Developing Individual Team and Organisation: A Tesco Plc Case Study

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DEVELOPING INDIVIDUAL TEAM AND ORGANISATION
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Executive Summary
The project report provides an idea of developing individual and team of organisational business. Tesco
Plc has been considered here to understand the importance of development of individual and team for
organizational success. A development plan has been provided here in order to understand the ways to
develop the skills of employees of the company. Learning consultant needs to focus on improving the
skills of team rather than improving individual knowledge and skills. Continuous learning program is
important in order to deal with situational challenges at the time of running organizational business. The
organisation can use different practices of HPW such as sharing information with employees, taking their
suggestion for making organizational decision and learning program. In order to improve the engagement
of employees in organizational business, competitive advantage is essential. Feedback, reward system,
collaborative working and effective communication can be helpful in managing performance of
employees in the organization.
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Table of Contents
Introduction......................................................................................................................................4
LO1: Analysis of required knowledge, behaviour and skills of employees by HR........................4
[P1] Professional and appropriate skills, behaviour and knowledge required by HR.................4
[P2] Personal skills audit for identifying skills, behaviour and knowledge and development
plan for a job role.........................................................................................................................6
[M1] Detail audit of professional skill for demonstrating personal evaluation and reflection....7
LO2: Factors considered for implementation of development and learning for sustainable
performance of business..................................................................................................................8
P3: Differences between individual and organizational learning, development and training......8
P4: Need for professional development and continuous learning for sustainable performance of
business........................................................................................................................................9
[M2] Learning cycle for understanding continuous development.............................................11
[D1] Development plan for setting learning goals for business sustainability..........................12
LO3: Contribution of HPW for getting competitive advantage and improve employees’
engagement....................................................................................................................................13
P5: Application of HPW for improving employees’ engagement and getting competitive
advantage...................................................................................................................................13
M3: Benefits of HPW in organisation........................................................................................14
LO4: Application of collaborative working, effective communication and performance
management for high-performance commitment and culture.......................................................14
P6: Approaches of performance management such as collaborative working and its benefits in
high-performance commitment and culture...............................................................................14
M4: Critical evaluation of approaches to performance management and their support in high-
performance commitment and culture.......................................................................................16
D2: Ways by which HPW for improving employee commitment, engagement and getting
competitive advantage................................................................................................................17
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Conclusion.....................................................................................................................................17
References......................................................................................................................................19
Appendices:...................................................................................................................................22
Appendix A: Share price performance of Tesco........................................................................22
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Introduction
In present business scenario, it is important for an organisation to maintain individual team to perform
accordingly. Teams are supportive to determine organisational policy, leadership strategies, management
styles and their implications. These management teams are responsible for monitoring international
market and make effective plans to get profitable outcome as well as business expansion. This report has
taken Tesco Plc; a famous retail organisation based on UK and conducts their business in international
market. It operates business with 6569 shops in domestic as well as international market. It operates
business with revenue base of £57,491 million with 460,000 employee base. Along with retail business,
this organisation also operates its business in banking sector. It is critical to maintain HR policy to
conduct business to emancipate their skills to earn profit. HR team of Tesco focuses on High Performance
Working along with promoting effective communication among employees.
LO1: Analysis of required knowledge, behaviour and skills of employees by
HR
[P1] Professional and appropriate skills, behaviour and knowledge required by HR
Human resource is a significant part of any organisation to conduct their business. This department deals
in employee retention of concerning organisation. In case of retail organisation, it is emigrant to monitor
employee welfare as well as employee performance of concerning organisation (Amui et al. 2017: 310-
311). In order to note skills of HR, required attributes are presented through the following audits.
Skills Characteristics Rating
Effective
Communication
 Communication skill is all-metal for an HR manager to
maintain effective coordination among employees.
 HR manager is required to maintain efficient leadership
approaches in Tesco Plc.
 It is also considerable to maintain employee base as a
motivator of business expansion.
Organisational skills  HR is accountable for maintaining organisational skills
through recruitment, training, development and motivation.
 Managers must be capable to provide updates to the HR
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department about task and business procedures.
 Appropriate provision of training to employees to upgrade
product and skills quality as well as enhance customer
satisfaction.
Decision Making Skill  In order to maintain sustainability, effective decision making
is essential.
 Monitoring and controlling employee policy is regulated by
decision making skills.
 Liability of monitor supply and distribution channels, product
development, promotion and sales is critical.
 This department is accountable for appraisal, promotion and
increment to employees.
Training and
Development Skills
 HR department of Tesco must provide primary and
developmental training to newly recruited employees
 Provision of need-based training to experienced staffs is
essential to maintain quality workforce.
Budgeting Skill  Budgeting is an important parameter to maintain financial
stability of a company.
 Aids for formulating financial budget are essential to
establish effective fiscal plan.
 It is instant for Tesco to maintaining budget in its inventory
and warehouse management
Table 1: Skill Audit
(Source: Credited by researcher)
Effective communication injects cordial relationship with employees of concerning company. Therefore,
it is significant for organisational officials to meet crisis through effective communication (Chuang et al.
2016: 525-526). In case of retail business it is momentous for an organisation to focus on quality as well
as customer’s feedback. HR department in Tesco Plc is accountable for providing adequate training to
their employees for increasing customer service quality as well as product distribution system (Shin et al.
2017: 980-981). Decision making skill is significant requirement to maintain executive integrity in the
company.
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[P2] Personal skills audit for identifying skills, behaviour and knowledge and
development plan for a job role
This research has evaluated skills, behaviour and knowledge of HR. In order to conduct this research a
personal SWOT analysis has been made on me. Different strength, weakness, analysis and threats have
been evaluated from point of HR of Tesco Plc.
Strength Weakness
 Ability in both leadership and
management style.
 Efficiency in time management.
 Experience in doing internship with Tesco
Plc.
 Experience in job performance under
supply management.
 Inefficiency in Multitasking.
 Novice to perform job in multiple sector.
 Novice in operating job in different
cultural background.
Opportunities Threats
 Learning foreign language to perform out
countries.
 Pursuing special course of human
resource management.
 Performing teamwork to learn multiple
jobs at a single time.
 Labour market competition and conflict.
 Unemployment rate in UK (4.0%).
 International competition.
Table 2: Personal SWOT analysis
(Source: Credited by researcher)
From this SWOT analysis, I evaluated my own strength, weakness, opportunities and threats from opinion
of HR manager of Tesco Plc.
Strength: As per my personal SWOT, I have a strong base on effective leadership and management style
that is a serious issue for conducting business in retail organisation. I maintain effective time management
for conducting business in retail sector (Dong et al. 2017: 440-441). It is all-metal for employees in Tesco
to adhere to designated time for conducting business. I have completed my 6 months internship in Tesco
Plc as a trainee supply manager.
Weakness: In this SWOT table, I have mentioned my weakness to perform job in retail organisation in
UK like Tesco Plc. In case of multitasking, which is a needed variable for maintaining business in retail
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sector, I believe that I need improvement. I do not have any knowledge to perform job in multiple sector
as well as different cultural background (Engert et al. 2016: 823-824). Tesco Plc thus operates its business
in international business sector. It is significant for me to get trained for performing in different cultural
aspect to maintain business under Tesco Plc.
Opportunities: In order to meet crisis to perform in different socio-cultural market. I have started
learning French and shorthand to increase my professional opportunities in global platform (Rauch et al.
2016: 490-491). It has been mentioned earlier that Tesco Plc conduct business in international market.
The company has planned to expand business in Western Europe. Therefore, it is adherent for me to learn
foreign language to help organisation to conduct business in different cultural aspect (Johnson, 2015: 272-
273). I am learning different skills of management and teamwork and pursuing courses for effective
teamwork.
Threats: Present labour market trend in UK is an evolving threat for job openings in UK. This trend as
well as down surging in market economy is occurring due to Brexit. Unemployment rate in UK has 4.0%
which make an adverse impact on Job market. Tesco operates its business in international market.
[M1] Detail audit of professional skill for demonstrating personal evaluation and
reflection
HR manager in a retail organisation like Tesco Plc must have different skills. In case of my own skills,
this report has evaluated that skills which are need to be developed.
 Effective Communication: It has been mentioned earlier that effective communication is a
significant skill of an HR manager to maintain their employee base as well as job operation
(Lewandowski, 2016: 43-43). I have effective communication skill to observe activities of
employees as well as business operation. I maintain communication with all Tesco Branches that
operate in London and able to manage their business operation.
 Decision Making Skill: Decision making skill is another needed variable for an HR manager in
retail organisation. In case of myself, I don't have that capability to make important decision that
quickly. I need improvement in this aspect.
 Training and Development Skill: Training and development is another significant variable
which I am lagging behind. In order to evaluate capabilities of candidates and provide them
adequate training, I need more training.
 Budgeting Skill: Budgeting is another needed variable in retail organisation. As a n interny, I
have experience to perform according to financial strategy and make effective budget for business
operation.
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LO2: Factors considered for implementation of development and learning for
sustainable performance of business
P3: Differences between individual and organizational learning, development and
training
Individual Organisation
Learning  As stated by Woodcock (2017:17),
learning process depends on
individual desire in case of
individual learning
 Individual learning does not
impact the organisational
performance of Tesco in positive
way
 An employee of Tesco can able to
learn something from outside in
order to improve the skill
 Learning process depends on
learning desire of all employees of
the organisation
 Organisational learning can be
beneficial in improving
organisational performance
 Organisational learning process
depends on management and
learning facility of organisation
Training  Individual training can be
beneficial for improving the
knowledge of individual
 Individual training can be a reason
for conflicts among the employees
due to increase in knowledge of
individual
 Individual training can be
beneficial for improving soft skills
of an individual employee of
Tesco in order to help them to
compete with others
 In accordance to Boughzala & De
Vreede (2015:130), organisational
training can be beneficial for
employees as well as organisational
business
 Organisational training can be
helpful for Tesco in improving
employees relation and engagement
in work
 Organisational training is helpful
for providing knowledge to
employees regarding new
technology and procedures.
Developmen  As commented by Chiu et al.  Organisational development can be
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t (2016:1705), individual
development helps in improving
skills and knowledge of individual
 An employee of Tesco can able to
get promotion by developing skills
and knowledge
 Development of individual can be
beneficial for a specific project
beneficial for entire organisational
business and employees
 The profits of organisation can be
increased if organisation can able to
develop the knowledge and skills of
entire organisational members.
 Organisational development can
help in improving employees
engagement for benefits of entire
business process
Table 1: Differences between individual and organizational learning, development and training
(Source: Influenced by Chiu et al. 2016:1705)
Tesco Plc is a multinational retailer that it has around 6800 shops all over the world (tescoplc.com, 2019).
It is important for learning consultant to focus on improving individual as well as organisational
knowledge and skills. Learning facility for employees can be provided by the consultant so that
employees can able to take advantage of learning facility in order to develop their career. The consultant
can provide training for improving individual knowledge as well as organisational knowledge. Individual
knowledge and skills cannot be beneficial for improving organisational business if all employees do not
have effective skills and knowledge related to their work. The consultant needs to measure the
performance of individual employees of Tesco and in case any employee needs individual training then it
can be provided to them for the benefits of organisation. As influenced by Huettermann et al. (2017:230),
organisation can able to improve its business performance if both individual and organisational
development is considered.
P4: Need for professional development and continuous learning for sustainable
performance of business
Remain Relevant
Continuous learning process of an organisation can be beneficial in updating the knowledge of employees
regarding latest technology and procedures (Lee et al. 2015:800). In case of Tesco Plc, it is important for
development and learning consultant to update the knowledge of employees so that organisation can able
to deal with the changing world. Organisational business cannot be lacked behind if there is continuous
learning program that provides idea to employees about the industry and the processes that can be applied
for sustainable business of organisation.
Getting Competitive advantage
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An organisation can able to get competitive advantage if it is aware of latest procedures and technology in
the industry. As stated by Reagans et al. (2016:1120), continuous learning process helps organisation to
apply the latest technological procedures in order to get competitive advantage and run the business for
long time. Tesco can able to have sustainable business if the consultant can use continuous learning
process in the organisational effectiveness and improve the skills and knowledge of employees on regular
basis.
Figure 1: Need for continuous learning process
(Source: Influenced by Xiao et al. 2016:590)
Doing Innovation
Innovation in products and business process is important in order to sustainable business of an
organisation. Employees of Tesco can able to do innovation if their knowledge can be updated on regular
basis. Learning consultant needs to focus on improving technical, communication and behavioural skills
of employees so that they can able to perform their job effectively for running the business with
sustainability.
Developing Personality
Personality of employees can be developed if and only if they have effective knowledge about their
products and services. Effective behaviour and communication skills can be helpful in developing
personality of employees of an organisation (Xiao et al. 2016:590). Learning and development consultant
of Tesco needs to provide effective knowledge of technology, communication with customers and
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Needofcontinuouslearning

behaviour with customers so that employees can able to develop their personality and the company can
able to have sustainable business.
Increasing Self-confidence of employees
The self-confidence of employees can be increased if they have appropriate knowledge about their
business products and services. In case of Tesco, self-confidence is important at the time of talking with a
customer regarding a product. Learning consultant of Tesco needs to inspire low performing employees
and provide individual training to them in order to improve their performance and increase their self-
confidence for the benefits of employees and the organisational business.
[M2] Learning cycle for understanding continuous development
Learning cycle theories are being applied by HR managers of Tesco Plc to improve capabilities of
employees to perform according to generate profitable outcome. Organisational officials of Tesco Plc
have aimed to improve capabilities in both product quality as well as customer satisfaction (Navimipour,
2015: 58-59). Learning cycle of Tesco Plc has included 5 steps;
Experiencing methods: Experiencing is a primitive step of learning cycle that is employed for the staffs
of Tesco. Experiencing comprises of gaining knowledge from other organisation that they use to train
their employees.
Table 3: Learning Cycle
(Source: Noe et al. 2017)
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