Tesco HR Management: Personal and Professional Development Plan

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Professional development
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Task A
Personal and professional development helps in analysing different aspects in the context of an
organisation which changes prospectus, actions and believes while performing the task. The
report focuses on the significance of ongoing development plan and key benefits of self-learning
within the context of Tesco (Dutton, 2018). As an HR manager, it is essential to identify the
skills and competencies required for performing a specific job within the organisation. Along
with this, the report focuses on the different learning and theories which are playing an essential
role for personal and professional development. Further, the report reflects on the abilities of my
own skills and competencies by undertaking two other specific job roles.
As an HR manager in Tesco, I have decided to change my career option as I have decided to
develop my personal skills and efficiency in other job fields within the organisation. I have
decided to employ a coach through which I can analyse the skills required to perform other
specific job roles within the organisation. The coach advises me to analyse the key benefits of
ongoing development and help me in developing the process of personal and professional
development.
Ongoing professional development for different stakeholders
Ongoing professional development is playing an effective role at the time of performing job role
as it helps in increasing the knowledge and skills of person and help in understanding our own
strengths and weakness through which person can enhance his skills. As employee own personal
development will help in engaging different stakeholders within the market and managers of the
company are also playing an effective role as a stakeholder. Further, ongoing professional
development helps in increasing the confidence and credibility in the specific field or job. Along
with this, it helps in appraising the employee for performing a particular job (Dutton, 2018).
Tesco is one of the largest retail companies in the global market, the engagement of various
stakeholders and shareholders has developed opportunities for employees and manager to
perform their task in an effective manner. Business growth depends on the high engagement of
stakeholders as the engagement of employee and manager will help in enhancing the growth and
profitability of the company. Ongoing development of employee leads to enhance the
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performance of the organisation and help in attracting external stakeholders (Yarbrough, et.al.,
2017).
An investigation by an employer for analysing the skills and competencies for specific job
roles
As it is the duty of the employer to analyse the skills of an employee at the time of performing a
job at the workplace. The main motive of every employer is to focus on the strength and
weakness of employee and determine how to provide proper training and development
programme which help in increasing his personal skills and professional development. Let's take
an example in the context of the job role of an HR manager. As an employer, he analyses some
essential aspects, skills and competencies of the HR manager are:
 Analyse and focuses on the communication skills of an HR manager and analyse how he
communicates with other employees within the organisation (Dutton, 2018).
 Determine the strategies and techniques followed for providing training programmes to
employees in the organisation and evaluate the contribution of HR manager while
performing his job (Gott, et.al., 2019).
 Determine how he is managing organisation task and analyse that if he is facing any
issues while performing a job or he is facing any other challenges within the organisation.
 It is the duty of the employer to analyse that HR roles helping in enhancing his own
personal skills within the organisation or how he can enhance his personal development
by performing his specific job role.
Own skills, abilities, and competencies
As an HR manager, my main role is to focus on the activities performed by the employees and
analyse how I can contribute my role in enhancing the performance of employees at the
workplace. As an HR manager at Tesco, my main motive is to develop effective coordination
with all other organisational managers and to maintain an effective relationship between
employees and managers (Mayhew, 2018). Some essential skills, abilities, and competencies of
my job role are:
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 Relation building role: My specific role is to develop effective relations with all those
departments which are connected with the HR department. To enhance the skills of
interpersonal and relationship skills are the main fundamental for accomplishing goals of
HR (Mayhew, 2018).
 Analytical and critical thinking: My job role is to analyse the situation in a critical
manner and to focus on the different approaches which I can apply and implement within
the organisational departments. I have to develop my own learning skills regularly
because I have to focus on the challenges which are faced within the organisation and I
have to analyse critically and to take effective decisions to overcome such challenges.
This help in enhancing my efficiency and help me in developing my own personal and
professional skills (Mayhew, 2018).
 Leadership role: As an HR manager, it is my duty to focus on the performance of my
organisation and to play an effective leadership role in the organisational department. My
main objective is to focus on the overall workforce. As a leader, I have to motivate
employees and develop their engagement which maintains workflow within the
organisation (Dutton, 2018).
Theories and approaches for personal development
There are different theories and approaches which help in enhancing the skills and leads to
personal and professional development. There are some approaches which are needed to be
considered at the time of professional development are:
 Mentoring and coaching: These two components help in focusing on some professional
practices which help in enhancing the skills of the employee at the time of performing.
 Develop professional learning thinking network: For personal and professional
development, a person has to analyse the practices which should help in focusing on
attitude and behaviour while performing the task within the organisation. This will also
help in changing believes and prospectus and enhance critical thinking approach which
helps in enhancing personal skills and knowledge at the time of performing the task
(Gott, et.al., 2019).
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Professional development theory aims to change professional thinking, knowledge, knowing and
feeling at the workplace with three interrelated theories are a behavioural, attitudinal and
intellectual component. These components help in changing the prospectus and enhance
professional learning and development skills of a person within the organisation.
Impact of professional development focus on enhancing career
In the context of Lansbury Heritage hotel, professional development can lead to more beneficial
in the context of various careers. In hospitality industries, if a person has creative mind thinking
skills and acknowledges techniques at the time of developing creative ideas may help in
enhancing a career. There are some personal and professional development skills which will
enhance a person's ability to work by better understanding and by full engagement. Some of the
skills are problem-solving skills which will help in identifying the problem and in focusing on
the behavioural approaches to overcome the problem in an effective manner (Dutton, 2018).
Planning skills will help in developing effective strategies and techniques which will lead to
beneficial result for Lansbury Heritage Hotel. This personal and professional development will
help in enhancing a career in the hospitality industry.
Own skills and competencies for specific job roles
Skills and competencies in the context of a leadership role are:
 Analyse situation and responding: As a leader, it is essential to enhance critical
analysis skills which will help in enhancing the personal development of leader and help
in taking effective decisions and actions accordingly.
 Communication and managerial skill: Leader is responsible behind the productive or
unproductive result for the organisation. As a leader can communicate properly and learn
to develop skills of the employee will help in developing his own managerial and
personal skills.
Skills and competencies in the context of line manager:
 Planning and executing: The line manager can analyse the situation effectively and can
develop effective planning and prepare the execution process for the situation. This can
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only be done when the manager has an effective mindset and has effective professional
skills to manage everything inappropriate manner.
 Motivating skills: Manager should have skills to keep motivate himself at the time of
performing a task, this will help in increasing his own skills and abilities to manage any
task in an effective and appropriate manner (Yarbrough, et.al., 2017).
Critical evaluation of own skills and abilities
Being an HR manager at Tesco, I am a hard worker and I have learned how to manage task and
to analyse the situation in the organisation critically. By focusing on my own strength and
weakness, I am continuously working on my weakness through which I have evaluated that I am
not good at problem-solving skills and decision making. To develop such skills I have
continuously focusing on the professional development theories through which I have to develop
my own personal skills and develop my mindset through which I can take effective decisions by
analysing the problem in a critical manner (Mayhew, 2018).
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References
 Mayhew, R., 2018. What Are the Four Competencies of an HR Manager? [Online]
central. Available at: https://yourbusiness.azcentral.com/four-competencies-hr-manager-
3925.html [Accessed on 13 July 2019]
 Dutton, K., 2018. Professional development: investigating the relationships between
employee motives, learning opportunities, and activities. Development and Learning in
Organizations: An International Journal, 32(5), pp.32-35.
 Gott, T., Bauer, T. and Long, K., 2019. Student Leadership Today, Professional
Employment Tomorrow. New directions for student leadership, 2019(162), pp.91-109.
 Yarbrough, S., Martin, P., Alfred, D. and McNeill, C., 2017. Professional values, job
satisfaction, career development, and intend to stay. Nursing Ethics, 24(6), pp.675-685.
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