Report on Developing Individuals: Skills, Knowledge, and Behaviour

This report delves into the critical aspects of individual development within an organizational context, specifically focusing on the skills, knowledge, and behaviors essential for HR professionals. It examines the importance of HR in maintaining workplace coordination and discipline, detailing the skills required for effective issue resolution, multitasking, negotiation, and strategic planning. A personal skill audit using SWOT analysis is presented, outlining strengths, weaknesses, and a development plan. The report further explores the significance of High-Performance Work (HPW) systems in employee engagement and different approaches to performance management. The analysis includes continuous learning and the role of technology in enhancing skills. The report also discusses the crucial role of HR managers in ensuring employee growth and organizational success, with a focus on strategies employed by Tesco.

DEVELOPING
INDIVIDUALS

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Appropriate skills, knowledge and behaviours which are highly required by HR manager. 1
P2 Personal skill audit.................................................................................................................3
P3 Comparison between individual and organisational learning................................................6
P4 Requirement of continuous learning......................................................................................7
SECTION 2......................................................................................................................................8
P5 Contribution of HPW for employee engagement..................................................................8
P6 Performance management and its different approaches........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In order to develop an individual, various activities are conducted. Different activities
that are planned in order to develop the skills of employees help in profit maximisations. They
are the one who decide the profit margins of any association. In this business scenario where
commercialising rivalry is expanding at a high speed, organizations are required to assemble
their people, group and working environment for their survival. Programs associated with staff,
upgrade information to them, build up their abilities and develop general efficiency (Barber,
2012). Such programs create specialists who can manage unpredicted conditions and concentrate
the best out of them adequately and productively. Just like technology needs timely modification
human resource is another asset of an enterprise which needs to be updated on a frequent basis in
order to experience overall growth of firm. Tesco is a UK based retail store which has employed
workforce in a great amount. The following report will talk about how development programme
are conducted here by doing discussion on various approaches to performance management.
TASK 1
P1. Appropriate skills, knowledge and behaviours which are highly required by HR professionals
In Tesco or any other organisation, human resource is the department which is of great
importance. It helps in maintaining coordination and discipline at the workplace by forming
different functions that are crucial in nature (Day and McKee, 2014). A number of tasks
performed by HR of referred organisation is recruiting, communication, introduction and many
others. As all discussed functions are of great importance, it is required that these are performed
by an individual who has skills and abilities to take this responsibility. In general terms, skills
can be defined as an ability of an individual to perform a particular activity (Bolman and Deal,
2017). Success of any business depends so much on the present human resource manager as he
through his different roles ensures effective utilisation of all the provided resources which help in
eliminating waste cost form Tesco operations. In order to be considered as an effective human
resource manager, the following skills, knowledge and behaviour are vital:
Ability to resolve various issues – As in organisation different functions are performed
by distinct employees, there are chances that issues arise due to dissimilarity in their background
and culture. Contradictory beliefs develop problems which have to be resolved on time so that it
would not convert into big one. Human resource management plays an important role in this as
he has to take the corrective actions so that effective working environment is established.
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Management needs not to be disturbed for every small issue. For this, HR professionals must
have the skills of identifying the best possible solution to given problem in favour of both
management and employees so that sentiments of no party would get affected (Champoux,
2010).
Capable of performing different tasks – Ability of an individual to perform different
activities at the same time is called multitasking which should be there in an individual
performing role of human resource manager. It is due to the reason that when a person is
employed at the post of HR manager, it is expected that he can take the responsibility off whole
management. Company like Tesco deals in various operations which further adds more
responsibility to the human resource manager (Brown and Harvey, 2011). He has to take care
that all the operations are performed within the legal boundaries and exploitation of no person is
done by establishing healthy working environment at the workplace.
Negotiation - This is the capacity which assists an individual in making balance between
individual requirements and other person’s desires. In Tesco, HR department act as a medium to
communicate between higher authorities and lower administration with the goal that they can
develop a strong connection among themselves. Businesses and its workers have diversified
necessities and therefore, it is duty of HR administrator to motivate them to put forward their
own requirements. Such power assist human resource in tackling compensation and different
work associated matters. Their actual role in this context is to speak to represent work force
before top administration and afterwards discovers conceivable answers for resolving the same
(Brown and Harvey, 2011).
Work as consultant – It is another important function which is performed by the human
resource manager. He has to consult with employees regarding their job roles so that they would
not find any confusion. Apart from this, top management also needs to be consulted with regard
to requirements of employees.
Delivering information – It is difficult for big organisation’s mangers to have a daily
communication with all its employees. For this, HR professional is appointed and whatever
message needs to be delivered to the workforce, it is done through this division. It takes care that
timely delivery of knowledge is done so that productivity and profitability of firm would not get
affected.
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Formulation of strategies – In order to achieve the targets of firm, strategies are needed
to be employed for the workforce too. It includes the way in which recruitment and selection will
be done that aims at choosing the best candidate with doing least investment. All this is planned
by human resource manager and therefore, it is important that person at this position has an
ability to plan the best code of conduct for organisation (Burke and Noumair, 2015).
P2 Personal skill audit
SWOT analysis is an effective tool that helps in identifying the major strength and
weaknesses of different individuals so that accordingly planning can be done for future. It is
discovered that what in what areas a person is doing excel and in which needs further
development (Blanchard, 2010). In order to perform the duty of human resource manager I will
be required to take various duties and responsibility for which I must posses a number of
strengths. It is needed that I do my personal skill audit so that accordingly planning can be done
for my development. Given below are the details of personal skill audit:
Strength - I have a number of qualities which can assist me in performing the role of HR in the
refereed organisation. I know how to deal with uncertain situations and can take decision on my
own which will help in maintaining continuity at the work place. I even the required level of
understanding of different employment related legislation which are important to carry out the
daily operations. Apart from these I even posses required leadership quality which help in getting
work done through others in the most appropriate manner. Problem solving is another aspect of
my personality which will add effectiveness in the surroundings as management will not be
hampered to interfere in petty issues.
Weakness – Though I have got a number of strong points I have some loop holes too. I don't
have any past experience in this field as I am a fresher. I found it difficult to do a number of
operations at the same time and get jumbled if given different task to complete within a short
time span. Apart from this I also need to work on my communication skills so that I can deliver
the quality information to distinct employees on time.
In order to perform my duty in most appropriate manner I need to construct a pan that
aims at improving my weakness. Given below is the table showing plan towards my self
development.
Sr. No. Learning objective Current
proficienc
Target Opportunities for Time scale
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y proficiency growth
1 Skills to
communicate
2.5 5 In order to deliver al
the required
information and
messages to different
level of organisation
it is important that I
must have an
effective skills to
interact with one
another. It is one of
the most required
skills tat can be
developed through
taking maximum
participations in
different meetings
and conferences that
are organised at the
work place by
management.
Through ding this I
will be more able to
develop better
connections with my
colleagues and hence
will enhance my
productivity level. It
will also add
confidence to my
personality as I will
Three to four
months
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learn to express my
self in front of
others.
2 Issue resolving 2.3 5 Assistance of various
online test and
personality
development
programs can be
taken so that I will
get to know how to
respond at various
problems. I will start
giving suggestions to
problems that arise at
the work place and
will learn how to
reach at the final
solution.
1month
3 Information
technology
3 5 In the present
modernise business
scenario everting is
done with the
assistance of
developed
applications. IT
knowledge needs to
be enhanced as than
the work is done
with less errors and
also much time can
Three to four
months
5

be saved. I will have
to go for coaching
and classes where I
can learn to use
different applications
so that this
understanding can
help me in enhancing
my performance as
HR in refereed
enterprise.
4 Management 3 5 I need to develop on
my management
skills too so that I
can perform different
activities on time.
For this I will be
participating more
into various projects
and will try working
under time limits so
that I can enhance
skills to be
multitasking.
P3 Comparison between individual and organisational learning
When learning is transfer within the organisation boundaries than it is termed as
organisation learning. Under this process creation, retention and transformation of information is
done so that overall development of the work place can be done (Coghlan and Brannick, 2014).
Apart from this individual learning is a narrow concept that aims at providing knowledge to a
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particular person in order to do his growth by analysing his strength and weaknesses. This way it
can be observed that there is difference in both the given terms. It can be better understand in the
following manner:
Individual learning Organisation learning
 Under this a person develops his skills
by observing and watching his
surroundings.
 It is less complicated and a cheap
source.
 Self development is done by learning
new things.
 Innovative thinking is developed which
is capable of giving more results to the
organisation.
 Discipline in an individual is developed
with the help of building learning
programs at individual level.
 Under this every individual exchange
their knowledge with one another in
order to grow an overall enterprise.
 In comparison to individual learning it
is more complicated and consume
much time of all those who are
involved in learning programme.
 Work break down becomes easy as
everyone is brought to the same level.
 Productivity of whole organisation can
be developed as collective efforts gets
improved as a result of organisational
learning programs.
Though both the discussed concepts are different they share few similarity too as both of
them aims at developing the overall profitability of the business. It is important for growth that
learning is given to every person who is part of an enterprise (Cummings and Worley, 2014).
Both these programs help administration in utilising their resources to the full extent.
P4 Requirement of continuous learning
Constant learning is utilized in both individual and big enterprise. On an individual level,
it is done by doing tasks frequently and on a big level, it happens when individuals cooperate for
a following action. On the other hand Professional Development is a learning procedure which
intends to keep up proficient accomplishment, for example, instructive degrees. An Organization
guarantees to redesign business exercises with the changing condition so to keep up their
business working customizable and adaptable (Anderson, Potočnik and Zhou, 2014).
Organization are required to give adequate preparing and advancement to their representatives to
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improve their profitability. Discussed below are the necessities required for ceaseless learning
and expert improvement are as per the following:
Assembles Sustainable Engagement: It is specifically relative to the nature and
standards of labourer encounter at work. It is supported regularly through concentrating on
correspondence, preparing and improvement, obvious authority and execution administration.
Supports Problem Solving: Through training aptitudes and giving education in an
association, employers can include an incentive in the execution of their collaborators. They urge
representatives to tackle their concern as opposed to relying upon others for arrangement related
with the issue (Darling-Hammond and McLaughlin, 2011). For this organization gives them
adequate preparing in setting of how to make due in various circumstances, likewise include
them in different personality diversions which enhances their mental capacity.
React to Technology: As the innovation is refreshing with the passage of time, it is vital
for an association to adjust in like manner. For example, different organization's are utilizing
current innovation as opposed to utilizing old one hence, an association are required to give
sufficient preparing to their specialists with the goal that they can expand their insight and
abilities in setting of utilizing updated innovation.
Increment Employee Retention: Continuous learning and improvement increment the
worker's spirit and upgrade their profitability in this manner, holding them for longer period with
business venture.
SECTION 2
P5 Contribution of HPW for employee engagement
Superior working is that idea which helps in making a hierarchical culture with clear
management, loyalty and free communication. In basic speech, it implies construct working
condition where all individual can speak with one another without any restrictions. It is that
customary progressive composition where specialists feel drew in and intended (Anderson and
Anderson, 2010). The real elements of superior working are discussed after as under:
 Advanced representative involvement
 Human related exercises and activity
 Appraisal and responsibility actions
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Thus, these are few more critical elements of elite working which enables organization in
enhancing its work to compel and their working kind. This idea, propose organization to give
reward and impetuses with the goal that worker will get spurred and contribute more in
accomplishing business objectives and target. It gives advantages to workers and managers. With
the assistance of this idea, association can build worker engagement. In the event that specialists
take an interest in business choice then it will expand their certainty and furthermore will build
their inspiration level. This will bring about high hierarchical development and improvement.
HPW helps in upgrading current aptitudes and capacities of workers with the goal that they can
work business exercises in best way (Hitt and et. al., 2011). It is that efficient approach which
helps in upgrading representatives advancement capacities. In the event that organization will
make elite workplace then it can enhance proficiency and adequacy of specialists which will give
upper hand to organization. HR director conducts different exercises, for example, preparing and
advancement to enhance current working execution of specialists . High gifted representative's
works business works in proper way which helps organization in contending with its rivals. For
instance, if refereed association has greater ability marketing group then same will make best
methodologies by which organization can work its exercises in orderly way and furthermore can
give extreme rivalry to its market rivals.
P6 Performance management and its different approaches
Performance management is a concept through which results of an enterprise are
maintained so that minimum or no deviations are obtained in the final results. Evaluation of
outcomes are done on the basis of work done by an individual, particular department or
organisation as whole. It has to be ensured that all the resources of organisation are utilised in the
most effective manner they can (Huczynski and Buchanan, 2010). Different actions that part of
performance management programme such as:
Setting up of end goals – In order to check that weather desired results are achieved or
not it is first important that desired results are established. It is due to the reason that after the
targets are set it becomes easy to do the comparison and deviations can be easily identified.
Different approaches utilised in performance management are as follows:
Comparative approach – Under this system the results of different employees are
compared with one another in order to evaluate who did the task in more appropriate manner. It
helps in planing the appraisal programs.
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Attributes approach – According to this attribute of different employees are identified.
It is recognised that how effective an individual is in performing different job roles and take the
responsibility of doing various roles.
Result approach – Under this method the performance is managed according to the
results achieved. After getting the final outcome it is examined and its negatives are discussed so
that next time the same error is not done (Amabile, 2012).
Above discussed approaches are effective enough that can be utilised in order to increase
the productivity level of firm and reducing waste from business.
CONCLUSION
After completing the above discussion this has been summarised that if an individual
needs to develop at the work place he needs to do the self auditing as through this it can be
identified that what all sections of our personality are well and on which we need to work hard./
As a human resource manager a person needs to perform a number of responsibility for which he
should posses skills and knowledge to be good at communication, problem solving recruiting etc.
Self development plan is also given which can be utilised to increase own efficiency and
minimising our weaknesses.
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REFERENCES
Books and Journals
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Darling-Hammond, L. and McLaughlin, M.W., 2011. Policies that support professional
development in an era of reform..Phi delta kappan, 92(6), pp.81-92.
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.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Amabile, T., 2012.Componential theory of creativity(pp. 3-4). Boston, MA: Harvard Business
School.
Anderson, D. and Anderson, L.A., 2010.Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Anderson, N., Potočnik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A
state-of-the-science review, prospective commentary, and guiding framework.Journal of
Management. 40(5). pp.1297-1333.
Blanchard, K.H., 2010.Leading at a higher level: Blanchard on leadership and creating high
performing organizations. FT Press.
Brown, D.R. and Harvey, D.F., 2011. An experiential approach to organization development.
Champoux, J.E., 2010.Organizational behavior: Integrating individuals, groups, and
organizations. Routledge.
Day, D.V., and McKee, R.A., 2014. Advances in leader and leadership development: A review of
25years of research and theory.The Leadership Quarterly. 25(1). pp.63-82.
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.
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