 2019.
Information
Technology
I do not have
proper knowledge
about software.
Obsolete
technology used.
For improve this
skill, I will update
about the
software and will
get proper
knowledge.
7 January, 2019
to 10 February,
2019
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P3 Differences among organisational and individual learning; training and development
Learning is a method to create knowledge as well as improve. Individual learning and
organisational learning both are varied from the each other. They both are necessary part of
company but they cannot be conducted at similar time.
Organisational learning- It refers to process of developing, retaining and also
transferring of knowledge with in company. Over a time, firm gain the experience for
improvement. It will help in creating some knowledge for company in an effective manner.
Generally, the organisational learning takes place by shared routines and frameworks which get
the establish result of the team learning (Holden and et. al., 2012). Under this, employees which
are already working in Tesco company increase problem solving and decision making skills
through making improvement in knowledge. If the organisational learning will be better than
company will able to attain its targets and aims in significant way. On the other hand, it included
way in which an organisation creates, supplement and also organise the knowledge to conduct
activities with in culture by improving use of wider skills off workforce.
Individual learning- It refers to capacity to develop knowledge by a person reflection
about the external sources and stimuli. It is a procedure under which staff members provided
chance to improve knowledge and skills on the basis of work. If the skills of employees will be
improved, then they will perform in a better manner. With the help of provide training and
development to employees, skills of employees will be improved and they will able to perform in
a better manner at workplace. In addition to this, individual learning helps in bring the
confidence in staff members because through this they can able to communicate with other
person as well as express itself (Johansson, Millerand Hamrin, 2014). It aids in the bring the self
development and through this all employees will work in confidence. In context to Tesco
company, self learning is necessary in employee because through this they are able to perform in
a better manner. The main benefit of individual learning is that it makes each employees capable
and skilled.
ORGANISATIONAL LEARNING INDIVIDUAL LEARNING
 It is helpful in developing
coordination and cooperation among
management and staff members.
Through this, all employees will work
 It helps development of staff
members. Through this skills,
abilities, behaviour and knowledge of
employees will be improved in an
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towards attaining the specific aim of
Tesco company.
 (Langkamp Bolton and Lane, 2012).
 The organisational learning is helpful
in providing different ways to operate
business.
effective manner.
 Individual learning is given through
conferences, seminars etc.
 It is helpful in enhance motivation of
employees in Tesco so that they can
focus towards achieving specific aims
and objectives of Tesco.
Training and development both are broad concept of human resource management.
Training is related to improving specific skill and development is overall grooming of an
individual.
Training: It is a procedure by which employees of an organisation learn new skills and
enhance their knowledge and attitude to perform specific job or task. Training improves
candidate's efficiency, effectiveness, productivity and performance. Tesco can use training to
enhance performance of their employees (McCormack, Manley and Titchen, 2013). It can
provide on-the-job or off-the-job training to employees. On-the-job training happens at working
situation by using actual tools and materials. It train employees when they are actually doing
their job. Off-the-job training, employees are trained at a different place away from actual
working area.
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