High-Performance Work and Performance Management at Tesco

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DEVELOPING INDIVIDUAL, TEAMS, AND ORGANISATIONS
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Executive summary
The report focuses on the high-performance work and performance management of
employees in the workplace. For the study, a well-known retailer, Tesco has been selected. In the
study, the required skills of HR professionals have been discussed. Then a personal skill audit,
SWOT analysis and personal development plan have been developed for the assistant operations
manager of Tesco. It has been identified that the organisation should give importance to the
culture of HPW. It will make the employees more dedicated, committed and efficient in the
works. The approaches of performance management have been discussed in the report as well
and it has been understood how the approaches can contribute to the high-performance
organisational culture.
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Table of contents
1. Introduction......................................................................................................................3
2. Findings and analysis.......................................................................................................3
Determining the knowledge, behaviour and skills of HR professionals and personal
audit.............................................................................................................................................3
Analysing the factors that need to be considered when incorporating inclusive
development and learning............................................................................................................9
Benefits of high-performance work...............................................................................15
Evaluating approaches of collaboration, communication and performance management
...................................................................................................................................................16
3. Conclusion and recommendations.................................................................................19
Reference list.....................................................................................................................21
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1. Introduction
Development of employees is one of the most essential growth of the business.
Therefore, it is extremely important for business professionals to analyse the skills of employees
and find out different ways to enhance their skills. In order to complete this assignment, a
popular global retailer, Tesco has been selected. It is known as one of the most popular
companies in the UK In this report, the knowledge; skills and behaviour of HR professionals
have been discussed. Then a personal skill audit has been done as well. Personal SWOT analysis
has been conducted in this report and personal development plan has also been prepared on the
basis of this analysis. Then certain factors have been considered at the time of implementing the
development and learning for making the business sustainable. In this next step, the contribution
of high-performance work has been explained to the engagement and works of employees.
Finally, the techniques through which performance evaluation, collaboration and proper
communication can create a culture of high-performance in the workplace have been discussed.
2. Findings and analysis
Determining the knowledge, behaviour and skills of HR professionals
and personal audit
Skills and attributes of HR professionals
As Tesco is a very well established company, it understands the significance of HR
professionals in the workplace. That is the reason; it always focuses on selecting the right
candidates for their organisation. The business professionals of this large retailer looking for the
most cost-effective technique to find out the right HR professionals for them. The HR
professionals should have certain skills and attributes that are necessary for the growth and good
performance of the business organisation. Even though the HR professionals of Tesco have good
communication skills, listening skills, time management skills, some of them lack a few skills
and attributes. It is extremely important for them to develop those skills to become efficient HR
professionals
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 Leadership skills:
The HR professionals should have strong leadership skills so that they can provide proper
guidance and support to the employees. They will have to provide effective support to the
employees when they will facilitate new changes in the workplace (Kryscynski et al. 2019).
Ethical behaviour is an essential aspect of leadership that is necessary for HR professionals. In
order to enhance leadership skills, the higher authority will have to provide them with effective
training (Thomas et al. 2018).
 Conflict management skills:
Conflict resolution is an essential professional skill and it is required to solve conflicts
that occur among the employees in the workplace. Tesco is a global retailer; therefore, many
employees from different cultures, nationalities and ethnic groups work with each other.
Sometimes, conflicts can happen in the workplace due to cultural differences (Ellis and Toney-
Butler, 2018). It is the duty of HR professionals to resolve those conflicts and maintain a
peaceful and collaborative work environment (Poba-Nzaou et al., 2018). However, some of them
do not have conflict management skills. That is the reason, it is extremely important for the
organisation's higher authority to conduct proper training for those HR professionals to develop
their conflict resolution skills. If the HR professionals do not have this essential professional
skill, they will not be able to contribute to the performance and development of the organisation.
 Records management skills:
HR professionals generally do have the duty of managing a lot of documents and
information. In global companies like Tesco, they have the duty to oversee large and diverse
teams. That is the reason; they are generally provided with the responsibility of retrieving and
storing valuable data of their employees. Some HR professionals do not have the capability of
managing so many documents perfectly. As opined by Haraldsdottir and Gunnlaugsdottir (2018),
the higher authority should conduct programmes for those employees to make them understand
how they can manage a huge of information within a limited time period. The higher authority of
Tesco will have to talk to them to understand what issues they face at the time of managing
important records and tell them a few tips to deal with the issues (Ravichandran and Mishra,
2018).
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Position: Assistant operations
manager
Skill audit
Necessary skills Personal rating Evidence
0 1 2 3 4 5
Fluency in English  I am fluent in English because
I work in a British company,
Tesco.
People management  As an operations manager,
sometimes I work with a lot of
people regularly. Many people
work as subordinates and it is
my duty to lead and guide all
of those people. I can say
confidently that I perform my
duties well as an operations
manager and provide proper
support to all the employees
who work in my team.
Good communication skills  Communication skills the
most important skill for all of
the employees who work in
organisations. Therefore, I
always attended good
programmes to improve my
communication skill.
Decision-making skills  I have good decision-making
skills and it helps me a lot in
my work. It is essential for a
operations manager to acquire
decision-making professional
skills (Topresume.com, 2019).
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Sometimes, certain situations
come when the operations
manager needs to take the
right decisions quickly
IT skills  Even though I am an
operations manager,
sometimes I am asked to do
some tasks, which require IT
skills. I am not from an IT
background; therefore, it is
difficult for me to do those
tasks perfectly. That is the
reason; I will have to attend
training sessions to improve
my IT skills.
Table 1: skill audit
(Source: created by the author)
SWOT analysis
Strengths
 I have good communication
skills, which is considered a
very important professional skill
for employees.
 I also have good decision-
making skills and it often uses it
when I face critical situations.
Weaknesses
 I sometimes need to perform some
complex tasks in the workplace. In
order to do those tasks, a person needs
IT and operational skills. However, I
lack those skills and I face difficulties
at the time of performing these tasks in
the workplace.
Opportunities
 One of the major opportunities is that I
Threats
 If I do not improve my skills, I will be
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can improve my IT and operational
skill with the help of attending training
sessions and programmes.
replaced by other employees who have
IT skills necessary for my job role.
Table 2: SWOT analysis
(Source: created by the author)
Personal development plan
Professional skills Training and feedback Time
IT skills As I do not have IT skills yet I
sometimes need to perform some
IT jobs, I will have to attend IT
training to gain knowledge and
improve my skills.
4 months
Communication skills I have good communication
skills and I have no doubt about
it. However, I want to attend
programmes to learn more and to
make my communication skills
even better.
3 months
Problem-solving skills I will take feedback from co-
workers about my Problem-
solving skills. If they find out
flaws, I will work on them and
make my skills better.
3 months
Table 3: Personal development plan
(Source: created by the author)
Reflective statement:
When I will attend the training sessions, I will always pay attention and write down the
necessary information in my diary. I will always ask the trainer if I do not understand anything.
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It is very important to clear doubts if the learner does not understand something. Otherwise, I
will be not able to gain knowledge or learn the skills properly. Then the whole purpose of skills
development will be futile. I will keep records of the training' every week and compare those
weeks with each other. After getting feedback from my colleagues, I will make an analysis of my
Problem-solving skills myself. Then I will make a comparison between my analysis and the
feedback of my co-workers. I will be able to find out my flaws with the help of feedback if I
myself miss any points.
Analysing the factors that need to be considered when incorporating
inclusive development and learning
Introduction to the organisation:
Tesco is the 9th largest retailer of the world as far as the revenue is concerned and it
serves a huge number of people from different parts of the world. It is a popular British MNC,
which sells groceries. It was founded by Jack Cohen in 1919 in London and it expanded
internationally in the 1990s. According to the annual report of 2018, the company has
approximately 6569 shops (Tesco.com, 2019). The Group CEO is Dave Lewis and Non-
Executive Chairman is John Allan. As per the financial report of 2018, almost £57,491 million
revenue was generated.
Analysing the difference between individual development, learning and
organisational development and learning:
The concepts of individual learning and organisational learning are totally different from
each other and it is very important for people to understand the major differences between these
concepts (Sitar et al., 2019). The main difference between these concepts is that individual
development and learning focuses on the personal growth of the employees and the
organisational learning addresses and meets all the needs of an organisation (Chiva et al., 2018).
It is very important for the business professionals of Tesco to identify the skills employees lack
and provide them with effective training to improve their skills. In order to develop the
organisation, the business leaders will have to find out what aspects of the business need to
change and implement those changes in the workplace effectively. After the implementation, the
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business leaders will have to communicate with the employees and make them understand the
necessity of new changes for the business.
The need for professional development and continuous learning:
If the employees of Tesco want to grow as professionals, they will have to prioritise the
concept of continuous learning. It is basically a way of expanding a person's capability of
learning by updating professional skills and enhancing knowledge on a regular basis. According
to Paine (2019), CPD will make sure that the abilities or skills of that person match other
professionals' standards who work in Tesco. When an individual will be aware of the trends of
the market and his profession, he will be able to find out the necessary resources for the
organisation's better performance. With the help of continuous development and learning, that
person will contribute to his team significantly. It will be beneficial for both the individual and
the company, Tesco. It will help that person get promoted, influence his subordinates and the
organisation will be able to stay ahead of the strong competition in the market. In this way, CPD
will help the organisation, TESCO achieve sustainable performance.
Application of learning cycle theories
Kolb's learning cycle:
Kolb's learning cycle theory is a popular theory that suggests that people learn from the
experiences of their lives on a daily basis. The procedure of learning follows a cycle of four
stages. The stages of this cycle include experience, reflect, conceptualise and the plan. The first
stage of this cycle, experience states that life provides people with a lot of learning opportunities
to people and they can learn from different experiences. The second stage, reflection revolves
around people's own thoughts about their experience (Skillsforlearning.leedsbeckett.ac.uk,
2019). It is very important for people to review their experiences, identify what they learned
from their experiences and then review those experiences. In the third stage, conceptualisation,
they will have to generate a hypothesis of their experiences. In the final stage, experimentation,
they will have to experiment with the hypothesis that the people adopted. This theory is
considered as an effective theory of learning and many people, many companies use this theory.
Therefore, the employees of Tesco should use this theory to measure their learning from their
experiences.
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Gibb's cycle:
Another effective learning theory is Gibbs' cycle and it shows that there are six steps of
reflection. The first stage is the description and this stage suggests the details of the experiences.
The second stage is feelings and in this stage, people reflect on their feelings and thoughts about
their experiences. The third stage is evaluation and in this stage, people evaluate their
experiences to identify whether that liked the experiences or not. In this stage, they also focus on
all the difficulties they faced and this stage helps them identify what improvement should be
them.
In the fourth stage, analysis, they can make a comparison between this experience and
some other experiences. In the fifth stage, conclusion, they will reflect on what they learned for
their future and what they should have done to make the experiences better
(Skillsforlearning.leedsbeckett.ac.uk, 2019). In the final stage, the action plan suggests what
those people will do if this type of situation occurs in the future. The managers of Tesco should
encourage the employees to use this theory to learn from certain things and make proper
planning. It gives an appropriate framework of examining people experiences and that is the
reason, it can be considered as a significant type of theory.
Factors of inclusive learning and development:
There are some factors that business professionals need to consider at the time of
implementing inclusive learning and development.
 Learning strategy:
An appropriate approach to learning begins by developing a suitable strategy and that
strategy should be properly defined. If a strategy of learning is used in Tesco, it will create a
mission and vision for employees who get involved in the continuous process of learning in the
workplace. Effective training and guidance can be a part of the learning strategy and proper
training can provide the employees with a clear vision and mission for their development.
 Developing a culture of learning in the workplace:
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The business leaders of Tesco should create a culture of learning in the workplace so that
the employees of that organisation are motivated to learn and develop themselves continuously.
They should always be encouraged to look for learning opportunities and they must be asked to
communicate with their co-workers effectively to learn from them (Childers, 2019).
Collaborative work and sharing innovative thoughts can help people learn a lot from each other
and it help people them develop their professional skills.
 Technology for development and learning:
Effective technologies should be used in organisations to support the development and
learning of employees. If the implementation of new software in the workplace helps the
employees and the organisation grow, the business leaders must use the software. Different types
of technologies and tools are available in the workplace and the business leaders need to find out
the most suitable learning tools and technologies for their employees. Different companies and
their employees have different kinds of needs and that is the reason, selection of right
technologies is extremely important for the organisation, Tesco.
Professional development plan
Learning goals Training Time
One of the major learning
goals is learning new
technology, which can
increase the productivity of
employees.
The business professionals
must conduct training sessions
for the employees so that they
can learn the new technology.
The business leaders will also
have to make sure that they
use the new technology to
increase their productivity on
a regular basis
5 months
Another interesting learning
goal can be learning foreign
languages. In a large multi-
national organisation,
Business professionals need to
arrange foreign language
classes for their employees.
However, the business leaders
8 months
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