Developing Individuals, Teams, and Organizations: Aldi HR Report

This report provides a comprehensive analysis of the essential skills, knowledge, and behaviors required by HR professionals, using Aldi as a case study. It explores the importance of negotiation, active listening, performance appraisal, and legal/ethical knowledge. The report includes a personal skill audit for an HR professional named Jane Cambridge, highlighting strengths in problem-solving and interpersonal skills, while identifying weaknesses in IT and leadership. It outlines a professional development plan to address these weaknesses through training and experience. Furthermore, the report examines organizational and individual learning, emphasizing the need for continuous learning and professional development. It also discusses the role of high-performance work practices and performance management in enhancing employee engagement and achieving competitive advantage, concluding with a brief overview of different approaches to performance management within the context of Aldi's operations.

Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCION..............................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Knowledge, skills, behaviours required by HR professionals...............................................1
P2 Personal skill audit of Jane Cambridge and professional development plan in her HR role.2
P3. Organisation and individual learning and training and development:..................................5
P4. need for continuous learning and professional development :..............................................7
SECTION 2......................................................................................................................................8
P5 Role of HPW in employee engagement and competitive advantage.....................................8
P6 Different approaches to performance management...............................................................9
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCION
Development of individual and team is an essential responsibility of HR department of an
organisation as it directly make positive impact on their overall performance level (Au and
Marks, 2012). For this, HR manager should have capabilities to identify the needs and
requirements of employees at workplace while performing an individual and as a team member.
The present assignment report is based on Aldi which is one of the largest discount market super
chains attaining more than 10,000 stores in 20 countries. The project report includes different
skills, knowledge and behaviour that HR Manager of Aldi must required to posses to perform its
several functions more effectively. In addition with this, difference between individual and
organisational learning as well as training and development along with the importance of
continuous learning and professional development within a company. The project also briefly
explains about the role high performance working practices and performance measurement in
enhancing the productivity and operation skills of their employees in achieving customer
satisfaction.
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SECTION 1
P1 Knowledge, skills, behaviours required by HR professionals
Human Resource professionals are those people who deals with employees to work in an
organisation. They appoint right candidate for a vacant position from large number of applicants.
ALDI is a large enterprise which operate in different states of a country. HR manager have
responsibility select suitable candidate with specific skills and qualifications at work place. HR
professionals have different sets of skills, knowledge and behaviour, which are as follows:-
Skills of HR Manager
Negotiation skills- HR managers have quality to negotiate with trade union, employees
etc. related to facilities, working environment, coordination with colleagues etc. In context of
ALDI, this skill of HR manager helps to perform business activities in effective and efficient
way (Brett and et. al., 2014). If workers demand of extra wages, then it is responsibility of HR
personnel to negotiate with them.
Active listening- It is an important skill of HR professionals because when they listen
properly, problems of employees then they provide them better solution. HR manager of ALDI
concern with their employees and feel their employees more satisfied.
Must be approachable- HR managers must be approachable to every employees. There
are many issues which might arise in organisation, so it is responsibility of HR manager of ALDI
to resolve it by knowing perception of employees.
Performance appraisal skills- At workplace, there is performance evaluation of
employees. This is prime function of HR manager of ALDI and hence there must be skill in
manager to analyse performance of workers.
Planning for induction program- Induction is the programme which planned for new
employees which become part for organisation. This is important aspect which must be known to
HR manager of ALDI.
Knowledge of HR Professionals
Legal and ethical knowledge- HR managers should have proper knowledge of laws and
legislation related to employees and organisation. Ethical knowledge is also essential to run
business activities smoothly. HR manager of ALDI should have complete knowledge of legal
and ethical policies.
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Personnel and human resource- Main function of HR personnel is recruitment, selection
and employee engagement (Ellinger and Ellinger, 2014). So, they should have proper knowledge
of performance of HR department and make proper relation with all the employees by which
they perform their work effectively and retain long run in ALDI.
Knowledge about pay scale- Pay is the remuneration which is paid to employees in
respect of their working. Hence HR manager of ALDI mus have knowledge related to
remuneration policy of organisation. So fair pay can be made.
Knowledge related to training and development programme- These days there is
requirement of training and development, so it is essential for managers to perform operations
which are relevant and significant for attaining goals and objectives.
Communication and media- This is one of the essential component which has to be kept
in mind by HER manager of ALDI because there is requirement of interaction with different
departments, so this can be done through media source such as e- mail, etc.
Behaviour of HR Personnel
Coordination- There are various departments in ALDI such as marketing, production,
finance, research and development, sales department etc. So, it is a responsibility of HR manager
to make coordination with all departments. Information must be shared with all functional units
and involve them in decision making process.
Versatility and adaptability- HR manager of ALDI should be versatile and accepting all
kinds of changes in working environment. It is an unique quality of personnel manager that they
can perform different task at same time and able to perform most of work in organisation.
Concern for others- HR managers of ALDI work in respect of employees working there.
It is essential that manager must be concern with situation of others. This behaviour shows
concern in respect to employees.
Self control- Self control is also important for HR manager of ALDI because there are
different situations which arise at work place. This helps to maintain decorum of ALDI and
hence organisational environment become good.
Persistence- There are many adverse situation arise while dealing with external factors.
HR mangers must ready to face issues and hence they can motivate employees to keep patience
in negative situation.
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P2 Personal skill audit of Jane Cambridge and professional development plan in her HR role
Personal skill audit is identify as an effective process of analysing and recording skills of
group as well as individual. At workplace, there is needs of various skills via which targets and
objectives can be accomplished (Holden and et. al., 2012). With the support of personal skills
examination, it is clear-cut that in which filed workers is lacking as well as actions are taken to
evaluate what more quality are needed. This is completed when workers is incompatible with
needed knowledge and skills. This supports to train their workers in particular field. Skill audit
gives knowledge regading negative as well as positive skills of workers.
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
Communicatio
n skills
Drafting
contracts of
employment
✔
Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training session
✔
Resolving ✔
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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
✔
Following are the strength and weakness as per my personal audit :
Strength Weaknesses
 Jane Cambridge have analysed that
Jane Cambridge am good at solving
issues and conflicts that may affect the
performance level of individual and
team.
 Jane Cambridge's interpersonal skills
are excellent as he is good at dealing
with people having different culture
and backgrounds.
 Jane Cambridge am quite good at time
 Jane Cambridge decision making ability
and IT skills are below the average.
 Jane Cambridge is lacking in
communication with personnel of
association.
 Jane Cambridge weak in leadership
skills.
 He is lacking in presentation skills
which affects his performance in front
of delegates.
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management which assist me in
managing the time of team members
for completing task within a given
period.
 Jane Cambridge is not able to resolve
disputes which arise among employees
at workplace.
Personal development plan: It is identify as an effective and important play which is
used by an individual to overcome their weakness and improve performance level in an effective
and efficient manner.
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
Information
Technology
Jane Cambridge
is not has proper
skills of IT. She
is not capable to
enter and collect
information in
effective way. He
do not have any
knowledge and
understanding
about frame
formal mail.
As human
resource
personnel,
information
technology
skill is
essential for
Jane
Cambridge.
This enhance
efficiency in
the
organisation
to renew
knowledge
linked to
employees.
This quality
can be
enhanced with
accurate
certification
course from
licensed
institute.
Colleagu
es and
Peer
members
5
month
s
After
learning
this
quality,
he is
capable
to enter
informati
on proper
and there
is little
case of
data
error.
Communic Communication He desire to Meeting and Top 1 Bow Jane
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ation skill is essential for
human resource
personnel. There
are different
departments in
ALDI so he is
libel for
interaction with
employees.
enhance his
communicatio
n quality, so
this is essential
and important
for gathering
feedback from
workers.
speeches from
communicate
supports to
perform
business
operations in
essential and
accurate
manner.
level
manager
month
s
Cambridg
e gathers
commend
s from
workers
via
personal
interview.
Leadership
skills
He is not able to
lead team so
there are
negative
outcomes.
Jane
Cambridge
wants to
improve
leadership
skills.
This skills can
be improved
with live
learning with
upper level
managers.
Upper
level
manager
s.
2
month
s
Now he
is able to
lead team
and hence
there is
improve
ment in
outcomes
.
Presentatio
n skills
He is weak at
presenting slides
in meeting in
front of
delegates.
He wants to
improve this
skills, so fair
presentation
can be
provided.
This skill can
be learned
with the help
of online
sources.
Team
mates
and top
level
manager
s.
3
month
s
Now
presentati
on of
Jane
Cambridg
e is
organised
in
appropria
te
manner.
Dispute He is not able to At workplace, Disputes can Subordi 3 This
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resolution solve issues
which arise
among
employees.
there are many
issues which
arise, so it is
essential to
understand
reasons of
disputes.
be resolved
with practical
knowledge
and
experience.
nates
and team
mates.
month
s
helps to
maintain
decorum
in
organisati
on.
P3. Organisation and individual learning and training and development:
Organisational learning:
Learning is the best way which improve and create the skills and knowledge.
Organisational learning is an activity in which creating, transferring and retaining the knowledge
within the enterprise. In this report chosen company is ALDI, it is use learning rates which are
improve the company's structure and coordination, individual proficiency, technology etc.
organisational learning improve and increase the profits, efficiency and accuracy.
Individual learning:
Individual learning is an activity in which a person improve and increase their own skills,
abilities and knowledge (Liljenberg, 2015). This learning is focused on the tailored explicitly
and development and autonomous study for improve the an employee's skills. ALDI company
should ensuring that individuals are receiving proper instruction and resources for effective
learning and choose the education and training program for guiding the individuals for their
work.
Distinguish between individual and organisational learning:
Individual learning Organisational learning
Individual learning is refers as the ability to
build knowledge and skills through individual
consideration about external sources.
Organisational learning define the transferring,
retaining and creating knowledge within the
business.
Individual learning and education provided for
short period of time.
Organisational learning is provided for long
period of time.
Its important aim is educate the individuals' While its objective is teach the subordinates
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and increase their working power. about administrations of the company.
Training:
Training is an activity in which improving and increasing the performance, productivity,
capability and capacity of the workers in the organisation (Macdonald, Burke and Stewart,
2017). ALDI company should be provide training programme to their employees for enhancing
their speed and quality of work for a specific job. Training is a method which provide instruction
to the new employees that how to perform a specific project of the company.
Development:
Development is an activity of scientific and technical skills to meet with specific
objectives and goals. ALDI company providing the overall development of their employees such
as educational, physical, sociological, psychological and economical development for their better
performance of work.
Distinction between training and development:
Basis Training Development
Meaning Training defines training as
‘the arranged process by which
personnel can enhance
knowledge and skill for a
certain purpose’. (Rienties and
Kinchin, 2014)
Development means
systematized use of scientific
and technical knowledge to
meet specific objectives or
requirements.
Term Training is giving for short
period of time.
It is provided for long period
of time.
Focus on It is based on present time. While development is based on
future.
Aim It is related from particular job
and task.
While its aim is giving
conceptual and general
knowledge.
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Training and development are the tools f or learning
training and development is one if the best tool through which knowledge information
can be improved. This is essential and relevant for attaining goals and objectives. This helps to
perform operations in effective way through which learning and knowledge of employees gets
enhanced. When new technique arise, then with the help of training it is easy to learn and grab it.
P4. need for continuous learning and professional development :
Continuous learning: It is the ongoing, self-motivated and voluntary knowledge. Learning is a
expansion of skills and ability through improving learning and knowledge. Continuous learning
viewing workers experience as potential learning, values, re-examining assumption, methods,
policies and practices. This learning is about increase their quality through improving the skills
and knowledge (North and Kumta, 2018). ALDI company needs to invest in retaining workers
talent and developing their talent. So, company keep employees well trained and up-to-date for
adopting the changing condition of company. This is very important factor to the success of the
business.
Professional development: Professional development is about the code of conduct and code of
ethics. It is a solo responsibility of professionals to hold employee's knowledge and skills
effective for delivering the best quality of work and can meet the needs and demands of
consumers. ALDI company providing the education and training programme for enhancing the
abilities and qualities of the group members for achieving the team goals (Raes and et. al., 2013).
Professional development support to build and maintain the morale of the team workers.
Importance of continuous learning and professional development:
Every organisation needs many skilled people for good quality of work. ALDI company
support their workers for improving and enhancing their professional development and learning
knowledge. There are some importance which are as follows:
Improved efficiency: It is not providing only opportunities but also providing the new
skill sets to the workers to learn from managers. Employees of ALDI company can pick up new
ideas and view form their professionals and managers when they share their knowledge and
experience.
Build confidence and credibility: This type of development support to workers to
increase their credibility so, they can gain advantages of new skills-set and certificates. Giving
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