Developing Teams, Individuals, Organizations: Sainsburry HR Report

This report provides a comprehensive analysis of HR skills, development, and learning within the context of Sainsburry, a leading UK retail organization. It begins by outlining the professional knowledge, skills, and behaviors expected of HR professionals, including required knowledge areas such as management, law, and training, as well as essential skills like effective communication and collaborative abilities. The report then delves into the importance of skills audits and the creation of professional development plans, using a case study of Jane Cambridge to illustrate the process of identifying strengths, weaknesses, and creating a tailored development plan. Furthermore, it differentiates between organizational and individual learning, highlighting their interdependencies and the need for continuous learning and professional development to adapt to changing market trends. The report emphasizes the role of HR in coordinating training programs and fostering a culture of continuous improvement to enhance the performance of both individuals and the organization as a whole.

Developing Teams, Individuals
and Organisation

INTRODUCTION
A company is build from individuals who perform ion a team in order to achieve the
goals that have been set altogether. The team and individual performance influence the
accomplishments of outcome of a company in a negative or positive way. The HR organise
various programs including training and development for managing those performance which is
measured through the management help (). The purpose of this report is to analyse required
skills, behaviour and knowledge of HR of Sainsburry which is one leading retailing organisation
of United Kingdom. This report will analyse various aspects of learning styles, concepts as well
as HPW role in achieving competitive advantages.
P1. Professional knowledge, skills and behaviours required by HR professionals
The manager of human resource avail a person in developing through suggesting,
evaluating and advising them in regard of organisational policies. An individual need to have
few specific skills and abilities for being eligible for the post or job of HR in a large organisation
like Sainburry. The roles and duties of HR is wider as they are responsible for coordinating
various activities such as increasing the performance, managing diversity and equality, health
and safety of worker and negotiation of organisation policies. They should be eligible for
achieving the Job criteria.
a)
Required Knowledge for HR
Personnel and HRM management
The HR should be aware of the administration process, training, selection, recruitment
and other linked information to this filed.
Psychology and Management
Should understand the interest and expectation of human behaviour and should be able to
manage strategy, plans, allocation of resource and methods of leadership etc.
Consumer Services and Personal Management
The HR should know the techniques of solving issues and affairs related to clients
including satisfaction of consumer and customer requirements etc.
Laws and Government
The Individual should have knowledge of laws of business and workers which needed to
handle more carefully and according which the activities is organised.
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Education, Clerical and Training
Information of file documentation, recording and training, principles, and elements
knowledge, learning and lessoning individuals as well as teams etc.
Sociology and Anthropology
Knowledge of team behaviours and dynamics , human migration, ethnicity and culture
and regional origins.
b)
HR Skills
Effective Listener and Speaker
Human resource manager should a good listener in order to consider the issues and
disputes related to their employee as well as an effective speaker to convey the message of
organisation more effectively and impressively.
Role Model
Human resource manager lead the entire groups of worker or employee like a role model
through supporting them and by giving them examples such as independence, integrity,
impartiality, balancing teams, individuals and parameters of laws and legislation.
Collaborative
They must be able in managing relation with organisation and workers as well as perform
internal and external environment of company like Sainsburry.
c)
Behaviour of Human Resource Manager
Decisive Personality
The individual of the post of human resource manager should be decisive personality in
order to make decision instantly and interrupt the situation.
Credible Personality
HR should be able to create and present the professionalism trough relating specialisation
of HRM and commercial to cater value of activities in organisation, stakeholders and peers.
Negotiable and Curious
The human resource manager should be able to carry individuals together and reconcile
them for better workplace, inquisitive personality, better opinions. They seek for creative ideas
that can suit in the environment of Sainsburry and its policies.
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This is required for proper management and administration to have accurate and needed
skills, knowledge and behaviour which not only help organisation in development but every
individual body of a company. It is a person's structured plan which avail in motivating,
managing and systematic coordination of organisational goals and creative competences. An
individual can develop through scheduling the activities, goals and objectives in their routine
through utilizing several effective approaches and methods.
P2. Completed personal skills audit and creating a professional development plan
A skill audit is a process of measuring and documenting the skills of an person or a team.
The major purpose of organising a skills audit in company is recognise the knowledge and skills
which a firm requires. This techniques help an organisation in achieving objectives and goals
more effectively and coherently in order to develop Sainsburry in competitive market. Through
the help of skills audit the process of training and development become more direct and effective
in regard of improving the skills of workers. It avail in avoiding loop holes from the structure of
operations as well as aid in understanding the requirements of training and development. This is
organised by human resource management of an organisation for identifying the strengths and
weaknesses of company as well as functioning operations more smoothly. This reduces risk of
governess, management and controlling procedure of Sainsburry.
a)
Tesco manager avail in developing and managing the qualities and skills which is
required for proper development of a company. This relay on HRM of a company how to
identify the weakness and strengths of organisation for attaining the objectives and aims. Jane
Cambridge have good skills of working and effective qualities of repse4tation of information.
She need to improve listening skills and changed in more disciplined personality. This is
necessary to measure the positive and negative qualities of her before organising any developing
and training programs for her:
SWOT analysis of Jane Cambridge
Strengths
1.Microsoft and other software knowledge.
2. Utilize the email and information technology
tools more effectively and efficiently.
Weakness
1.No experience in utilizing of data base.
2. Lesser experience as the specialise of human
resource manager
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3. Effective abilities in field of wiring a report.
4. To assist in the activities presentation as
well as able to develop those programs.
5. Informed and proper knowledge of
techniques sectors.
6. Advising and suggestive personality in the
HR issues solving activities.
3. No management drafting of worker
experience.
4. Less supported through development and
training programs.
5. Weak listening abilities and not disciplined.
6. Spread Sheet modification.
Training and development is a significant procedure which an HR organise for enhancing
and enlarging the skills and knowledge of worker for maximising performance and productivity
level of a company. This avail the employee in developing their overall personality as well as
gaining the productivity of Sainsburry. Jane Cambridge need proper training for improving her
skills according to organisation need and sustaining in the job.
b)
Here is the development plan for Jane to improve her skills and information criteria to serve in
Tesco. Plc.
No. Goals
for
Learnin
gs
Recent
skilfulness
(average 1
week
good-5
2.5)
Skilfulnes
s aim
Possibility of improvement Time
1 Technica
l abilities
8 10 Should use the advanced methods or
techniques that can avail in gaining and
supporting knowledge and abilities of
several different software.
15 days
2 Technolo
gical
knowled
ge
7 10 Require to adopt fresh methods and
approach for proper improvement. For
developing abilities and skills linked to
specific technology, this is require to
utilize more altered or modified methods
1 months
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or technique.
3 Commun
ication
skills
8 10 Need to develop communication or
interactive skills by reading and joining
seminars and discussions.
20 days
TASK 2
P3. Differences between organisational and individual learning, training and development
Learning is the development process which help an individual or organisation improving
their skills and abilities. This avail in developing an individual's abilities and knowledge to make
a person from armature to professional. There are two types of learning i.e. is organisation and
individual: Organisation Learnings: It is occurred in company with a purpose of earning desired
outcome through undertaking teams and groups. According to Brown and Duguid, it is
the connection between working and innovating. It influence the process of finance and
innovation of Sainsburry which helps the company in improving and increasing
knowledge.
 Individual Learnings: It is an essential part of an individual's life avail in developing
and modifying. Each individual learn from their performance, work, environment and
skills unconsciously and consciously. This is a reflection of person's activities of
interaction and skills of learning from external and internal resources.
Both of them are interrelated with each other in various ways that applies for developing
company or individual. But there are various difference inn both learnings strategies which
makes them unique from each other:
Organisational Learnings Individual Learnings
1. This types of learning lessons the
information and knowledge which avail in
avoiding obstruction in operations of process
of organisation.
2. This technique or approach consist of
training and development in Sainsburry that
avail in success and growth of organisation
1. The individual learnings in a part of each
person life which refer to behaviour, skills and
knowledge development within a period of
time in order to meet the desired carrier goals.
2. By joining the discussion, seminars,
meeting, conferences an individual can achieve
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majorly.
3. It is organised through team coordinating
team work activities that aims to meet the
desired goals and outcome.
4. For accomplishing the mission, they
determine ad share vision with their workers.
5. This share the culture with the employee and
manage equality among various employee and
manager of Sainsburry. Le
their goals and objectives.
3. A person can work on their own gaols
through performing with groups, team or
organisation in order to achieve their goals.
4. An individual can share own visions,
objectives authorities, teams that leads them
accomplishment of their aims.
5. Maintain equity among entire co-worker that
is main part of learnings.
Link Between Organisational and Individual Learning
Both of these learning styles are interlinked with each other on various parameter. Here
are some of the similarities in various ways which are mentioned here:
1. The organisation learnings are dependent on the learnings theories of individual. By
attaining the individual goals and objectives the organisation learning aims can be
accomplished.
2. The surrounding reposes transform into individual learning which later change into
organisational learning after the one's completion of cycle.
3. By scaling the leanings of individual, the learnings of organisation can be measured as both
are interdependent totally.
P4. Need for continuous learning and professional development
Professional development and continuous learning is a significant process organised by
human resource manager of an organisation to develop the operations and functions of company
according to changing trends. Sainsburry use this techniques for sustaining in the competitive
industry of United Kingdom and manage their development process. It is necessary for employer
and employee both in attaining the aims and objectives set on the basis of teams, individuals and
company. This provide crucial suggestion and help to a company in controlling and
administration activities . This is a required process for ensuring public of firm the organization s
developing the actions and performance.
There are several affect of individual learnings and CPD in a business firm in regard of
developing the activities according to the variation of market trends. Human resource manager
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coordinate program of training and development for workers for enlarging their skills and
enhancing the activities of organisation for purpose of gaining revenues and benefits. Some of
basic needs of CPD is here: Enhance Knowledge & Performance: CPD pursuit for development areas in order to
retaining and sustaining in the competitive industry. It undertakes the process of
negotiation, mentoring, leading and controlling the individual's development. Benchmark Job Market: It avails in recognising the individual and specification of
advert as well as alter the changes in organisation within a period of time. This is helping
controlling and managing the activities as well as mentoring individuals that a person
proceed for job benchmarking in trade. Updating information: Some people, professional and organisations need to develop and
modify their knowledge and skills in order to sustain and evolve in the competitive
market. By this the company provides the new letters, trade shows, journals, online
forums, conferences and many other technique for meeting those changes in adequate
manner. Improvement of Personal Skills: The development of continuous learnings not only
develop the personal skills but also avail an individual in widen the criteria of their skills
and abilities which can assist them in modifying and achieving goals and aims.
 Sustain & Evolve Performance at Workplace: It assist in developing the individual's
skills an abilities at workplace that helps them in promoting and maximising their
specialised areas.
P5. HPW contribution to employee engagement and competitive advantage
HPW refer to creating the company culture that render transparency, credibility and two
way communication facility for employer and worker of the organisation. It avails in building
more convenient, flexible and motivating workplace for employee in order to achieve the vision
of a company.
Results of High Performance System
The United Kingdom commission of skills and employment states it as a general approach to
manage the organisation objectives to inspire the employee in effective way by gaining
involvements and commitment of employee for achieving the high performance standard. This
consist of wide sectors such as high engagement of worker, human resource practices ,
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compensation activities etc. The professional have analysed and claimed that the development of
Sainsburry have increased to 25-040% from past few years and company is successfully
accomplished their competitive benefits through the help of high performance working as
activities of team work. Sainsburry is one of the leading and developing supermarket of the
United Kingdom.
Contribution in Organisation
There are few issues and barrier which restrain the impact of high performance working
such as slow development, lack of modified technologies, low management skills etc. HPW is
interrelated with the human resource activities of Sainsburry which includes selection and
recruitment, training and development, rewarding and compensation etc. that helps in developing
and growing work in effective way. The worker of Sainsburry rendered motivation and skills by
this approach that an organisation adopt which enhance the values, morals and behaviour. It avail
in increasing the employee involvement in decision making process. This have been observed the
UK industry involvement of employee have been gained to 30% in most of the business
organisation.
This helps an organisation in developing and impact it on both positive as well as
negative way. This avail an organisation in accomplishing objectives in adequate way helping
the achievement of competitive objectives and advantages of a company. The Sainsburry have
been helped in their overall revenues by measuring performance of worker. The company have
developed it situation from past decades and have enlisted its name in London Stock Exchange.
TASK 4
P6. Different approaches to performance management
Performance Management
Performance management is an process of planning, attaining and monitoring employer
work and building effective goals and objectives. Sainsburry's HR organise this to modify and
design the strategies and resource of a company.
The activities consist of few steps of performance management complied for
administration and impoverishment:
 deciding specific element of performance.
 Work Appraisal
 Support performance feedback by issues solving method and compensating.
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Purpose of Performance Management
Major purpose of performance management is to avail in creating suitable teams for
meeting the targets within a time period. This is the duty of Sainsburry' manager to organise the
activities in order to manage accurate functioning operating.
Methods and Approaches
There are few methods of HPW which is used according to enterprise's environment:
Comparative Approach
IT is the foremost and initial strategy of organisation for the management of performance.
This measures employee skills and abilities on the grounds of team performance comparing it to
other team member's performance. The worker ranking is done in Sainsurry according to their
working activities. This undertakes several techniques and tools which can help in scaling the
performance including paired comparison, forced comparisons, graphing rating methods of
measurement. For hiring mass number of worker, this method is effective for large business
companies like Sainsburry.
Attribute Approach
The the method of measuring worker's performance on the grounds of their behaviour,
attitude and attribute in regard of their organisation targets, objectives and goals. It includes
innovation activities, resolution of issues and conflicts, teamwork practices and many other. The
major drawback of this methods is performance can not be scaled on the basis of judgements.
This avail in identifying wooer's qualities and skills. The main advantage of this approach is easy
ton implement and convenient to consider.
Behavioural Approach
It is the oldest performance measurement approach. This consist of scaling the work and
performance on the ground of one's behaviour toward the organisation's goals, aims and team
members. The organisation judge on the basis of behaviour of attitude of an individual.
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Figure 1: Approaches for performance measurement
(Source 1: Approaches for measuring performance of employees, 2017)
Result Approach
This is very convenient and simple method through which organisation can measure the
work of their employee. It includes a scorecard on the initial level. There are various other
techniques which is consumer satisfaction, external and internal; operations, financial growth
and development for scaling the performance. Main drawback of this approach is shortage of
human resource aspects. Main strength it provides is assistance in developing the plans and
functions of a business.
Quality Approach
This approach measure the performance by observing the quality of work. This concept
support satisfaction of consumer through suggesting and advising them in order to remove
barriers. This main goals of this approach is ton remove obstruction and achieve goals on daily
basis. The employer can analyse the responses and feedback of worker by creating
communicative and interactive strategies.
CONCLUSION
The above report summarise that this is essential to manage time, strengths, weakness
and create a development plan for developing an individual, organisation or team. There are two
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types of learning i.e. individual and organisation which are interlinked with each other in various
ways. A company can manage their performance through adopting various approach of
performance measurements. Through the help of high performance working, a firm can manage
and enhance the productivity and work of their employee which helps the company as well as
persons. HPW is related to the human resource management and support the consumer
satisfaction through which they attain their objectives and set vision.
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CONCLUSION
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Approaches for measuring performance of employees. 2017. [Online]. Available through:
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