Individual and Organizational Development: HR Skills Analysis Report

This report evaluates the skills and behaviors required by HR professionals, the difference between organizational and individual learning, training, and development, and the needs for continuous learning and professional development leading to sustainable business performance. It also examines the contribution of High-Performance Work (HPW) to employee engagement and related advantages within the organization. Furthermore, the report analyzes different concepts for performance management and provides examples of methods supporting a high-performance culture, concluding with insights on how HPW and its supportive mechanisms result in better employee involvement, commitment, and competitive advantages. The report uses Tesco as a case study.

Developing individual
teams and organisations

Developing individual
teams and organisation

Table of Contents
INTRODUCTION...........................................................................................................................5
P1 Identify appropriate skills and behaviours required by the HR professionals..................5
P2 Evaluation of a completed personal skills audit to determine knowledge, skills and
behaviours and evolvement of professional development plan for a given job role.............7
M1 Detailed professional skills audit that exhibit grounds related to personal reflection with
evaluation...............................................................................................................................8
P3 Difference between the organisational and individual learning, training and their
development.........................................................................................................................10
Organisational and individual learning:...............................................................................10
Training and development....................................................................................................11
P4 Evaluating needs for the continuous learning and professional development leading to
sustainable business performance.........................................................................................11
M2 Learning of cycle theories and analysing importance of implementing continuos
professional development.....................................................................................................13
D1 Coherent plan that set learning goals and training in learning cycle..............................13
P5 HPW contribution to employees engagement and related advantages within the
organisation..........................................................................................................................13
M3 Evaluation of benefits by applying HPW with justifications.........................................15
P6 Analysis of different concepts for management of performance (e.g. coordinative working)
and some examples presenting the methods of supporting the high performance culture . 15
M4 Critically analysing the various available approaches and make judgement about their
effectiveness on high-performance culture..........................................................................17
D2 Providing knowledge and information related to HPW and its supportive mechanism
results in betterment of involvement of employee, their commitment as well as competitive
advantages............................................................................................................................17
CONCLUSION..............................................................................................................................18

INTRODUCTION
It has been evaluated that the execution and performance of the each worker of an
organisation and the their respective team can impact and affect the goals of the business in an
organisation. The overall performance of the business enterprise is more dependent on the
behaviour of the individual and the team. To enhance the growth and achieve the goal and
objective in a effective and efficient manner, it is important that the company develops more of
skill and performance of the employees. The evolution of the employee is more related to
increasing the capability of an individual to more efficiently in their assigned work.
Development of an individual and business enterprise is both dependent on each other (Aceto
and et. al., 2019). So performance of an individual is vital for the organisation as it contributes in
team development effectively which ultimately helps in productive contribution in achieving the
organisational goals and objectives. Tesco is the chosen organisation for this report, where Tesco
is the British multi national retail grocery supermarket supermarket shop. Tesco is headquartered
in Welwyn, Garden city, England. Tesco is the third largest retail merchant brand of the United
Kingdom. The topics covered in this report includes employee knowledge analysation, skills and
behaviour needed for HR professionals, factors required for implementation and evaluation of
comprehensive learning and the betterment to pull sustainable business execution. It also covers
the application of knowledge and understanding in which advanced and efficient working
contributes to employee engagement and their competitive benefit. It further also covers methods
in which high performance management, collaborative working with effective communication
can assist advanced performance culture and the seriousness of an employee (Ansari and et. al.,
2018).
MAIN BODY
TASK 1
P1 Identify appropriate skills and behaviours required by the HR professionals
Human resource plays a vital role in accomplishing and acquiring the goals and the
objectives of the business enterprise. So for the HR professionals, it is important to develop more
of different skills , knowledge and behaviour in order to propel and encourage their employees.
This enhances the productivity of the subordinates in order to achieve the objectives and goals.
There are various discussions on the skills, knowledge and behaviour which are needed by the

HR professionals in order to coordinate the employees in an efficient manner for the Tesco
organisation:
Skills
It's very important for the HR professionals of the Tesco organisation to acquire with
various skills in themselves in order to coordinate the work pull efficiently and effectively. There
are various skills that are required by the HR professionals and they include: Active listening – This skill is the most important one which is required in the HR
professionals to better understand the different aspects of the workers. Active listening is
the part of human resource management as this aids the professionals to work efficiently
their employees by listening to their problems. Active listening simply aids the HR to
understand clearly what their employees are saying and what is their main purpose of
speaking to them. In order to solve the problems of the employees within the workplace,
HR must possess this skill in themselves. Time management skills – For HR professionals it's important to possess and acquire this
skill in themselves to manage the work on time. And to also motivate and encourage their
employees to work efficiently in order to achieve their organisation' s goals. The time
management skill is wholly the skill of managing the time within the planned actions and
perform the various assigned tasks in a given set of time frame (Ariyani and Hidayati.,
2018).
Knowledge Administration and Management – To fulfil the requirements of the business
organisation, the HR professionals acquire management principles to achieve the goals
and objectives efficiently. Personal and Human resource – This refers to the knowledge and information that is
required by the HR professionals related to the recruitment and selection of the suitable
and the best candidate who can help in achieving the set goals and the objectives of the
business organisation.
Behaviour
 Solution oriented – The Tesco professionals needs to be very solution oriented so that
they can help in solving conflicts between the team members. Thus this behaviour needs

to be adopted by the HR professionals to break down the traditional thinking within the
workplace in order to acquire the set goals and objectives.
P2 Evaluation of a completed personal skills audit to determine knowledge, skills and behaviours
and evolvement of professional development plan for a given job role
Personal swot analysis
It is evaluated that the HR must acquire various important skills, knowledge and required
behaviour to perform efficiently within the firm or the company. The HR in order to determine
the various opportunities and chances for the organisation, these professionals must adopt
various skills and techniques. There is swot conduction for the HR advisor in order to determine
one's inner strengths and weaknesses (Attaran and et. al., 2019). Thus, this will further aid in the
developing and usage of the strengths in pulling of the coming opportunities for the
improvement.
Strength Weakness
 It is known that as an HR consultant,
the main strength is said to be the
active listening where I can see and
understand the difficulty of the view
points of my workers in a very effective
and efficient manner. And this also
helps in developing individuals, teams
and organisations impart my content
view in suitable manner to employees.
 The other strength can be that I'm able
to pull off my task in very efficient and
effective way where I can contribute
my strengths in achieving of the et
goals and objectives of the business
organisation (Avdikos and Merkel,
2020).
 The main weakness is that I'm not
solution oriented and also not a quick
problem solver in easy and efficient
manner. This impacts my performance.
 I lack time management skills where
I'm unable to manage the workload at
the workplace. This is because I'm
unable to complete my work within the
provided set of time period.
Opportunities Threats

 I can communicate effectively with
more of people in order to make their
recruitment effectively.
 I can also learn more of languages to
make recruitment of global and
efficient employees in the business
organisation.
 More of skilled individuals are there
which may create and charge more
competition for me.
 Rapid change in business firm or
organisation's environment creates
more problems to me in order to
perform my task efficiently and in
better and sound manner (Brown and
et. al., 2019).
M1 Detailed professional skills audit that exhibit grounds related to personal reflection with
evaluation
Professional skills audit
Professional skills audit is defined as the process which is used to assess the skills,
behaviour with required knowledge in which an individual is deficient or lacking. In context of
HR Consultant of Tesco, it's very important for them to evaluate the skills audit which highlights
their finding of very required skills and knowledge of informations which are represented below:
Skills/
Knowledge/
Behaviour
Poor Average Good Excellent
Active listening * *
Time
management
Administration
and management
*
Personnel and
human resource
*
Solution oriented *

Personal development plan
Personal development plan is defined as the action plan where one develops the skills in
which they are lacking. This creates an important point for the HR advisor of the Tesco to
enhance their personal development plan and skills on the basis of their SWOT analysis and
professionals skill audit which has been mentioned and described below:
Skills Current ability Target ability Developing
opportunities
Judging
criteria
Time Frame
Time
management
Skills
Poor I want to
develop my
target ability
skill to
complete my
task on time.
For
developing my
this
opportunity
skill, I need to
give more of
attention to
my task and
start working
early to
complete the
task in given
time period
By taking help
from friends,
colleagues and
family, I can
effectively
evaluate my
performance
in developing
more of time
management
skills
(De Menezes
and Escrig.,
2019).
4 Months
Solution
oriented
Poor I want to
enhance and
develop this
skill to
become a
solution
oriented
instead of a
problem
By conducting
and directing
various
practices and
activities
related to
hypothetical
solutions to
give different
By taking
feedbacks
from my
seniors and
my
subordinates
so that I can
judge my
progress for
3 Months

oriented so as
to find
effective
solutions to
my each
assigned tasks.
solutions
which are
effective in
solving them.
the
development
and
enhancement
of this
behaviour.
TASK 2
P3 Difference between the organisational and individual learning, training and their development
Continuous learning is defined as an important and a very vital concept which is required
for the individual and professional development as well as the organisation's growth. In case of
Tesco, the individual and organisational learning and their development, enhancement and
training provides and contributes evenly for the individual's development to acquire the success
and growth of the firm or the company as well as the enhancement of the organisation. There is a
difference between the individual and organisational learning as well as the development and
training which is represented below:
Organisational and individual learning:
Basis Organisational learning Individual learning
Meaning It refers to the processes involved in transformation
and creation of knowledge to implement and apply the
basic requirements of an organisational business.
Individual learning is a
self- learning process
in which is the utmost
priority is given to the
external sources.
Different and various
backgrounds enhances
the experience to pull
on the individual
learning.
Focus It is generally focussed on maintaining and developing It mainly focusses on

the whole business structure of the organisational firm
(Gray and Purdy., 2018).
the development and
growth of an
individual which will
aid them to be
consistent in their
work for the the
organisation.
Objectives This is mainly used to accomplish the necessities of a
particular business in the organisation.
It mainly aids in
preparing the career
goals and objectives
for the individual.
Training and development
Basis Training Development
Meaning It refers to an educational proceedings
that provides chance to the employees to
enhance and develop their ability,
competency, skills, learnings that has
been required to conduct a particular
assigned task.
It refers to informative process and
procedures involved which aid s an
individual to understand and interpret
their overall growth as well as
improve their skills that will be
efficient for the organisation.
Aim The basic and primary aim is to improve
the skills and knowledge of the employees
that is required to perform in their
respective job to achieve success
efficiently.
The main purpose of development is
to prepare and create an individual to
improve their skills and knowledge of
an employee or worker to face their
future challenges.
Objectives The main and the foremost objective of
training is to aid the an individual to learn
to execute their existing job in efficient
and successful manner.
The main purpose of the development
is to prepare each individual for their
future career and job and their
prosperity and growth (He and et. al.,

2020).
P4 Evaluating needs for the continuous learning and professional development leading to
sustainable business performance
Continuos learning and professional learning are the two main aspects of development
which refers to the processes of learning new skills and knowledge on regular or on-going basis.
It is vital for the management of Tesco to provide continuos learning with skill and professional
development to create their conduct effective into their assigned tasks in efficient manner. It also
aids improving their business performance development efficiently to achieve their
organisational set goals and objectives. The needs of continuos learning and professional
development for pulling off maintained business performance that are mentioned below:
Filling of skill gaps more effectively: In today's time, every organisation wants their
firm to grow effectively and have a brand image in the market. And so they are focussing on
growing their business. For this. They ultimately require more of skilled and experienced
employees so that they can conduct their daily operations in better ways and manners. Thus, this
makes important for their management of Tesco to provide and give a better training to their
employees continuously which will help in fulfilling their skill gap in efficient manner that
drives the sustainable business organization execution (Hauff and et. al., 2022).
Gaining a competitive place in workplace: By providing continuos training and
professional skill development to their worker and employees, they aid firm to make their
employees more effective in their working and performance in their assigned tasks. Thus will
thus aid Tesco to gain more of competitive edge within the marketplace by providing more of
quality and sound services to their customers. This will thus help the firm to drive off the
sustainable business concern performance.
Creating a sound work environment: When an organisation focusses on providing
continuos learning and professional development which help the firm to make their employees
productive as well as make their working environment more comfortable and advanced and
innovative that encourages employees to give their best attempts in their execution. This will
also create an working environment of Tesco in more effective way to drive and pull off the
sustainable business concern performance.

Maintenance of environmental changes and technology: The nature of the
environment is ever-changing with more of technology development on the regular basis. The
continuos learning and professional development aids the employees in making them more
effective to keep and maintain their employees to adaptive changes in their working environment
and technology that is assigned in their workplace. To work efficiently it's more important to
maintain the environment with more of comfortable and easy vibes.
M2 Learning of cycle theories and analysing importance of implementing continuos professional
development
Kolbe's learning style is one the best learning styles. This theory states that the individual
learning is based on their life experiences ,genetics along with their current environment. This
describes the two major dimensions of the learning styles which are active. This helps Tesco to
understand their management efficiently.
D1 Coherent plan that set learning goals and training in learning cycle
The coherent plan states a very productive plan which is clear and very sensible to aid the
company to achieve their company's objectives and goals. In this context of Tesco, the main
objectives are mentioned below:
 the first step is the determination of the aim and objectives.
 The next step is to make company to put up more of priorities to their tasks.
 Putting of deadlines to their tasks.
 Requirement to asses the strengths of the firm.
 Requirement to assess the skills and qualities which I required to be improved.
 Taking of feedbacks from their top management.
 Enhancing their qualities and skills to promote their opportunities.
 At last, they need to assess the solutions for their challenges that they are facing
(Hernandez-Espallardo and et. al., 2018).
P5 HPW contribution to employees engagement and related advantages within the organisation
High practices is a series of policies, practices as well processes that can be put up in a
particular place when working for improvement of their employees. The performance working
practices focus on some important areas and they include high employee involvement, HR
practices with rewards and compensation.