HR Development: Skills, Teams, and Organisational Growth at Tesco

This report provides a comprehensive analysis of HR development within Tesco, a major supermarket chain in the United Kingdom. It delves into the essential professional knowledge, skills, and behaviors required of HR professionals, emphasizing the importance of continuous professional dev...Read More

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1 .....................................................................................................................................1
P1. Professional knowledge, skills and behaviours required by HR professionals................1
a).............................................................................................................................................1
a)........................................................................................................................................3
P2 Completed personal skills audit and professional development plan...............................6
b).............................................................................................................................................6
b)........................................................................................................................................7
c..............................................................................................................................................9
c)........................................................................................................................................9
P3 Differences between organisational and individual learning, training and development10
d)...........................................................................................................................................10
P4 Requirement of continuous learning and professional development..............................11
e)...........................................................................................................................................11
SECTION 2....................................................................................................................................12
P5. HPW contribution to employee engagement and competitive advantage......................12
i)............................................................................................................................................12
P6 Approaches of performance management ......................................................................13
ii)...........................................................................................................................................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Development is a significant process that is a crucial part of an individual, human or
organisational body (Bolman and Deal, 2017). This availed ancients in evolving decades ago and
helping the new generation as well in modifying techniques and catering advancement in the
daily life. Organisation is focusing over those activities which can help them in growing. An
organisation relay on workers through building teams in companies that assist in attaining
objectives or aims of enterprise. The firm focus over continuous development for maximising
benefits. This report is studying various learning needs and methods for development. This is
focusing over the skills, knowledge and attitude of HR of Tesco which is one of largest
supermarket chain in United Kingdom. Also the report assess role and aid the HPW provides for
evolving in the competitive market.
SECTION 1
P1. Professional knowledge, skills and behaviours required by HR professionals
a)
HR is considered major part of an organisation as they control and manage the most
important asset of a company. Generally, enterprise hire those worker which are more optimistic
and creative as well as perform effectively entire operations for maximising the benefit. For it, an
organisation analyse those skills and abilities in worker which can lead them toward the success
and able to cater the development.
CPD refer to the continuous and planned process of evolution that is manager and leader
themselves in order top develop their own abilities and skills as a professional (Chaskalson,
2011). The company also focus over the maximising or boosting knowledge and confidence of
employee through rendering them training and development programs. This is essential for an
HR to be more talented and skilled in order to handle and monitor entire personnel of Tesco
more effectively as the company have large size of labour working in the organisation. Here are
required skills for an HR of Tesco:
 problem Resolving and conflict management: This is highly prescribed to manage the
workers and their performance in order to meet the productivity and desired objectives of
enterprise (Zepeda, 2012). This is the responsibility of HR to increase the performance of
worker through providing them targets and maintain the internal workplace environment.
1

The problem solving skills of human resource manager should be better and effective in
order to reduce issues.
 Ethnic and Discrete: The manager of HR should undertake entire technical process of
organisation as well as the nation in order to manage the flow of operations and maintain
the secrecy of information of Tesco (Conboy and et. al., 2011). They should be able to
handle the affairs among employee for creating potentiality and commitment in regard of
their work.
Illustration 1: HR skills for Tesco
Source: Competency study: Is HR on the ball?, 2015
This is needed to have proper knowledge about particular areas for accurate management
and administration of organisational activities. Here are some required knowledge that an human
resource manager possess:
2

 Management and administration: This is required for having the information of
managing personnel, conflict resolution and principles of management for admin the
system of internal workplace of Tesco. This help HR in assigning work according
abilities of employee as planning strategies etc.
 Technology and communication: This is necessary for human resource manager to
maintain the flow of communication among employer and employee as it is their main
function to create a bridge between the organisational bodies (Herrmann and Herrmann-
Nehdi, 2015). Also this helps in gathering information, proper interaction, induction,
survey and other activities related to IT of company.
Te behaviour of HR should be friendly, understanding and as a role model of Tesco
worker for proper management. Here are some major elements:
 Accountable: The HR should that means they should be able take the responsibilities of
the activities of action of company as well as oneself for completing their work more
effectively.
 Quality Focus/ Consumer: The leader or manager of Tesco should consider the needs and
requirements of consumer as well as try to accomplish them through utilizing various
techniques and tools.
a)
APPENDIX A:
CONTINUOS PROFESSIONAL DEVELOPMENT can be defined as:
Jane Cambridge
Job responsibilities and roles: HR
Learning requirements review Developing Plan
Date Ref The areas
in which
the
performa
nce
How this
is
interrelat
ed with
other
What is
required
to learn
for
accompli
What
will I do
to
achieve
this?
What the
support
and
resources
which is
How can
successfu
l
outcome
be
What is
the time
limit till
which I
need to
3

improve
ments in
required
targets
and goals
sh those
needs?
required
for me to
meeting
those
objective
s?
evaluated
by
myself?
achieve
these?
21/11/17 Commun
ication
This can
help
interactin
g or
communi
cating
people
more
effectivel
y as an
HR
person.
Assistanc
e of
English
tuitions
as well
as group
discussio
n.
I will
attend
class of
tuitions
more
regular
and
interact
as much
people as
I can.
A better
and
effective
tutor of
English.
Through
interactin
g with
other
people
and
asking
for the
process
performa
nce I can
examine
the
results.
21/12/17
22/11/17 Finance Basic
informati
on
related to
finance
that ca n
help me
planning
and
understa
Through
practices
and
reading
the
questions
of
finance
as well
as their
I will use
key
terms in
daily life
to make
proper
repetition
or
revising
of all
Through
daily
guidance
of
finance
and using
effective
and easy
books for
understa
Through
suggestin
g and
advising
more in
the
method
of
decisions
making
22/12/17
4

nding the
various
factors of
benefits
and
losses.
terms. methods
of terms
of
finance. I
will
practice
it daily
so that I
gain
expertise
in it.
nding
various
aspects
process
of
company
.
23/11/17 Conflict
resolutio
n
For
managin
g the
relation
of
employe
e of
company
.
The
books
reading
activities
of
famous
writer
can help.
This
assist the
company
in
managin
g relation
with
employe
e and
crate a
bridge
between
employer
or
worker
of Tesco.
Resolvin
g issues
of them.
Identifyi
ng and
supportin
g the
issues
and
opinions
of
worker.
23/12/17
5

24/11/17 Policy
formulati
on
For
controlli
ng
activities
and
behaving
more
organise
d and
structure
d
manner.
Examini
ng terms
and rules
of
company
as well
as state
of nation.
Manage
and
formulat
e
guideline
s of
company
and
comforti
ng them.
Through
undertaki
ng the
previous
policies
in
considera
tion.
Build
new
policies
or
guideline
s and
execute it
in
workplac
e.
18/12/17
P2 Completed personal skills audit and professional development plan
b)
Skill is significant part for a person who is performing in a company that need to analyse
more necessarily. This is required asset which is needed for an organisation in order to perform
more effectively (Marquardt and et. al., 2011). This is needed to be compared in order to enhance
the performance or work. The worker of Tesco should be able to analyse their abilities and skills
for dealing with consumers in order to gain customer base. Through acknowledging those
abilities and information one can develop their abilities of business. Jane Cambridge have
excellent knowledge in the management and human resource but for creating her developing
plan, this is required to identify her strengths and weaknesses in order to create a skill audit
which is mentioned here:
Strengths Weakness
Jane Cambridge have wide knowledge is
sector of policies and laws of state in regard of
business. This can remarkably help HR in
various sectors. Jane is good in making
presentation, recording reports, writing policies
and other terms of company (Rock, 2014). She
An HR require excellence communication and
interaction skills and Jane Cambridge lack this
skill due to have hesitation and lack of
confidence. This can render issues and
problems in working environment as well as
restrain the growth of Tesco. Also Jane lack of
6

is good in making agreements and contract as
well as have the suggesting personality.
new techniques and technology that can cost
her loosing her profile.
b)
Individual skill audit worked through TESCO:
Skill Very Good Good Adequate Lesser or no
experience
Information
Technology
Utilization of
Microsoft office
word
✔
Utilization of Excel
Spreadsheet
✔
Utilization HR expert
software
✔
Utilization a database ✔
Utilization internet ✔
Utilization Email ✔
Utilization
PowerPoint
✔
Skill Very Good Good Adequate Little or no
experience
Interactive
skills
Drafting
agreements of
employment
✔
Recording
notes of
disciplinary
proceeding
✔
Write reports ✔
Build
supporting
materials for
presentations
✔
Providing a
session of
✔
7

training
Resolving
Issues
✔
Interviewing ✔
Suggesting
HR on issues
✔
Skill Very Good Good Adequate Little or no
Experience
Disputes
solving skills
Make
effective
utilize of
skills of
verbal
reasoning,
able to control
complicated
information
as well as
create
selective
purpose of
information
✔
Explore
several
solutions for
solve an
issues
✔
Understand
the opinions
of other
collogues in
regard of
issues solving
activities.
✔
Supervisory Management
What are the
experience before
< 1 month
✔
1-4months > 4months
8

placement in
organisation?
How many
individuals you can
control at once?
None 1-6
✔
Above 4
c
Development Plan: in order to evolve effectively in a short time span, Jane Cambridge
require to design a development plan which can avail in her in meeting those objectives of
effectively (Woodcock, 2017). Here is the plan for evolution of Jane Cambridge is discussed as
below:
c)
Name Jane Cambridge
TIME
FRAME
Personal Goals Professional goals
Next 12
months
Activity is more important for
training and development programs
that is organised by Tesco (Osland
and Turner, 2011). Through proper
training and development Jane can
meet the required skills of
technological knowledge and develop
herself.
TO meet the 1 no. Post.
Next 3
9

years
Evolve entire personality of myself
through managing activities and
enchanting better communication
skills.
To be the senior manager of HR in
Tesco.
It Professional Development Plan was discussed as well as approved on 09/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
P3 Differences between organisational and individual learning, training and development
d)
Learning is a constant process of either an individual or organisation. There are various
methods of learning through the experiences and knowledge. There are two types of learning
which the report will talk about i.e. organisational learning and individual learning: Organisational Learning: This is a procedure that worker is created by an organisation
in order to develop or enhance the performance of their employee in order to get better
productivity. It avail in evaluating and assessing skills and abilities of worker. This can
be gained through the help of training and development programs that a company
organise for their worker. It is the creative ideas and the worker's performance in order to
gain productivity of Tesco (Organisational learning, 2017). Individual Learning: In this process, an individual lesson oneself from the surrounding,
experiences, culture, values and other activities including organisation with conscious
and unconscious mind. This help a worker in developing and evolving their abilities and
skilled criteria. These skills are the reflection of oneself and their surroundings in which
one perform.
10

Organisational Learning Individual Learning
 Organisational learnings assist in
evolving the company and its worker
through organising various different
programs and activities.
 This aid enterprise in working several
ways and provide creative as well as
diverged ideas over a particular topic.
 This is hectic as well as long term
process.
 This is generated or earned through
one's experiences, interest, behaviour,
knowledge and skills in their personal
and professional life.
 The individual learning process is
lessoning through the experiences and
observation of surroundings that help a
person in evolving and gathering
information.
 This is very fundamental process which
helps a person in earning or developing
new skills and abilities as well as
reaching to their carrier or life goals.
Through organising proper training and development programs, a business company meet
their individual learnings of employee that help in organisational learning as well. These both are
interrelated thus if one of these earning is not achieved both remain unachieved.
P4 Requirement of continuous learning and professional development
e)
A company can not sustain in the company without varying knowledge and skills
according to the change of time (Esposito, Berlin and Lal, 2012). The research of enterprise seek
to examine loopholes in the system. The failure of management is larger an big companies than
small enterprises so it is essential for each company to identify the issues and resolve them as
soon as possible for reaching the target without any hindrance. Tesco have been leading the
retailing market since few deceases and the position of company in supermarket industry is
constant. The success of organisation is met with the help of member of staff of a company
which fruit whole organization as achievement.
This is required to organise the developing programs for their worker in order to meet en
perspective of market and trends for workers. Professional and continuous development is the
process of changing and evolving oneself along with time and changes in market according ton
11

the demands of time and consumers. This techniques helps business of Tesco in growing an
increasing the revenues in competitive market through accomplishing the criteria of success.
Thee are various types through which CPD can be attained by Tesco such as reflective
supervision, coaching, technical help etc. This avail in operating the function of company in
more efficient manner.
There are various types of programs and activities that is organised by company in order
to meet the requirements as well as expectation of workers. Here are few of advantages of CPD
in Tesco that is briefly discussed here:
 Facilitates growth of worker: The organisation like Tesco organise several developing
programs such as training and development, team work activities etc. for making
continuous development of themselves along with time and changing trends or
technologies in the market (Flint, Zisook and Fisher, 2011). This relay on individual how
much they use the opportunity in regard of development?
 Competency direct to confidence: A job not only provide wage but also give them
information and knowledge in that specific sector which gain their morals and
confidence. This increase their productivity along with Tesco's as well as provide them
more efficiency in work. This is made because it help in gaining the amount of attention
which they want from the company.
SECTION 2
P5. HPW contribution to employee engagement and competitive advantage
i)
HPW can be defined as creating company culture that can render the interactive lines,
transparency as well as locality for the work and manager of an organisation. It avail in building
a workplace which is more friendly, flexible and provide them engagement right in the decision
making procedure of Tesco.
Results of HPW system
UK state that there should be industrial democracy in business sector of country. The
employee should be motivated or stimulated by the organisation through using genuine approach
for increasing involvement and commitment of employee to meet higher performance standard.
This consist of HRM activities, personnel management and engagement of worker in operations,
compensation activities etc. Tesco is aiming to gain 25% performance level through the help of
12

team work practices. The company is one of the widest and largest organisation that deals with
retailing or grocery products in United Kingdom.
Contribution of Company
The high performance working of company can be restrained through some obstruction
such as lack of knowledge, productive technologies, proper management and low evolution etc.
Through the help of training, development, rewarding, compensation and other activities (Huang,
2014). Tesco can increase their motivation, skills and knowledge of worker modern effectively
that can help enterprise in maintaining their leading position in competitive market.
P6 Approaches of performance management
ii)
Performance management is the techniques of administration and measurement of worker
performance. This is organised in Tesco for increasing productivity and rewarding employee for
their good work. This is scaled through using various processes i.e.:
Collaborative Working: It can also be said as partnership and joint working that includes
methods through which Tesco can achieve objectives and goals of business organisation. This
includes various methods that are used for systematic and together functioning of all operations
of company. The performance are measure or executed on the grounds of internal elements. The
collaborative work is fixed through performing various collaborative activities for meeting them
in specific time period (Macdonald and Poniatowska, 2011). The worker of company share their
opinions and thoughts and participate in decision making process. This is needed for a company
to make the effective communication tool in various operations for inspiring and influencing
workers.
Example: In case of adoption of those activities in the workplaces which can help in
designing collaborative plan, the organisation would be facilitated in the process of achievement
by attaining them within a specific time period. Tesco can meet their sustainable objectives that
is required to be met the worker in the determined frames.
Quality Aspect: It is the major elements that are linked with the assurance of higher work
performance at workplace as the organisation should work on the quality of products and
services. This helps in gaining the loyalty of employee as well as increase the quality of services
and products. Quality is the major components which required both human resource and system
in operating. The employer of Tesco can analyse and ask for suggestion of employee in products
13

and services which can help in them growing or suggested by clients who were not satisfied. If
the company is using those retail products for their consumers, they can easily improve their
sales ratio and development.
Example: Tesco can concentrate over the aspect of quality for increasing the potential
buyer who will buy their services and products (Pan and Franklin, 2011). It is essential as it
ensure organisation the quality they are delivering to their consumer.
CONCLUSION
This can be summarised from the above report that an individual, team or organization
require proper development within a specific time period for keep evolving and growing in the
competitive environment. Through developing an evolution plan and identifying strengths and
weakness of one, growth can effectively be attained. There are two types of earning that avail
business or a person in developing. This is needed for a company to manage HPW for
development of employee in order to manage productivity and profitability of company. Thus, a
business can improve by systematised and organised way and are able meet objectives.
14

REFERENCES
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Conboy, K. and et. al., 2011. People over process: key people challenges in agile development.
Herrmann, N. and Herrmann-Nehdi, A., 2015. The Whole Brain Business Book: Unlocking the
Power of Whole Brain Thinking in Organizations, Teams, and Individuals. McGraw
Hill Professional.
Marquardt, M. J. and et. al., 2011. Optimizing the power of action learning: Real-time strategies
for developing leaders, building teams and transforming organizations. Hachette UK.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Woodcock, M., 2017. Team development manual. Routledge.
Osland, J. and Turner, M., 2011. The organizational behavior reader. Pearson.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Esposito, M. C., Berlin, D. H. and Lal, S., 2012. Special Education Professional Development
Schools: Why Do Candidates Choose to Participate?.Journal of the National
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Flint, A. S., Zisook, K. and Fisher, T. R., 2011. Not a one-shot deal: Generative professional
development among experienced teachers. Teaching and teacher education. 27(8).
pp.1163-1169.
Huang, G. B., 2014. An insight into extreme learning machines: random neurons, random
features and kernels. Cognitive Computation. 6(3). pp.376-390.
Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for
teaching online: an OU (UK) case study. Distance Education. 32(1). pp.119-134.
Pan, S. C. and Franklin, T., 2011. In-Service Teachers' Self-Efficacy, Professional Development,
and Web 2.0 Tools for Integration. New Horizons in Education. 59(3). pp.28-40.
Zepeda, S. J., 2012. Professional development: What works. Eye on education.
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through:<https://www.igi-global.com/dictionary/organizational-learning/21513>.
Competency study: Is HR on the ball?. 2015. [Online]. Available
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