Report on Developing Individuals, Teams and Organisations (HRM)

This report examines Human Resource Management (HRM) strategies for developing individuals, teams, and organizations, with a focus on Tesco. It analyzes the skills, knowledge, and behaviors of HR professionals, emphasizing the importance of skills audits and Personal Development Plans (PDPs). The report explores the differences between individual and organizational learning, training, and development, highlighting the need for continuous professional development. Furthermore, it investigates the contribution of high-performance working towards competitive advantage and employee engagement, evaluating various performance management approaches and their impact on workplace performance. The report concludes with a judgment of the high-performance framework, offering insights into effective HRM practices.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse knowledge, skill and behaviour of HR Professionals..............................................3
P2 Audit of the personal skills of staff and a PDP (b and c).......................................................4
M1 Professional skills audit personal reflection and evaluation................................................6
P4 (c) A PDP for TESCO mentioned as below: ........................................................................7
TASK 2............................................................................................................................................8
P3 Difference between individual and organisational learning, training and development........8
P4 Needs of regular learning and professional development....................................................10
M2 Importance of implementing continuous professional development..................................11
D1 Professional development plans..........................................................................................11
SECTION 2....................................................................................................................................12
TASK 3..........................................................................................................................................12
P5 Contribution of the performance working towards competitive advantage and employee’s
engagement...............................................................................................................................12
M3 Evaluating benefits of applying HPW................................................................................12
TASK 4..........................................................................................................................................13
P6 Various approaches to performance management system...................................................13
M4 Different approaches that support high performances at work place.................................13
D2 Judgement of High performance framework......................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
HRM is the main engine of a company which help the organisation in managing the
responsibility and function of organisation in effective manner. High performing teams in a
company lead toward the proper success and achievement in ideal manner. A firm adopts various
strategies and plans in order to manage the process or operation of enterprise in effective style.
Tesco is one of the largest retailing company in United Kingdom which sells various products
and services range to their consumer. This report will study worker's skills, knowledge and skills
for HR expert and elements which affect the learning of an organisation to drive the performance
of sustainable business (Bolman and Deal, 2017). This will also evaluate the knowledge and
methods through which higher performance working help in competitive edge and worker
engagement.
SECTION 1
TASK 1
P1 Analyse knowledge, skill and behaviour of HR Professionals
a)
HRM is the essential part of an organisation which help them in meeting effective
behaviour, skills and knowledge which is elaborated as below:
The HR individual should be curious for analysing what is going in the whole
organisation and creating strategies and plans how the operations functioning is carried out in
whole entity. The person should be curious for learning new information and knowledge as well
as making the successful operations. This made HR responsible for planning in order to make
more flexible and healthy environment.
Whole HR experts should contain some specific capabilities along with certain skills in
order to gather the required information and evaluate which is essential for the operation of
business. Thus, entire worker can execute the plans easily on several collaborative projects.
This create the requirement of HR to have controlling and monitoring skills in order to
maintain the worker for meeting the desired outcome (Chaskalson, 2011). Experts should be the
collaborative personality which can joint and communicate with clients, consumers, worker and
organisational stakeholder.
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They should prepared to accept the entire upcoming challenges that may emerge at the
working environment which can help in implementation of entire activities on the same working
level (Rock, 2014). TESCO organise or hire more effective HR in order to function the huge
responsibilities of development in the company. They aim over meeting the confidence and level
of credibility which can aid them in meeting outcome in designed manner. Behaviour is another
success key at workforce as higher level of manage men is more cooperative with worker then
enterprise can conveniently share their plans and issues in effective way to resolve them within a
period of time.
P2 Audit of the personal skills of staff and a PDP (b and c)
This is required to organise proper training and development program for an organisation
and their worker in order manage enhance the skills and knowledge which help in planning and
executing the plans in effective manner. Training and learning is the activities which are utilised
for rendering short or long term skills and knowledge which helps them in meeting the overall
outcome in effective way (Conboy and et. al., 2011). Jane Cambridge is hired by Tesco who
require proper training and development for working in more efficiently and implementing
quality performance. The value of development and training are explained as below:
This is necessary to execute the learning programs so that the worker can be be taught
different behaviour and skills in different style which can maximise their efficiency. The types
and methods of training which is suitable and best for the entire worker should be utilised
through which employee can conveniently increase the level of knowledge in order to meet and
growth in order to meet the competitive edge.
Evaluating skills Audit
Skills Very Good Good Adequate Little or
no
experience
NEGOTIATION SKILLS
In between employees
Among employer and employees
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IT SKILLS
Normal software
Specific software
COMMUNICATION
Formal
Informal
Skill Audit of Jane Cambridge
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
✔
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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
✔
M1 Professional skills audit personal reflection and evaluation
The experts should have the abilities and skills in order to influence the entire people to
meet their objectives and goals of Tesco. There should be strategy improved by the organisation
in order to make the implementation of partnership working and entire worker should be engaged
in the procedure of decision-making which help in management of performance of employee.
Assessment of Need programs are assisting in order to evaluate he requirement and type of
training which is needed to be organise in order to meet success of certain operations. After the
successful analysis of training needs, the plans and objectives are being made in order to meet
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business target (The Role of Individual Development in Team and Organizational Success,
2016). Thus, training session should be measured for meeting the needed success. Such activities
teach worker the management and maintenance of cooperation with each other in order to create
more flexible, friendly and better working environment for which the execution of various
different activities is being made.
P4 (c) A PDP for TESCO mentioned as below:
Name Jane Cambridge
TIME
FRAME
Individual Goals Professional Objectives:
Next 12
months
There is huge engagement in the
development and training programs
which is assisting for the knowledge
and skills of Jane in order to meet the
future personal and company linked
objectives (Woodcock, 2017).
It only can be met if I learn entire
required knowledge and skills as well as
become the no.1 worker in business.
Next 3
years
Improvement to entire establishment
and personality with a strong position.
Meet the expert post of Human resource
manager at Tesco.
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This Growth Plan of Professional was elaborated and approved on 07.02.18.
Signature of Instructor ____________________
Signature of Coordinator ________________________________
STRENGTHS & WEAKNESSES
Planned Activities Development Objectives
Needed skills/knowledge I need to make the strategies
and in order to improve the
skills of leadership. It is indispensable for the me
to make the enhancement in
my existing knowledge and
skills.
Strengths Here my strength and expert
areas:
 Effective
communication
 Effective skills and
abilities.
Meet more efficiency in regard
of business operation.
Weaknesses/gaps
Modification and alternation in
technology is required to
carried out which I lack of
(Dahlgaard, Pettersen and
Dahlgaard-Park, 2011).
Whole knowledge and skills of
worker has to increase and
gain in order to make the
changes according to the
organizational need. s
I have finished the
development activities for
being expert in my skilled
areas as this has been
described.
Development activities of entire professionals will be finished
in the time frame of 1 month.
Signature of Instructor
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Date:
TASK 2
P3 Difference between individual and organisational learning, training and development
There are always various different ways of learning through which an organisation or
individual learn various lessons and learning. There are major two types of learning which is
mentioned as below:
Learnings of organisation refer to the procedure of learning where worker are taught new
knowledge through organisation in order to enhance their capabilities and skills in order to meet
the target and objectives. This is not different from the individual learning styles which is based
on individual learning. The company require to meet the organisational learning through
assistance of training and developing of worker which can help in growing the organisation.
Individual learning refer to the learning from experience, education and other procedure
which help in determining one's strengths and weakness along with assisting in the process of
development. According to the definition of Brown as well as Duguid, learning is the connection
or bridge between the working style of worker and their innovative ideas which not only help
one to development but evolve the whole organisation in ideal way through increasing the work
productivity.
This can simply claimed as the concept of learning which is linked with the activities
which is useful for developing and making modification in order to gain the level of knowledge
(Day and et. al., 2014). The learning management can be assessed as below:
Entire company success rely on the staff performance of Tesco so this is required which
they should contain various abilities and skills in order to make the worker more efficient. For
the management of organisation from the employee personality and this will be competed
through organising the session of training and motivation. On other hand. Organisation can
enhance and live a better living through assistance of procedure of learning. Although there are
the several requirements of organisation who are functioning there. Here are the major difference
between these both styles:
Required Improvement: In this manner of development, the worker's personal skill
requires to be put effort on the fresh requirements that they desire to be developed. But when it is
implemented in the company context, this is more complex and difficult. For the organisational
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perspective, this has become a process of time-consuming as there are several individual who are
eliminated into specific groups so that aims can be met within a specific time frame.
Vision: Individual learning focus over the abilities and skills which can help in managing
personality and knowledge in the company for overall enhancement of individual. On the other
hand, major mission of learning is improve the productivity and performance of worker along
with the Tesco itself.
Learning Process: There are various resources and places by which the skills can be
improved. Individual learning can be attained through internet, seminars, journal, books,
conferences which are the prominent sources one can achieve for the development purpose. On
the other hand, through training and development, HRM activities and team work are the
resource of development through which organisation can meet their learning targets.
P4 Needs of regular learning and professional development
Continuous learning and professional development program can help in meeting the
success and growth in effective manner which is assisting for the business operations of Tesco as
well. Here are explained the basic concept and its value in sustainable business performance:
The plan of professional development are assisting for organisation like Tesco for gaining
more information among worker through which they can function their business activities in
effective manner (Eime and et. al., 2013). These programs are organised for enterprise's growth
and achievement which is coordinated for developing creative and innovative ideas among
worker.
Several approaches are related to this plan such as technical assistance, coaching,
reflective supervision, lesson study etc.
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Illustration 1: Professional Development Skills, 2017
In order to meet good business values, this approach is beneficial which helps in long
functioning of Tesco and help in stabilising and executing its operations in more impressive and
ideal style. This help in meeting the loyalty and credibility of worker to meet worker's higher
status. This is required techniques for better and dedicated staff along with more better
productivity and performance. Tesco can conveniently sustain in the competitive retailing sector
and meet the required skills with the help of this.
M2 Importance of implementing continuous professional development
Here is the value of CPD plan and the evaluation of such activities which is mentioned as
below:
Continuous plans of learning are assisting for gaining worker success and develop the
overall business activities of Tesco in the whole retail industry (Goetsch and Davis, 2014). These
strategies and plans are made on the constant made by which business can meet the level of
achievement. Different sessions are coordinated for the worker involvements as well as
enhancements of new knowledge and skills level. This aid in productivity increment like worker
are willing to function according to the strategies. Tesco will gladly implement such plan in
order to reach their workplace diversity and creativity along with effective working.
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D1 Professional development plans
The development plan help in meeting the outcome in the below mentioned ways:
Step 1
Technological abilities should be improved for
making the product creativity through which
development can be increased.
Step 2
Self-awareness should be build for making
worker understand about the incurring at
workplace.
Step 3
Effective interaction and communication
activities among whole worker for making the
smooth message and communication flow at
working environment of Tesco which can help
in meeting the determined plan outcome.
Step 4
The areas should be focused where employees
are not able to achieve growth in their overall
business operations.
SECTION 2
TASK 3
P5 Contribution of the performance working towards competitive advantage and employee’s
engagement
Manager at working environment are concentrating over the effective plans in which the
worker can participate and as outcome, the competitive edge. Development and research
practices can be organised for aiming the evaluation of position of competitors. Higher
performance working can influence the working styles and methods of work environment which
ensure Tesco among entire worker so they can meet the implemented their working in planned
and effective way.
Leader are also participating as the crucial player in the productivity enhancement as well
as gaining the worker satisfaction who can meet the revenues and growth for organisational
business. Worker should be satisfied in organisation like Tesco as they are liable for the better
work productivity and better service rendering activities through accomplishing the worker
demand.
The programs of worker's engagement should be planned that are assisting for knowledge
and skills increment among the workers for meeting the higher gains and competitive
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advantages. Research has claimed that leader play major role in the worker engagement in Tesco
which is why company has enlisted as one of the largest company in whole United Kingdom.
Through the help of worker engagement, company is able to meet confidence level and
satisfaction among the organisation (Herrmann and Herrmann-Nehdi, 2015). High performance
working approach is used by the Tesco group which help in updating the rewarding,
compensation techniques and other work which can help organisation is solving issues. This is
the major reason behind the increased efficiency of work for which Tesco organise various
programs and activities in effective manner.
M3 Evaluating benefits of applying HPW
The benefits of HPW structure which has been mentioned as below:
Competitive situation can be met through Tesco if the individual of people of
organisation are able to meet the features and cost of the products from the business of their
rivalry. It is one of the major elements which should be concentrated through each and every
business are majorly focusing over the investment of money over the worker satisfaction which
can help them in meeting the desired outcome in most efficient manner that can help in
accomplishing the profitability in upcoming time.
TASK 4
P6 Various approaches to performance management system
There are various approaches which can help the system which mentioned as below:
Collaborative Working: It is an essential technique where entire worker are functioning
their work together in order to meet the goals. This help in organisational workplace
development along with the forming positive working environment.
E.g.: Tesco implement this techniques though executing various plans and strategies
through which a company can meet the desired outcome.
Quality Aspect: The major concentration of expert of HR is related with the products
quality of manufacturing that can help in meeting wants and satisfying requirements of potential
buyers.
E.g.: If the organisation like Tesco are aiming over the product quality then this is
assisting to the loyal buyer which will lead to better sales ratios and profitability (Hitt and et. al.,
2011).
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Tesco use the collaborative approach which is helping in their working style and is the
reason of better quality and high performance working of company operation in whole market of
retailing industry. This is an effective approach which can help in managing the work in most
efficient manner.
M4 Different approaches that support high performances at work place
There are various approaches which support the higher performance working which is
mentioned as below:
Result Approach: This is one of simple method in which the worker rate the other
employee performance which increase their work efficiencies.
Set Expectation: The manager sets the aims and targets which worker of Tesco are
needed to finish within period of time which enhance the productivity (Marquardt and et. al.,
2011).
Support Feedback: Manager analyse the response of which helps in meeting the business
operations success to make development in effective manner.
D2 Judgement of High performance framework
The HPW at workplace of Tesco are helping in employee retention of worker for longer
period of time along with benefiting Tesco according to the worker demands. In order to meet
the desired outcome and enhance the efficiency of organised operations of business, this
approach has vast use (Légaré and et. al., 2011). The major focus of the entire organisation is to
enhance the skilled worker and gain the best outcome to meet revenue and profitability. Hence,
Tesco can easily meet their level of sustainability in retailing sector of marketplace.
CONCLUSION
It can summon from discussed report that High performing teams in a company lead
toward the proper success and achievement in ideal manner. Experts should be the collaborative
personality which can joint and communicate with clients, consumers etc. Training and learning
is activities which are utilised for rendering short or long term skills. There are always various
different ways of learning through which an organisation or individual learn various lessons and
learning. Continuous learning and professional development program can help in meeting the
success and growth in effective manner Manager at working environment are concentrating over
the effective plans in which the worker can participate and as outcome.
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REFERENCES
Books and Journals
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Conboy, K. and et. al., 2011. People over process: key people challenges in agile development.
Dahlgaard, J. J., Pettersen, J. and Dahlgaard-Park, S. M., 2011. Quality and lean health care: A
system for assessing and improving the health of healthcare TESCO. Total Quality
Management & Business Excellence. 22(6). pp.673-689.
Day, D.V. and et. al., 2014. Advances in leader and leadership development: A review of
25years of research and theory. The Leadership Quarterly. 25(1). pp.63-82.
Eime, R. M. and et. al., 2013. A systematic review of the psychological and social benefits of
participation in sport for children and adolescents: informing development of a
conceptual model of health through sport. International Journal of Behavioral Nutrition
and Physical Activity. 10(1). p.98.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Herrmann, N. and Herrmann-Nehdi, A., 2015. The Whole Brain Business Book: Unlocking the
Power of Whole Brain Thinking in Organizations, Teams, and Individuals. McGraw
Hill Professional.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2). pp.57-75.
Légaré, F and et. al., 2011. Interprofessionalism and shared decision-making in primary care: a
stepwise approach towards a new model. Journal of interprofessional care. 25(1).
pp.18-25.
Marquardt, M. J. and et. al., 2011. Optimizing the power of action learning: Real-time strategies
for developing leaders, building teams and transforming organizations. Hachette UK.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Woodcock, M., 2017. Team development manual. Routledge.
Online
The Role of Individual Development in Team and Organizational Success. 2016. [Online].
Available through:<https://www.trainingindustry.com/articles/strategy-alignment-and-
planning/the-role-of-individual-development-in-team-and-organizational-success/>.
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