Analysis of HR Skills, Training, and Performance at Tesco: A Report

This report provides an in-depth analysis of human resource practices at Tesco Plc, focusing on the development of individuals, teams, and the organization. It examines the essential skills and behaviors of HR professionals, including leadership, communication, and decision-making. The report includes a skills audit, analyzing strengths and weaknesses, and proposes a professional development plan to enhance employee capabilities. It also explores the differences between organizational and individual learning, emphasizing the need for continuous professional development. Furthermore, the report assesses the contribution of High-Performance Work (HPW) systems to employee engagement and competitive advantage, evaluating different performance management approaches to foster a high-performance culture. The report concludes with an evaluation of the benefits of applying HPW and provides recommendations for improving HR practices within the organization.

Developing Individual,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Professional knowledge, skills and behaviours required by HR professionals.....................1
P2) Analysing personal skills audit to identify knowledge, skills and behaviours and
development of a professional development plan.......................................................................3
M1 Professional skills audit personal reflection and evaluation................................................7
TASK 2............................................................................................................................................9
P3 Differences between organisational and individual learning, training and development......9
P4) Need of continuous learning and professional development .............................................10
M2 Learning cycle theory to analyse the importance of implementing continuous professional
development..............................................................................................................................11
D1) Professional development plans.........................................................................................11
TASK 3 .........................................................................................................................................12
P5 Contribution of HPW in employee engagement and competitive advantage......................12
M 3 Evaluating benefits of applying HPW...............................................................................12
P6 Various approaches to performance management system...................................................13
M4 Different approaches that support high performance culture at work place.......................13
D2 Judgement of High performance framework......................................................................14
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
In today's modern scenario the major purpose of each business organisation is to gaining
high profit and revenue through generating high sales at market place. Human resource can be
considered as the most essential element which plays most effective role in each business
organisation. The under mentioned project report is based on Tesco Plc. Which is largest
multinational retail company in United Kingdom (Bolman and Deal, 2017). They company is
mainly focused on providing high quality products and services to their potential buyers in order
to satisfying their needs and wants. The cited company is working on development of
individuals teams at work place, so it is easy for each individual to show their skills and talent at
work place which ensure them about their own development, that helps them to adjust
themselves in cross culture environment. The present report contains the study about analysing
skills, knowledge, attitude and ability of each individual who are contributing their best at work
place. Various factors that considered at the time of implementing learning programmes, high
performance can be attained through effective communication and coordination, high
professional activities will contribute towards employee engagement in respect to gain
competitive advantage at market place.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals
In each business organisation HR, managers plays most effective role in growth and
development of firm. Human resource has some positive as well as negative impact on firms
performance and its functions. In Tesco Plc. People helps in implementing some policies and
practices of the company, managing workers performance and designing an effective
organisational culture, so as to attain desired goals and objectives.
Skills of HR manager are described as under: Leadership and management skills: The basic purpose of each business organisation is
to appoint a well educated people at work place who is having a significant skill of
leadership (Brown and Harvey, 2011). It is essential for a leader to lead all working
activities in efficient direction. Further more Tesco Plc has some effective human
resource professionals who are having significant skill to manage performance of all team
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members through providing proper and appropriate direction towards desired goals and
objective. Good communication skills: It is most important quality of HR manager, as it is essential
for them to communicate with each department of organisation, so that appropriate
coordination can be made. This skill helps them to evaluating the needs, issues and wants
of employees and resolve them in proper manner, so that employees can work in efficient
manner. Decision making skill: It is foremost skill which are needs to carry out by each manager
who are responsible for all activities that are held at work place. It is required for each
manager to take an effective decision which are beneficial for organisational growth and
success. In Tesco Plc effective decision can be made in order to enhancing performance
and working ability of employees.
Knowledge of HR managers are describes as under: Knowledge of business: It is necessary for each people who are appoint as a HR manager
in an organisation how to run business and its activities in right direction. The manager
needs to have the capability of determining various ideas and thoughts to improve current
market position of company. Knowledge of best practices: It is required for a manager to perform various practices at
work place which plays most effective role in developing organisational performance
such as training and development, performance management, talent management,
succession and career planning, labour relations, personal administration, recruitment and
selections, HR planning (Burke and Noumair, 2015). Knowledge of labour relation:It is necessary for HR manager to having significant
knowledge about labour laws, practices and regulations in order to providing proper
services to their employees, so that they needs and wants can be satisfied in efficient
direction. HR manager needs to having the knowledge about managing healthy
employees relationship in respect to gaining high growth and success.
Behaviour of HR managers are described as below: Ethical behaviour: The behaviour of HR manager needs to be polite and positive with
their higher authority of employees. Managers required to be frank with their workers so
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that they can easily tell them about issues and conflicts that are faced by them at work
place.
 Fairness: HR manager needs to play some games at work place as they put their
employees in different challenges in order to developing their skills and knowledge, so
have to play fare games in order to measure the performance of each individual with
equality.
P2) Analysing personal skills audit to identify knowledge, skills and behaviours and
development of a professional development plan.
In an organisation each individual are having some skills and knowledge which are
different from each other and it is the major responsibility of manager to assign right job to the
right person as the skill and knowledge which are required for completion of any task and job.
Skill audit is essential in analysing different skills and ability of employees, it is the major
responsibility of HR manager to evaluate the performance of each individual at continuous level
so that proper training can be provided in order to developing their skills and knowledge
(Cummings and Worley, 2014). Tesco Plc widely use this method for measuring the strength and
weaknesses of employees and it also helps in generates the need of training and development at
work place. The personal skills of Jane Cambridge in respect to measure the needs of training
and development of employees at work place are described as below:
Strength and weaknesses analysis of Jane Cambridge
Strength Weaknesses
 She is having appropriate knowledge
about micro soft which is applied by
her in making effective presentation.
 Having a vast knowledge and
experience of using internet or any
other electrical equipment.
 Significant knowledge to develop
some effective program and software,
which are beneficial for companies
growth and success.
 Less interaction with others due to lack
of communication skills.
 Less knowledge about data base.
 Less skills of applying software of HR
specialist due to lack of experience.
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The above mentioned strength and weaknesses are helpful in measuring actual skills, lnowledge
and behaviour of Human resource managers. Training and development program most effective
role at work place as it helps in developing skills and working ability of each individual who are
contributing their best at work place for enhancing their own as well as organisational
performance (Coghlan and Brannick, 2014). The major responsibility of HR manager is to assist
their employees through providing proper training session which helps in gaining desired goals
and objectives of firm. With the help of effective training process an individual can improve their
working ability to perform any task and duty in most efficient manner, this may aid high
efficiency of gaining high competitive advantage at market place.
Professional development plan for HR role is evaluated as below:
No
.
Objectives for
learners
Present
skilfulnes
s (average
1 week
good-5
2.5)
Skilfuln
ess
target
Possibility of development Time
period
1. Technical capabilities 8 10 Required to identify different tools
and techniques that helps in
improvising technical skills and
ability of individual. Various
applications and software are also
helpful in developing knowledge
and skills.
2 month.
2. Managerial and
leadership skills
8.5 10 In order to improvising their
leadership skills, people have to
attend various conferences and
seminars, which are effective in
enhancing knowledge. Taking
effective part in various meetings
1 months.
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in respect to developing their own
skill of decision making.
3. Communication
skills
7.5 10 Taking effective participation in
various speaking classes, interact
with co-workers and subordinates,
reading various newspaper in
different languages.
3 months.
Personal skill audit performed by Tesco Plc as follows:
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
✔
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support
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
✔
Supervisory Management
How much experience
have you had in your
< 1 month
✔
1-3 months > 3 months
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placements?
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
M1 Professional skills audit personal reflection and evaluation.
The professionals needs to have some skills and ability to influence other for contributing
their best at work place in order to enhancing productivity and growth. As a large business
organisation Tesco Plc has various departments in which manager is focused on implementing
various teams in order to effectively completion of task and duty. Tesco Plc taking different
opinion of employees in respect to taking an effective decision which is beneficial for firms
growth and success (Herrmann and Herrmann-Nehdi, 2015). Training and development
programmes are more effective in nature as they are helpful in providing proper assistance to
each individual about completion of wok through achieving desired goals and objectives. It is
required for HR manager to evaluate the performance of each individual who are contributing
their significant role at work place and personal audit helps in developing individuals strength
and weaknesses of work place.
Professional development plan for Tesco Plc.
Name Jane Cambridge
TIME
FRAME
Personal Goals Professional goals:
Next 12
months
There is a huge participation in
training and development activities in
order to enhance their own skills and
ability for performing any task and
This post can be if I am not a part of
business firm
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duty.
Next 3
years
Development of overall personality
can be made and a strong position can
be attained.
Achieve post of HR manager in the
company by own development.
This Professional Growth Plan was discussed and approved on 20/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
Required knowledge/skills I have to make plans through
implementing my improved
skills and knowledge.
This is effective for me to
improve my skills and
knowledge on some specific
criteria.
Strengths I see my strengths as -
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 Effective
communication.
 Improving Microsoft
skills.
Gain more efficiency and
transparency in operations.
Weaknesses/gaps
Various changes and
modification can be made in
tools and technologies.
Skills and knowledge can be
enhanced by applying various
tools and techniques.
I have to complete the
professional development
activities are evaluated as:
All the professional development activities will be completed in
given time duration.
Instructor Signature
Date - 09/11/2017
TASK 2
P3 Differences between organisational and individual learning, training and development
Organisational learning is different from individual learning and both plays most
effective role at work place. Organisational learning can be considered as the process through
which retaining and transferring of skills and knowledge can be done within the entire
association. This helps in enhancing the working ability of each individual who are working in
an organisation (Hitt and et. al., 2011). A significant experience helps an organisation to deal
with some internal as well as external issues that has a huge impact on organisational overall
performance. Individual learning is related with training because it is an essential tool for
effectively completion of training and development programme. Individual learning plays most
effective role in growth and development of person's personal as well as professional life.
Through this people can improve their skills, knowledge and ability to perform any task which
are related some specific career goals and objectives.
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Difference between organisational culture and individual learning are described as under:
Basis Organisation learning Individual learning
Analysis In this learning organisation is
focused on generating understanding
and analysis among all the elements
that are required for firms growth and
success.
An individual learning consist as personal
knowledge, skills and behaviour that
helps in gaining growth and progress in
their career.
Team
learning
In business organisation teams are
build in order to achieving
organisational goals in desired period
of time (Huczynski and Buchanan,
2010).
In this people are working for gaining
their own goals and targets in order to
achieving growth and success in their
career.
Self
improvement
In this employees needs to adopt
various learning styles which assist in
creating continuous improvement in
the growth and success of firm.
Through this an individual can enhance
their learning by applying various
methods and tools like taking
participation in seminars, conferences,
internet learning and meeting.
P4) Need of continuous learning and professional development
Continuous learning professional development programmes are very much important in
respect to gaining high growth and success at market place. These both elements are very much
helpful in providing proper assistance to each individual for carry out all business activities in
right direction. Some basic needs are described as under:
 Professional development plans are effective for Tesco Plc in respect to generate skills
and knowledge among employees through which they can work with more efficiency and
passion for attaining some desired objectives (Katzenbach and Smith, 2015).
 With the help of individuals own development proper ideas and thoughts can be made in
order to achieving some essential goals and objectives.
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