HR Development Report: Skills, Training, and Performance Analysis

This report provides a comprehensive analysis of HR development, focusing on the skills, knowledge, and behaviors required for HR professionals. It begins with an examination of the necessary competencies, followed by an analysis of a personal skills audit for an employee named Jane Cambridge, identifying specific training and development needs. A professional development plan is then created for Jane, outlining goals and strategies. The report further explores the differences between organizational and individual learning, emphasizing the importance of continuous learning and professional development for sustainable business performance. It also discusses the role of high-performance working in employee engagement and competitive advantages, and identifies various approaches to performance management. The report concludes with an evaluation of the benefits of applying high-performance working within an organizational context.

Developing individuals, teams
and organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1. (a) Appropriate knowledge, skills and behaviours required by HR professionals...........1
P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the training
and development needs considering KSB..............................................................................4
P2 Creation of professional development plan for Jane Cambridge .....................................5
P3Analysis of difference between organisational and individual learning; training and
development...........................................................................................................................7
P4 Needs for continuous learning and professional development to drive sustainable business
performance............................................................................................................................9
M1 evidence of personal reflection and evaluation.............................................................10
M2 Importance of implementing continuous professional development.............................11
D1learning cycle to achieve sustainable business performance objectives..........................11
(P5)HPW Contributes to Employee engagement and competitive advantages....................12
(P6) Approaches to Performance Management....................................................................14
M3 benefits of applying HPW with justifications to a specific organisational situation.....16
M4 different approaches and make judgements...................................................................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Development of individuals is an important task that implies increasing the knowledge,
skills, behaviour and potential in order to raise their performance at workplace. HR resource
professionals in organisation possess various roles and responsibilities which they need to
accomplish for the development of employees. Development of teams in also a crucial task that
needs to be performed by the managers for accomplishment of common objectives. Present
report is based on analysis of key skills, knowledge and behaviour required being the HR
professional of TESCO which is a global retail sector organisation (Aarons, G.A., and et.al.,
2014). Further, analysis of personal skills of employee named Jane Cambridge will be made in
this report. A professional development plan is also created for the role of HR officer. Moreover,
the difference between individual and organisational learning is also discussed along with
requirement of continuous learning and increasing professional growth as well as driving
sustainable business performance will also be evaluated in this assignment. This report will also
provide an understanding about difference between training and development along with their
requirements for development of individuals at workplace. An essay has been made that will
determine how high performance working will provide its contribution in employee engagement
effectively. At last, various approaches of performance management will be identified and
evaluated here.
P1. (a) Appropriate knowledge, skills and behaviours required by HR professionals
Human resource professionals play an important role in adding values by ensuring that
organisation will employ the right balance of employees in terms of skills and experience. They
also analysed that training and development opportunities should be available to colleagues for
improving their performance and achievement of organisation's aim and objectives (Eime, R.M.,
and et.al., 2013). In TESCO, HR Professional are required to work closely with all the functional
units to develop strategies and provide assistance to line managers for understanding and
implementation of policies and procedures. In the present scenario, for determination of skills,
knowledge and behaviours of HR professionals, there are several roles and responsibilities of
human resource professionals that have been evaluated from appendix such as consultancy role,
problem solver, coordinator, recruitment and selection, etc. In order to perform the role of HR
professional in TESCO, knowledge, skills and behaviour required are mentioned as below:
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Knowledge: Administrative management: As per given, HR professionals in TESCO are required to
work closely with the department for development and implementation of policies and
procedure. For this, they need to have understanding of business management for
administration of pay rolls and maintenance of employee motivation so that
organisation’s objectives will be effectually accomplished (Landy and Conte, 2016).
Further, effective administration knowledge will help HR professionals to formulate
strategic plans and allocation of resources effectively. Conceptual knowledge: For performing the task of recruitment in TESCO, it is essential
to have understanding about concept of job description, person specification and job
advertisement, checking application forms, interviewing and selection of qualified
candidates (Luthans, Youssef-Morgan and Avolio, 2015). Theoretical and practical
knowledge will help in hiring qualified workforce at workplace. Human resources and personal knowledge: Being an HR professional, it is also
essential to have knowledge about individual and organisation’s learning, training and
development and importance of team work towards accomplishment organisation
objectives. It also essential for HR manager to have understanding about the
compensation management and industrial relations. Counselling and communication: HR manager plays an important role in motivating
employees at work by resolving their problems through communication and counselling.
In order to perform this task, individuals must have knowledge of counselling and ways
to communicate with employees. It will also help HR professional to accomplish the task
effectively with functional units in TESCO and for retaining qualified employees at
workplace. Legal understanding: HR professional in TESCO must have knowledge about various
laws related to employment compensation, leaves, welfare facilities, industrial relations,
conflict resolution and employee rights, etc. This will help them in promoting equality
and diversity at workplace.
 Strategic management: Employees of HR department in TESCO are required to develop
HR planning strategies that consider immediate and long term requirement of employees.
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Therefore, it is important to have knowledge about ways through which training
requirement of employee have been identified.
Skills: Communication and listening: Effective and professional communication skills are
required as HR professionals in order to provide counselling and advising employees on
pay and other issues related to remuneration including promotion and benefits. Coordinating: For development of teams, it is essential for HR professionals to have
these skills as it will help them in dealing with grievances and implementation of
disciplinary procedures at workplace (Rock, 2014). Problem-solving: To negotiate with staff and their representatives on issues related with
the pay and conditions, it is essential for HR professionals in TESCO to have these skills. Time management: It is essential proper time management skill in order to manage and
accomplish tasks on specific time duration. It helps the HR professionals in meeting
deadlines at workplace. Strategy management: It involves skills related to planning, development and
implementation of effective strategies and policies on issues related with the working
conditions, equal opportunities, performance management, absenteeism and disciplinary
procedures (Woodcock, 2017).
 Decision making and judgement skills: While working and undertaking negotiation with
the staff and their representatives such as trade unions, HR professionals should possess
quick decision making and judgemental skills in order to eradicate issues and for creation
of harmony in TESCO.
Behaviour: Accountability: In TESCO, HR professionals need to have responsible behaviour and
they should be accountable for their activities. This responsible behaviour will help in the
achievement of growth and development at workplace. Adaptability: HR professional needs to play a challenger role and adapt all the intense
and complex situations effectively.
 Leadership: HR professionals also need to have behaviour of good leader and should
influence his team members to perform job in right direction so that organisational
objectives can be accomplished as desired.
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P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the training
and development needs considering KSB
Personal skills in HR professionals provided support towards the achievement of growth
and development at workplace. It tends to reduce the efforts and raise efficiency in performing
tasks and managing business activities. In the present scenario, analysis of personal skills audit
of Jane Cambridge is accomplished (Jain and Gautam, 2016). This will assist in identification of
need for training and development along with the improvement in performance of Jane
Cambridge. Moreover, the analysis of personal skills for Jane Cambridge is mentioned below: Information technology: From the personal skills audit of Jane Cambridge, it is analysed
that she has good practical and theoretical understanding of Microsoft word which help in
making reports. Further, she also had adequate knowledge of excel spread sheet which is
necessary for making salary structure of employees at workplace. In addition to this,
skills audit have provided understanding that she has no experiences in database
management and HR software which are required to be achieved in order to perform the
roles and responsibilities of HR professional (Devarajan, Maheshwari and Vohra, 2016).
This will help in reducing the manual efforts and also raise the efficiency of human
resource's manager. A bit requirement of training is their to raise the knowledge and
efficiency while operating and working the software. The personal also provides
understanding that Jane has adequate knowledge of using internet emails and power point
which provide supports in development of various presentation and communication.
Therefore, it can be said that Jane have appropriate knowledge of information
technology. Moreover, training is required to achieve of data base management and HR
software. Communication skills: From the analysis of communication skills, it was identified that
Jane has good experience of writing reports which helps her in drafting reports in
organisation. It also has knowledge of producing material which are required to support
the presentation. She also posses an adequate knowledge of tasking note of disciplinary
hearings along with the resolving disputes, interviewing and providing advise on HR
issues. Though she lacks drafting contract of employment and providing training to
newly recruited employees at workplace (Buckingham and Goodall, 2015). However, it
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can be said that she does not posses communication skills and training is required to
make improvement in skills effectively.
 Problem-solving skills: After undertaking an analysis of problem solving skills of Jane, it
was identified that she has good knowledge in exploring more than one resolution for
solving the problems and also possess effective skills in analysing the ideas of the other
workers for resolution of problem and effective skills in considering the important ideas
of other employees to eliminate the problems. Thus, from the analysis it can be stated that
she posses the effective problem solving skills which provide supports to her in
performing the role of HR officer in organisation.
P2 Creation of professional development plan for Jane Cambridge
Professional development plan is the considered as the formal method by which an
person working with a mentor or supervisor sets out the goals, strategies an outcome of learning
and training (Eisele and et.al., 2013). It mainly used to document the goals, competencies
development and objectives of Jane Cambridge will need to accomplish in order to support the
continuous improvement and career development. In this context, a professional development
plan has been created for the Jane Cambridge to demonstrate the necessary skills and resources
to support Jane's career goals and organisation's business needs. Below given is the professional
development plan.
Self assessment Opportunities of
growth for Jane
Criteria for
judgement of
skill
development.
Time
duration
required
Evidence
Information technology
skills
Need to improve
efficiency in Microsoft
excel, data base
management and
Various HR software to
perform the job of HR
officers. She needs to
Practical
application.
Use of
computer and
technology for
providing
training.
2 Months Feedback
From
Human
resource
manager.
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develop these skills
because she has no
experience of working
on HR Software.
Communication skills Continuous drafting of
employment contract
and delivering training
sessions at workplace.
Oral Criteria.
BY
undertaking
various
workshops,
seminars and
presentation
communicatio
n skills of Jane
can be
improved.
1 Month Reviews
of
supervisors
and
subordinat
es.
Problem solving skills Performing challenging
task and solving critical
issues of employees and
their representative.
Moreover, can also be
consider after training in
the verbal and reasoning
skills to handle complex
problems and selective
use of information.
Both practical
and oral
criteria of
Judgement.
By resolving
various
employee
related issues
and analysis of
performance.
4 Months Review of
Top and
Middle
manageme
nt
Table 1: Professional development plan
From the above table, it is clear that an individual needs to develop various skills which
are required to perform the roles and responsibilities of HR Officers at large scale enterprise. In
present scenario, Jane Cambridge needs to achieve in employee database management system
and HR software which are used for performing the responsibilities of employee compensation
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management at workplace. Through proper training and performing the tasks as assistant of HR
manager, Jane will be able to develop these skills. She also needs to learn skills to provide
training to employees at workplace by taking guidance and observing superiors at workplace.
Further, it is also analysed that Jane needs to develop skills of drafting employment contracts and
delivery of training to employees. These skills will be in 1 month through training and
performing the task of drafting contracts at workplace. A Bit requirement of problems solving
skills is their which is essential to resolve conflicts at workplace. Thus, it can be sad that this
professional development plan will provide support to Jane Cambridge in develop skills and
performing the role and responsibilities of HR professionals at workplace.
P3Analysis of difference between organisational and individual learning; training and
development.
Employee training and individual learning both the activities aim at improving the
performance and productivity of the employees (McGrath, 2014). Individual learning deals with
personal development and Training is a program organized by the organization to develop
knowledge and skills in the employees as per the requirement of the job. In training, the trainees
get a trainer who instructs them at time of training but the individual learning self direct himself
for the future assignments.
Individual learning is training that is individualised. Organization generally provide
training to their employees for better utilization for their skills. Training focuses on doing
activities today to develop employees for their current jobs and development is preparing
employees for future roles and responsibilities. Individual learning begins with the interest,
engagement and motivation of the learner. Increased motivation and responsibility for individual
learning as a result of a sense of personal accountability (Katzenbach and Smith, 2015). Training
also helps the employees to change the conduct towards their superior, subordinates and
colleagues. It helps the employees to understand the complete job requirement. Individual
learning develops self-awareness of individual strengths and weakness, based on self-reflection
and feedback from supervisor. Training and development helps the employees to actively
respond to the changes that created out of organization. This improves the individual skills and
increases the performance level of an organization. Development is not only limited to particular
task, but it aims to improve their personality and attitude for their all round growth which will
help them to face future challenges.
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Difference between training and development
For development skills and promotion of continuous learning in organisation, it is
essential for HR professional to focus on organising training and development sessions for
employees in TESCO. Further, it is analysed that there is major difference between training and
development. It is described below in the table:
Basis Training Development
Meaning Training is the process of learning
in which employees get
opportunities to develop their skills,
knowledge and competencies as per
requirements for job (Ford, 2014).
Development is analysed education
process that is concerned with the
overall growth of the employees.
Term It is short term which is usually
organised by HR professional to
increase the abilities of employees at
workplace.
Long term or continuous process
which prevails in organisation at
every level.
Objective HR professional provide training
with an aim to improve the work
performance of staff.
Development is done with an to
prepare the staff for future
competition and challenges.
Example In TESCO, both on the job and Off
the Job training sessions are
organised by HR professional such
as Workshops, seminars, events and
marketing programs.
Monitoring and controlling the
performance of employees at
continuous time interval and training
need analysis.
P4 Needs for continuous learning and professional development to drive sustainable business
performance.
Continuous learning means if Tesco growth through learning events and experiences.
Leaning is the minimum requirement for success in Tesco. Information and knowledge on
everything is increasing is every day. It means that knowledge must also increase to keep up.
Continuous learning should be engaging, fun and satisfying both personal and professionally.
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Continuous learning will help to acquire knowledge and skills (Anderson, 2016). A lifetime of
learning can keep both the body and mind in shape. Lifelong learning means exploring the things
that make a tick, expanding your horizons and becoming an active in Tesco participant in the
personal and professional life.
Benefits of continuous learning:
Continuous learning Keep the mind sharp and skills fresh in Tesco.
If learning skills the Improved of customer service.
Continuous learning will help to acquire knowledge and skills.
Competence leads to confidence
It increases our understanding of the why's and the what of previous successes and failures.
Continuous learning for lifelong benefits.
Continuous learning makes the world a better place.
It is a brilliant way to keep in touch with people, meet new friends and enjoy life surrounded by
the Tesco.
Continuous learning helps keep the employed for longer.
Continuous learning is tesco expanding the ability to learn by regular upgrading your skills and
increasing your knowledge. Continuous learning can be a key ingredient in the success of Tesco.
Professional development
Professional development is important because it ensures continue to be competent in the
profession. Tesco are increasing their focus on professional development. Professional
development plan plays a vital role to establish in the future of Tesco. With help of professional
development will become more effective in the workplace.
Professional development is not an easy thing to achieve. It takes a lot if time, energy and effort
to do so. Though it is difficult, remember it is not impossible to achieve by giving some effort
from side. Professional development helps employees stay interested and interesting. The more
knowledge an individual gains of a specific skill set, the more confidence they will have
performing these skills.
Benefits of Professional development:
 It develops skills and offer the opportunity to learn something new.
 Professional development programs are great tools for training future leaders at Tesco.
 Refreshing your memory and relearning old techniques and theories.
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 Professional development programs that help the employees master skills they need to
progress, the development of the future leaders.
 Professional development would increase your awareness about the demand of the Tesco.
 Developing new skills and gaining a competitive edge.
 Increase your values as an employee.
M1 evidence of personal reflection and evaluation.
From personal skills and audit, it is clearly analysed that HR professional needs to
perform essential roles and responsibilities for management of business activities and
achievement of organisation goals. Further, employees in HR department are responsible for
effective management of employees and colleagues so that their performance in organisation can
be increased (Baldwin, 2016). From this scenario, it is reflected that as an employee of HR
department, It is important for Jane Cambridge to develop knowledge about the concepts of
employee, compensation, recruitment , selection , training, development and strategic
management etc. Proper communication skills can help Jane Cambridge in resolution of
employee issues related to remuneration and welfare facilities etc. Along with this, it also
provides support in achievement of growth and development at workplace. Practical knowledge
is required to be attained for maintaining employee records and compensation management. For
recruitment and selection of qualified candidates, Jane needs to attain knowledge of developing
Job Description, person specification, Job advertisement and strategies development.
M2 Importance of implementing continuous professional development.
In accordance with this, there are major requirements of continuous professional
development for TESCO as it is beneficial in development and increase in employee
performance at workplace. It also provides major support in development of potentials of HR
professionals at workplace (Hsu and et.al., 2012). In modern organisation, continuous
professional skill's development supports the employees in increasing their potential and raising
business opportunities at workplace. It provides support to HR managers in resolution of
employee problems and gettiong their participation in achievement business goals. CP ensure
that staff capabilities keep pace with the current standards of others in same field. In present
context, CPD ensures that Jane maintain and enhance knowledge and skills that she needs to
deliver a professional service to organisation, clients and employees. CPD helps Jane to
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