High-Performance Working and Employee Engagement at Sainsbury's

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DEVELOPING INDIVIDUALS, TEAMS AND ORGANIZATIONS

Table of Contents
INTRODUCTION........................................................................................................................1
LO1........................................................................................................................................... 2
P1 DETERMINE APPROPRIATE AND PROFESSIONAL KNOWLEDGE, SKILLS AND
BEHAVIOURS THAT ARE REQUIRED BY HR PROFESSIONALS.................................................2
P2 ANALYSE A COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY APPROPRIATE
KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A PROFESSIONAL DEVELOPMENT
PLAN FOR A GIVEN JOB ROLE...............................................................................................3
M1 PROVIDE A DETAILED PROFESSIONAL SKILLS AUDIT THAT DEMONSTRATES EVIDENCE
OF PERSONAL REFLECTION AND EVALUATION.....................................................................6
LO 2.......................................................................................................................................... 7
P3 ANALYSE THE DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING,
TRAINING AND DEVELOPMENT............................................................................................7
P4 ANALYSE THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT
TO DRIVE SUSTAINABLE BUSINESS PERFORMANCE.............................................................8
M2 APPLY LEARNING CYCLE THEORIES TO ANALYSE THE IMPORTANCE OF IMPLEMENTING
CONTINUOUS PROFESSIONAL DEVELOPMENT.....................................................................9
D1 PRODUCE A DETAILED AND COHERENT PROFESSIONAL DEVELOPMENT PLAN THAT
APPROPRIATELY SETS OUT LEARNING GOALS AND TRAINING IN RELATION TO THE
LEARNING CYCLE TO ACHIEVE SUSTAINABLE BUSINESS PERFORMANCE OBJECTIVES.......12
LO 3........................................................................................................................................ 13
P5 DEMONSTRATE UNDERSTANDING OF HOW HPW CONTRIBUTES TO EMPLOYEE
ENGAGEMENT AND COMPETITIVE ADVANTAGE WITHIN A SPECIFIC ORGANISATIONAL
SITUATION..........................................................................................................................13
M3 ANALYSE THE BENEFITS OF APPLYING HPW WITH JUSTIFICATIONS TO A SPECIFIC
ORGANISATIONAL SITUATION............................................................................................15
LO 4........................................................................................................................................ 17
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P6 EVALUATE DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT AND
DEMONSTRATE WITH SPECIFIC EXAMPLES HOW THEY CAN SUPPORT HIGH-
PERFORMANCE CULTURE AND COMMITMENT..................................................................17
M4 CRITICALLY EVALUATE THE DIFFERENT APPROACHES AND MAKE JUDGMENTS ON
HOW EFFECTIVE THEY CAN BE TO SUPPORT HIGH-PERFORMANCE CULTURE AND
COMMITMENT................................................................................................................... 20
D2 PROVIDE VALID SYNTHESIS OF KNOWLEDGE AND INFORMATION RESULTING IN
APPROPRIATE JUDGMENTS ON HOW HPW AND MECHANISMS USED TO SUPPORT HPW
LEAD TO IMPROVED EMPLOYEE ENGAGEMENT, COMMITMENT AND COMPETITIVE
ADVANTAGE....................................................................................................................... 21
CONCLUSION.......................................................................................................................... 23
REFERENCES........................................................................................................................... 24
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INTRODUCTION
Skills may be defined as the behaviour or quality of the person that is used for interaction
and work. Every organisation needs to assess the skills of the company that helps in
identifying the capabilities of the organisation and to overcome the situation by taking
proper measures. In this assignment, the learners come to know about the skills, knowledge
and behaviour required for the HR professionals. The HR professionals need to develop
personal and professional skills for the growth of the organisation as well as for self-
development. Sainsbury’s is a public limited company that works in a retailing industry
based in London UK. The HR professional of the company wants to enhance the skills and
knowledge for requiting better employees for the organisation.
3

LO1
P1 DETERMINE APPROPRIATE AND PROFESSIONAL KNOWLEDGE, SKILLS AND
BEHAVIOURS THAT ARE REQUIRED BY HR PROFESSIONALS
Sainsbury’s is a retailing industry organisation founded by John James Sainsbury in 1869.
The company serves Hypermarket, supermarket, convenience shop, and forecourt shop. The
company is based in London and serves in many countries of the world with 18000+
employee count. The company needs to develop the skills and knowledge of the HR
professional of the company that helps HR to recruit better employees (Aluko and Knight,
2017).
JOB DESCRIPTION OF HR IN A COMPANY
The HR department of Sainsbury's plays an important role in the success of the business.
The HR department looks after the needs of the employee and the organisation and
motivates the employee for work. The main job role of HR professional in the company is
the recruitment of the staff, monitoring the working, health and safety, and training and
promotions of the staff (Pató, 2015).
SKILL AND KNOWLEDGE REQUIRED FOR HR PROFESSIONAL IN SAINSBURY’S
Skill, knowledge and behaviour play an important role in every job profile. The HR
department of the company is one of the important parts of the organisation and needs to
have proper skill and knowledge about the work. The HR professional needs to have the
organisational skills, communication skills, confidentiality skills, and adaptability skills that
play an important part in serving employee of the organisation and for recruiting the staff.
Also, the HR professional needs to have the proper knowledge about the company and staff
that helps in working the HR leniently and efficiently. The HR department is the first
interaction of the employee with the company and so the HR professional of the company
needs to be very polite and friendly. Sainsbury's company is a retailing industry company
and needs the HR department to be more interactive and knowledgeable that helps the
company in gaining success and growth of the organisation (Jackson, 2015).
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P2 ANALYSE A COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY APPROPRIATE
KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A PROFESSIONAL
DEVELOPMENT PLAN FOR A GIVEN JOB ROLE
AUDIT OF PERSONAL SKILLS
As discussed above the skills and knowledge required for the HR professional in the
Sainsbury’s company I have concluded and prepared an audit of the personal skills I have for
the HR job role based on the company’s requirement. The Audit of the skills will help me
evaluating my skills and the area in which I need to work for gaining perfection for the job
role (Cottrell, 2015).
Skill Description Low Average Good Excellent
Interpersonal
skill
Contact with the staff that
helps in making good
personal skills.

Curiosity to learn
new things
Learn new things that
help in the growth of the
business.

Flexibility Can work in any
circumstances

Self-motivation Passion about work and
learn from the mistake.

Thinking skills Problem-solving skills. 
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AUDIT OF PROFESSIONAL SKILL
Professional skills help in handing out the problems within the organisation and lead the
company towards development. The HR professional is responsible for handling out issue
within the organisation regarding the employees and other circumstances. According to
Sainsbury's company, I have audited the professional skills that help me enhance my skills
for my career (Nugraha and Suryandari, 2018).
Skill Description low Average Good Excellent
Management
skill
Management of the
organisation and other
factors

Technical skill Knowledge and
awareness of new
technology

Communication
skill
Interaction with
employees for
maintaining relations. 
Negotiation skill Convincing power that
helps in the development
of profit of the company.

Problem-solving
skill
Handling the situation
and overcoming them
with proper planning.

DEVELOPMENT PLAN
6

According to the above audit, I have evaluated my personal and professional skills and find
out the skills that I need to develop for being an HR professional in Sainsbury’s company. For
the development of the skill, I have to make a development plan that will help in filling the
gap between knowledge and skill (Kumar and Velusamy, 2017).
Skill Development Plan Time Required
Flexibility  Creative thinking.
 Embrace ambiguity.
 Shift focus.
1 month
Self-Motivation  Confidence.
 Positive thinking.
 Courage to work.
2 months
Technical skill  Stay connected with
media.
 Curiosity about
technology.
1 month
Negotiation skill  Proactive approach.
 Enhance thinking
power.
1 month
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M1 PROVIDE A DETAILED PROFESSIONAL SKILLS AUDIT THAT DEMONSTRATES
EVIDENCE OF PERSONAL REFLECTION AND EVALUATION
Evaluation of the skills and knowledge helps me in filling the gap between the skills and
knowledge and helps me in career development at Sainsbury's company as an HR
professional. The personal audit helps me in initiating the learning process that is necessary
for the growth and development of the career. Gibbs Learning cycle will help in
understanding the reflective learning process (Sekarwinahyu et al., 2019).
Figure 1: Gibbs Reflective Cycle (NT, 2019)
Gibbs Reflective cycle helps in making the learning process reflective and provides a way to
think from all aspects of the activity. The learning process starts from the description of the
problem, feeling about the problem, analysis of the problem, thinking about the problem,
concluding the problem, and then making an action plan that helps in learning from the
problem (Sekarwinahyu et al., 2019).
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LO 2
P3 ANALYSE THE DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL
LEARNING, TRAINING AND DEVELOPMENT
Organisational learning Individual learning
Organisational learning is responsible for
developing the skills and knowledge of the
employee.
Individual learning helps an individual in
developing personal skills.
Organisational learning focuses on the
customer’s demand and develops the skills
according to it.
Individual learning helps in identifying self-
strength and weakness.
Organisational learning is developed by
conducting a training program on a large
scale.
Individual skill is developed by an individual
or in small group communication.
Organisational learning develops
organisations growth and helps in gaining
profit (Manuti et al., 2015).
Individual learning helps in self-development
that is important for the career (Manuti et
al., 2015).
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P4 ANALYSE THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL
DEVELOPMENT TO DRIVE SUSTAINABLE BUSINESS PERFORMANCE
Continuous learning is the process of gaining knowledge and skills on a regular basis that
helps in fulfilling the gap between the skills and leads to career development. The
development of professional skill and continuous learning is important for the organisation
and helps the company in gaining profit. Continuous learning and professional development
are important for gaining knowledge and skill that helps in self-development and provides a
way for self-evaluation (Sessa and London, 2015).
Sustainable business is defined as the business having proper planning and objective for the
growth of the business and emphasis on the working of the company for earning a profit.
Sainsbury’s company has to make proper planning for the achievement of the goals and
objectives. The company needs to provide proper training to the employee that helps in
developing professional skills with continuous learning. Training of the employee not only
enhances the skills of the employee but also plays an important role in the growth of the
business by using the skills for the achievement of the objective. As the success of the
organisation totally depends on the working of the employee so it became necessary for the
company to provide proper training of skill development and motivates the employee for
continuous learning as continues learning helps the employee in being aware of the new
technology and innovations (Sessa and London, 2015).
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M2 APPLY LEARNING CYCLE THEORIES TO ANALYSE THE IMPORTANCE OF
IMPLEMENTING CONTINUOUS PROFESSIONAL DEVELOPMENT
Learning cycle helps in learning anything in a systematic way. Kolb’s learning cycles are a
tool that helps the learner in evaluating the problem and the strategy to solve the issue
(Barker et al., 2016).
KOLB’S LEARNING CYCLE
Figure 2: Kolb’s Learning cycle (Parthasarathy, 2018)
Concrete experience
In this step, the individual comes to know about the experience of the work that the work is
going according to the plan or not (Barker et al., 2016).
Reflective observation
The second step is the analysis of the problem in which the person tries to find out the issue
due to which the things are going wrong and collect information for the avoidance of the
issue in future (Barker et al., 2016).
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