Sainsbury's: High-Performance Working and Organizational Development

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Developing Individuals, Teams and Organizations

Contents
Introduction....................................................................................................................................................3
Lo1.................................................................................................................................................................3
Analysis of Professional knowledge, skills and behaviours required by HR Professionals..........................3
Personal skills audit.......................................................................................................................................5
Personal development plan............................................................................................................................6
Profession development plan.........................................................................................................................7
LO2................................................................................................................................................................8
Difference between organisation and individual learning, training and development..................................8
Learning styles
Need for continuous learning and professional development to drive sustainable business performance..10
L03...............................................................................................................................................................13
How high performance working (HPW) contributes to employee engagement and competitive advantage
......................................................................................................................................................................13
Benefits of applying HPW at Sainsbury’s organisation..............................................................................15
LO4..............................................................................................................................................................15
Different approaches to performance management.....................................................................................15
Impact of performance management on high-performance culture and commitment............................17
Conclusion...................................................................................................................................................18
References....................................................................................................................................................19
1

Introduction
Sainsbury’s is the third largest chain of retailers and supermarket is set in London, United Kingdom. The
company owns 16.9 % share in retailer sector. Sainsbury’s first supermarket has established since the year
of 1869 and its founder name is John James Sainsbury. It is the first supermarket in the UK who
employed ‘Evie’ the electric van technology to make deliveries to the customers. Sainsbury’s has its
subsidiaries Sainsbury’s Argos and Sainsbury’s bank, home retail group and many more.
Martin Scicluna is the chairperson and Milke Coupe is the CEO of Sainsbury’s. Company’s vision is to
be the most trusted retailer among the public by offering the best shopping experience for its customers.
And for this purpose, the company is employing high qualified workers and technologies to serve their
customers in an effective way.
Lo1
P1
Analysis of Professional knowledge, skills and behaviours required by HR Professionals
The growth and development of an organisation are depending upon the capability of the HR department.
HR Professionals are required to have appropriate knowledge, skills and behaviour to perform their task
in the organisation ( Lodhi, and Makki, 2010).
Professional knowledge- the HR Professional of Sainsbury’s must have knowledge of rules and
regulation followed in their work and the policies, the procedure is used in the organisation to operate
organisational activities.
Skills – there are some skills which are needed by HR Professionals of Sainsbury’s like decision making,
problem-solving, curiosity, collaborative, courage to challenge others, role model, personally credible.
Behaviours- the HR professional must adopt positive behaviour towards others and there should be
honesty, politeness, emotions, confidence, and collaborative nature in their behaviour. They have to be
friendly to interact with everyone.
Determination of knowledge, skills and behaviour
Some of the roles of an HR manager in Sainsbury’s are as follows
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1. HR manager (KSB)
Role Skills required Comments
Development and administration
of human resource plan and
procedure (Rimanoczy and
Pearson, 2010).
S+K Skills and knowledge of the
system is required
The plan organizes all the
activities of the HR department
(Rimanoczy and Pearson,
2010).
S+K Skills and knowledge
organisation work method is
required
Communicating and coordinating
with the employee for
implementing organisational
rules and procedure.
S+K+B Skills, knowledge and behaviour
required
The HR manager of Sainsbury’s
is responsible to complete the
recruitment and selection process
to hire the employee in the
organisation
S+K+B Skills, knowledge and behaviour
required
HR Manager of Sainsbury’s
takes participation in meetings of
staff and meeting with the
employees
S+K+B Skills, behaviour and knowledge
required
P2
Personal skills audit
A personal skills audit is the way of identifying owns strength and weakness and needs of development
in a healthy environment. And for that purpose personal SWOT analysis can be conducted.
A personal SWOT analysis includes strength, weakness, opportunities and threats to the assessment of
yourself. Here I will present my SWOT analysis.
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Internal external
Strength
I am a motivated,
adaptable, and
responsible person with
a friendly and outgoing
personality good
communication and
organisational skills. I
am hardworking,
trustworthy, reliable,
and eager to learn.
Weakness
Usually, I enjoy
working on my own
initiative or in a team
but I need improvement
in that area want to
enhance my problem-
solving skills, group
interaction and
decision-making
capability.
Opportunities
I worked as fire-fighter
and strengthened my
spirit of becoming a
trusted person in every
situation and I am also
working as general
manager and looking out
to get an opportunity for
becoming an HR
manager in Sainsbury's
organisation
Threats
There are many
competitors in the
market who are ahead
of me and they are also
performing well and
want to make their
career in the same field.
Personal development plan
Personal development is the process of developing skills and knowledge of an individual and personal
development plan helps in shaping and improving skills and knowledge of an individual for his
continuous development (Glover, and Butler, 2012). This process includes:
 Defining aims and objectives
 Assessment of current realities
 Identify needs for skills and knowledge
 Selection of activities to meet with those perceived needs
Personal development cycle-
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Figure 1
Personal development plan on the basis of SWOT analysis which includes 7 steps
 Identification of the need for development like improving problem-solving, decision-making
skills and communication skills
 The development of these skills is required to take quick decision in all the situations and
problem-solving skills must be improved to solve problems in critical conditions. Communication
skills should also be developed to create an influence on others.
 There are many opportunities that can be achieved by developing problem-solving and decision-
making skills. For becoming a good HR manager in Sainsbury’s it is required to take fast
decisions even in the worst situation. And good communication skills are required to interact with
global level clients.
 Formulation of the action plan includes planning of a well-defined activity which is to be used in
the development process.
 The undertaking of developing includes the implementation of a well-defined procedure, for
example, any training and learning program for the development of skills like case study,
coaching.
 Record the results of training and learning programming
 Review and make an evaluation on the basis of outcomes which will help in to know the
effectiveness of the training and learning program.
5

Profession development plan
On the basis of the personal skills audit, a professional development plan is to be created to improve
personal skills to support the employee’s career goals and business requirements (Zepeda, 2013). There
are some of the skills which should be developed to become an HR manager of Sainsbury's organisation.
Needs for development Type of training and
development required
Time duration Implementation source
Decision-making skills Case study and learning
programs
2-3 months Manager
Communication skills Group discussions,
Delphi method, business
games (Desimone, L.M.,
2011)
1- months Manager and staff
Problem-solving skills Understudy, committee
assignment,
brainstorming (McNiff,
2010)
3-4 months Manager and staff
6

LO2
P3
Difference between organisation and individual learning, training and
development
The development of skills of an individual and the development of an organisation is necessary to drive
sustainable business performance. There are so many differences between organisational and individual
learning, training and development which are being analysed in that report with the support of different
learning theories.
Meaning of individual and organisational learning
Individual learning- it is a learning process for personal development at the workplace and increases
knowledge of an individual. Learning enables an individual to cop up with the changes occurs in the
workplace. Individual learning helps in to improve organisational performance and outcomes of learning
must become a part of the organisation process and culture.
Organisational learning – organisational learning refers to the process of developing new knowledge
and that knowledge must have an influence on others behaviour. As an organisation gain experiences the
work process gets improved with the support of the knowledge shared by the organisation.it is the process
of creating and transferring the knowledge within the organisation as a whole.
Difference between individual learning and organisational learning
Individual learning Organisational learning
Individual learning is dealing with the learning for
personal development at the workplace
Organisational learning refers to the creation,
retention and transformation of the insights or
knowledge within the overall organisation
Individual learning helps in to increase the
knowledge which is the result of activities and
interaction done by employees at the workplace
Organisation learning helps in to make the future
related decision on the basis of the results of their
past experiences
An individual can learn through observing
employees at the workplace, taking active
participation in all the activities, personal
The learning sources for organisations are
outcomes of past experiences changed their activity
to perform, market challenges, gaining and sharing
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communication with the customers, working under
the experienced staff.
of information with others
Individual learning is driven from the expectations,
needs and desires of an individual
Organisational learning is driven from the past
organisational experiences
Meaning of training and development
Training – training is the process of developing an individual’s skills and knowledge which makes him
able to perform a specific job task in an effective way. Training is given by different trainers to newly
hired employees in Sainsbury’s to perform a specific task according to the job requirement (Cohen,
2017).
Development – development is the process which includes a well-defined activity for those who are
already working with the organisation and can learn and grow themselves to increase their productivity
level.
Difference between training and development
Key points Training Development
Meaning It is a process in which the skills
and knowledge of the individual
is developed as per the job
requirement
Development relates to the
overall development of an
individual to grow himself
Focus on It focuses on the present job roles It focuses on future job roles
Duration It is a short term process It is a long run process
Motive It is related to the specific job It relates to the general and
conceptual knowledge of
individual
Orientation It is job oriented process It is career oriented process
Learning styles
Learning styles define the way of learning new things from a particular situation. There are different types
of individual learning styles which are used in Sainsbury’s organisation (Novak, 2010).
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Visual learning – this is the learning style in which a learner understands and learns through the
visualization of pictures and images in the work environment of Sainsbury’s.
Aural learning – this type of learning includes sound and music to learn new things at the workplace.
Recognition of sound makes them aware of the information and knowledge shared by others in the form
of audio (Schmeck, 2013).
Kinaesthetic learning – in this type of learning individual uses his hands, body and sense of touch to
learn and gain the knowledge about any task in the organisation (Schmeck, 2013)..
Social learning – in this learning process the interaction is done by an individual within a group or team
of the people at the workplace of Sainsbury’s (Schmeck, 2013)..
Solitary learning – in this process of individual learning individual learns from himself through the self-
study and self-assessment which can be done through the use of intrapersonal communication (Wong, and
Nunan, 2011).
Verbal or read/write learning – in this process of learning individual use read and write technique to
learn and gains the knowledge in the working environment (Wong, and Nunan, 2011).
Logical learning – logical learning is when an individual prefers logic, systems and reasoning to gain the
information and to improve his learning skills (Wong, and Nunan, 2011).
Need for continuous learning and professional development to drive sustainable business
performance
In the working environment of Sainsbury’s, it is as essential to plan and develop learning programs by the
HR professionals on a timely manner to update the skills and knowledge of the employees as per their job
requirement and work process changes. Continues learning is necessary to improve the skills of an
individual so that he can face the future job challenges and can easily cope up with them. This will lead to
an increase in their productivity level and performance and as the performance of employees will get
increased the business will grow faster and the overall performance of the organisation will also get
increased (Lyle, 2012). Professional development plans are to be made to develop and grow the personal
skills and knowledge of the employees at the workplace so that they will be able to achieve competitive
advantages in the world of growing technologies (Pedder, and Opfer , 2010). This will result in the great
success of an organisation.
9

Professional development plans are developed by the manager of the Sainsbury’s organisation so that
employees can easily learn new things and knowledge and can adapt this knowledge to support the
requirement of the work process of business. New knowledge and development of skills help in to
increase the overall performance of an organisation. Hence continuous learning and professional
development plans are essential to increase individual performance as well as organisational performance
ineffective way to expand and grow an organisation in a competitive world (Merkač , 2013).
There are some types of learning cycle theories applied and implemented in continues professional
development at the workplace by the Sainsbury’s organisation.
A. Kolbs learning style
Kolb's learning theory includes four different learning stages in his theory he has defined that different
people prefer different learning style and this theory focuses on the internal cognitive processes of the
learner (Dochy, et al., 2012).
Figure 2
Concrete experience
This theory includes concrete experience which means actually doing or performing a thing. Active
involvement is necessary to learn new knowledge or there should be knowledge of past experiences.
Reflective observation
This second stage defines that an individual is required to review and discuss what he has learned from
the experience or doing a particular task. In that stage, an individual's own observation is required to
verbalize it with others.
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Abstract conceptualization
Abstract conceptualization is the phase when an individual makes a comparison of his current and
existing knowledge and interprets what he has learned from the observation through interpreting different
events together.
Active experimentation
This stage includes the utilization of the knowledge learned from the situation and learning is not useful if
it cannot be utilized. A person might get forget quickly what he has learned if the knowledge is not used
anywhere.
B. Gibbs reflective cycle theory of learning
This theory was developed by professor Graham Gibbs in the year of 1988 and this theory is helpful for
the employee of Sainsbury’s to learn from the situations experienced by them regularly in the work
environment.
There are five phases of this theory
Figure 3
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