Analyzing HR Skills, Performance, and Development at TESCO plc Report

This report examines the essential professional knowledge, skills, and behaviors required of HR professionals, focusing on their application within TESCO plc. It includes a detailed analysis of personal skills audits to identify strengths and weaknesses, and proposes professional improvement plans to address skill gaps. The report further explores the divergence between organizational and individual learning, emphasizing the importance of continuous professional development. It then assesses the contribution of high-performance work systems (HPWS) to employee engagement and competitive advantage, evaluating various performance management approaches. The report concludes with a discussion of how to foster a high-performance culture within the workplace, providing judgments on the implementation of high-performance frameworks and offering insights into effective HR practices within a large retail organization.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Professional knowledge, skills and behaviours required by HR professionals.....................3
P2 Analysing personal skills audit to determine knowledge, skills and behaviour....................5
M1 Professional skills audit personal consideration and judgement.........................................8
TASK 2..........................................................................................................................................11
P3 Divergence between organizational and single person learning, grooming and
improvement.............................................................................................................................11
P4) Demand of constant learning and professional improvement............................................12
M2 Significance of implementing continuous professional development................................12
D1) Professional improvement plans........................................................................................13
TASK 3 .........................................................................................................................................13
P5 Contribution of HPW in employee engagement and competitive advantage......................13
M3 Evaluating benefits of applying HPW................................................................................14
P6 Various approaches to performance management system...................................................14
M4 Different approaches that support high performance culture at work place.......................14
D2 Judgement of High performance framework......................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Every business process who has established their foot marks in marketplace aims for
achieving high revenue by satisfying customers at maximum level. For this they require effective
HR management so that resources can be allocated and used in optimum manner (Bolman, and
Deal, 2017). Every organisation who aims for growth and success needs human resource
management as its tools and techniques. In this report, company chosen is TESCO plc which is
one of the largest retail organisation based in United Kingdom. In this report, employee
knowledge skills and behaviour will be discussed. Apart from that, How high performance work
can be established at workplace will be briefed in detailed manner.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals
Manager of the human resource management is the key element in an organisation which
plays role in growth and development of the firm. HR management has various effects on the
organisation and it can be either positive and negative which totally depends on the situation. In
TESCO Plc there are some policies and practices which are enforced in the environment so that
effective working skills can be observed and ethical workplace can be established in order to
attain desired goals and objectives.
Skills of HR manager: Leadership and Management Skills: Every organisation has a basic purpose and that is to
appoint highly skilled candidates who can achieve the allotted task within deadline in
effective manner. For a leader it is highly important to lead the team members in right
direction so that output is effective and appropriate (Brown and Harvey, 2011). In
TESCO plc, there are highly skilled managers in HR management who have duty towards
managing all the workforce in order to avoid issues and conflicts and create effective and
comfortable working environment. Decision-making: It is the highly essential skill which needs to be carried out in every
task and activity which are held at workplace. It is the duty on the shoulders of HR
managers to take effective decision with sound mind so that organisation can grab
maximum benefits. This same approach is used by TESCO plc for better outcomes.

 Good Communication Skills: There is high need of managing effective communication
between every department because they are interlinked with each other so that tasks and
activities can be performed. Effective communication skills and channels helps in to
analyse needs and wants of employees and also the resolution which can be done in
efficient manner (Burke and Noumair, 2015).
Knowledge of HR managers Business Knowledge: HR manager should have appropriate knowledge of the business
and majorly about its operations that how does it runs and what are the resources
required. So according to that they can allot the tasks to the respective department. Knowledge of Practice: There are various practices which needs to be followed and
conducted by HR manager and they can be like training and development programmes,
labour relations, motivation practices, annual appraisals, bonuses and effective
communication and relations among employees. Labour Relation Knowledge: Proper knowledge regarding labour laws, practices and
regulations is necessary to be obtained by the HR manager for providing effective
services so that healthy relationship can be obtained for future growth and services.
Behaviour of HR managers: Ethical behaviour: Behaviour of HR managers needs to be calm and polite with authority
and as well as with the lower division employees. They should be friendly in nature so
that employees can discuss their issues even its personal and thus best possible solution
can be extracted (Chaskalson, 2011).
 Fair In Nature: HR manager should not be biased to anyone in the organisation. He\she
should always look for the both sides and then can extract proper solution. This will make
employees feel comfortable at workplace.
P2 Analysing personal skills audit to determine knowledge, skills and behaviour
In a business process, there are number of employees who has acquired different set of
skills and knowledge and thus it is the duty of a manager to assign the right task to right
employee so that effective productivity can be seen along with better outcomes. Skill audit is an
important tool which can be used by HR management to identify an employee's performance
skill on a regular interval of time and thus provide the training and development to the areas
where they are lacking. This approach is mainly used by TESCO in order to determine the

strength and weaknesses of the staff members and forb providing training sessions. Personal
skills of Jane Cambridge in respect to determine needs of development through training sessions
in organisation and they are described below:
Analysis of Jane Cambridge
Strength Weaknesses
 Posses enough knowledge on
Microsoft for presenting any
presentation.
 Good hand set of internet usage and
have much experience on electrical
equipment usage.
 If nay issues in the software and
applications within organisation, she
can be a useful hand in order to
develop them in effective manner
(Coghlan and Brannick, 2014).
 Kind of reserved nature due to lack of
communication skills.
 Poor knowledge regarding data base of
the organisation.
 HR software usage is not cup of tea for
Jane as she does not have knowledge
about it at all.
The strength and weakness which is discussed above can be used as a tool or technique for
measuring the actual skills and capabilities of HR management. In this stage, most effective
methodology will be training and development programs which will include cost but will provide
various advantages like enhancing of skills and knowledge and also the aspect area in which
employee is currently working. This training and development sessions comes under the HR
manager who will guide this sessions and make sure that employees are getting proper benefits
and will perform duty in most effective manner in future. This will make employees give high
performance and in turn that will organisation to lead in competitive market and attain desired
aims and objectives.
Professional improvement plan for HR role is determined as below:
No
.
Motive of learners Present
skilfulnes
Skilfuln
ess
Possibility of improvement Tenure

s (average
1 week
good-5
2.5)
target
1. Technical capabilities 7 10 For the enhancement in technical
skills and capabilities of an
individual, it is highly required to
determine various tools and
techniques. Help can be taken
from different software in order to
develop the knowledge.
3 month.
2. Managerial and
leadership
capabilities
8 10 Conferences and seminars which
are always helpful in improving
knowledge base can also help in
to enhance skills of a leader.
Participating in various activities
and meetings for developing
decision-making process.
2 months.
3. Communication
capabilities
7.2 10 Skills can be modified by various
methods like reading newspapers
and novels, taking part in debates
and joining speaking classes or
more interaction with colleagues.
4 months.
Personal skill audit performed by TESCO Plc as follows:
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
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
✔
M1 Professional skills audit personal consideration and judgement
There are certain skills and knowledge which are required by HR professionals in order
to make employee contribute their best in the allotted tasks and activities. TESCO plc being the
large scale company has appointed various managers who have duties towards their respective
departments and they focus into effective productivity and completion of tasks and duty. While
taking any major decision, TESCO consult with the staff members and take their useful

suggestion into account and thus after going through every suggestion and effective decision can
be taken (Cummings and Worley, 2014). Every company wants to acquire major market share
along with large group of customers so that high revenue can be generated and they can go
global. For this the most important thing which is required training and development which can
make employers and employees more effective and gain vast area of knowledge so that goals and
objectives can be attained in positive and effective manner. This is the main duty of HR manager
to organise these kind of training sessions so that growth and success can be achieved.
Professional improvement plan for TESCO Plc.
Name Jane Cambridge
Tenure Personal Goals Professional goals:
Next 12
months
Motivating development by taking
part in every training session
organised so that more experience
can be gained and professional career
can be more successful.
If I am not the part of institution, this
post may be highlight.
Next 3
years
Personality in overall context can be
improved and thus high position in
professional career can be earned.
By hard working and regular
development, HR manager post will be
achieved.

This Professional Development Plan was obstinate and sanctioned on 24/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
CAPABILITY AND IMPERFECTION
Formed Activities Objective of Improvement
Needed knowledge/skills Plans has to be developed by
me in order to improve the set
of skills and knowledge base.
This will be the most effective
way through which I will be
able to enhance my skills and
knowledge criteria.
Strengths I see them as:
 Smooth communication
skills.
 Microsoft usage skills
enhancement.
In operations, more
transparency will be observed.
Weaknesses/gaps In various tools and techniques
which are useful can be
modified.
By implementing different
tools and techniques, skills and
knowledge can be improved.
I need to achieve the
professional enhancement
activities determined as:
All the professional improvement tasks will be achieved in
allotted tenure.
Instructor Signature
Date - 23/11/2017

TASK 2
P3 Divergence between organizational and single person learning, grooming and improvement
Individual learning and organisational learning are both two different aspects but they
have common goal towards the organisation. Organisational learning is an approach in which
certain set of skills and knowledge is being transferred and retained between the employees
within an organisation. This provides various benefits which are effective communication skills
and sharing of the information within organisation and this sharing will provide fast development
(Herrmann and Herrmann-Nehdi, 2015). Organisation learning enables to deal with difficult
situation whether it is internal or external and it helps in to find appropriate solution for that
situation as well. Individual learning is an approach in which training is being provided through
sessions and thus it helps an individual to develop his\her personality along with enhancement in
professional life. From this learning, an individual will be more effective in his performance due
to increment in skills and knowledge criteria which are related to particular goals and objectives.
Sameness between organizational culture and individualist learning are represented as below:
Basis Organisation learning Individual learning
Synthesis In this kind of learning, institution is
mainly focused on gathering and
analysing all the elements which will
directly of indirectly affects the
growth and success of the
organisation.
This type of learning is mainly focused
on the personality development for
personal experience and professional
development for the career growth.
Team
acquisition
Goals and tasks are only attained
when the employees work together or
grouped in a team and thus focus on
certain tasks for achieving (Different
performance management
approaches. 2017).
In this kind of approach mainly an
individual works for his\her own goals
which needs to be completed so that
personal aims can be fulfilled.
Self For making effective and comfortable An individual can adapt various learning

betterment environment, organisation provides
ceratin learning styles which needs to
be adopted by an employee so that it
can be completed in effective manner.
styles in order to develop ther
performance and personality like by
attending conferences and seminars
where experience is shared by
experienced person.
P4) Demand of constant learning and professional improvement
Constant learning and professional improvement is highly important structure regarding
the high growth and success at market place. In matter of providing assistance both the elements
are considered essential to carry out all the business activities in appropriate direction. Some
basic wants are represented as below:
 For TESCO plc professional development plan is highly essential for generating set of
skills and knowledge within staff members by which they can achieve the task and
activities for attaining some desired aims (Woodcock, 2017).
 For attaining desired goals and objectives, development plan for an individual can be
considered.
 There are various tools and techniques which is used by an individual for improving the
personal and professional development like coaching, sessions and reflective supervision.
 When the professional development is being used then an individual becomes more
effective and sustainable and that in turns enables an organisation just like TESCO to
gain competitive advantage along with large group of customers (Hitt and et. al., 2011).
 HR managers of TESCO are highly focused on hiring skilled and effective workers so
that expected productivity can be observed and thus growth and success can be achieved
in marketplace.