Report on Developing Individuals, Teams, & Organisation at TESCO

This report analyzes the development of individuals, teams, and organizations within TESCO, focusing on the role of HR professionals in fostering continuous learning and high-performance working environments. It examines the essential skills, knowledge, and behaviors of HR professionals, emphasizing the importance of interpersonal and decision-making skills, as well as knowledge of legislation and IT. A personal skill audit and development plan are included to illustrate individual growth strategies. The report also differentiates between organizational and individual learning, highlighting the need for continuous professional development to drive sustainable business performance and improve employee engagement. Different approaches to performance management are also discussed to ensure effective outcomes and high productivity within the organization.

DEVELOPING
INDIVIDUALS TEAMS AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviour by HR professional.......................................1
P2 Personal skill audit and development of a personal development plan.................................3
TASK 2............................................................................................................................................7
P3 Analysis of difference between organisational and individual learning, training and
development................................................................................................................................7
P4 Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................9
TASK 3..........................................................................................................................................10
P5 Importance of High Performance working..........................................................................10
TASK 4 .........................................................................................................................................11
P6 Difference approaches to performance management...........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
For business process, most important element is continuous development as it helps a
business to survive and grow in a market place. There are number of elements which needs to be
developed like process, technology and people. In order to attain objectives, company focus on
developing themselves through developing teams and individuals (Bolman and Deal, 2017). The
main role of HR manager is to conduct and organising various kind of activities in order to build
knowledge and skills within an employee working in an organisation. In this report, company
undertaken is TESCO which is a multinational company who mainly deals in food products.
There are various things which will be discussed like skills, knowledge and behaviour of human
resource professional. Moreover, analysation will be done on impacts of continuous learning
within development of an individual. The endeavour of High performance working in improving
engagement and involvement in structure of business process will be understood.
TASK 1
P1 Professional knowledge, skills and behaviour by HR professional
HR professional can be stated as an individual who is basically responsible for
management and retention of people in an organisation. This can be stated as an essential process
for growth and development of an organisation. Main focus of TESCO is on emphasising
domain of development within human capital so that effectiveness can be obtained within
conduction of operations. There are certain skills, abilities and behaviour which are required by
HR manager of an organisation in order to attain certain objectives of firm.
In an organisation, it is required to polish skills and knowledge by applying continuous
process. This can be done by managers and leaders and apart from that they need to make sure
skills and abilities should be indexed in systematic manner so that it can provide futuristic
benefits (Chaskalson, 2011). There are number of benefits which are being provided to an
individual and they are described below:
 Enhancement of skills and abilities on continuous process
 In case HR professional it is highly needed to upgrade the knowledge on regular basis.
 For growth and success it is highly needed to have effective plans and strategies for
better productivity and profitability.

From the above mentioned features it can be stated that CPD carries importance in aspect of as
organisation and development of an individual. There are certain aims and objectives which
needs to be obtained including learning environment in an organisation.
Individual skills and knowledge can be defined as process in which skills are being
utilised for attaining tasks and objectives. There is high difference between skills of a HR
manager and operation manager as they both have different tasks to perform.
The essential skills of an HR professional are:
Interpersonal skills: These kind of skills are highly required in order to communicate
and interact with people in an organisation. In human resource section, this kind of skills are
utilised in order to provide guidance to an individual in tasks performed by them (Conboy and et.
al., 2011). By help of effective communication funnels, different perspective can be explained
along with views and opinions which in turn can help in attaining tasks and activities in better
manner.
Decision making skills: This can be considered as another essential skill which is being
needed in Human resource. There are various decision which are being taken regrading adoption
of strategies and policies so that better conduction of operations can take place. Best and
effective candidate can be chosen by HR professional.
The Knowledge of HR professional are:
Legislation: There are certain laws which are being formed by respective Govt. of a
country and thus all those are being handled by legislation. Vital role is being played by an HR
manager to provide effective guidelines and advices related to business and interpreting the
same.
Management and IT: It is highly essential for an individual to have sound knowledge
regarding human resource. The reason behind possessing of this kind of knowledge is that there
are various sections which needs to be fulfilled like recruitment, selection, training and
performance management by professional of human resource so that main objectives of firm can
be attained in positive and effective manner (Dahlgaard, Pettersen and Dahlgaard-Park, 2011).
Ideal behaviour of a HR professional are:
Adaptable: There are many times when a HR manager has to deal with adversed and
diversified situations like conflicts, policies, negative environment and many others. Thus, it is

necessary to adopt certain skills and knowledge so that flexibility element can be present while
dealing with certain situations.
Collaborative: This can be stated as an ideal situation within an organisation where large
number of people work under one roof. The main role of an HR professional is to keep together
all the factors within an organisation. Manager needs to make sure that all actual needs and
wants of people should be fulfilled in order to bring out effective outcomes by high level
productivity.
P2 Personal skill audit and development of a personal development plan
There are certain skills which are being required by every individual so that fulfilment of
roles and responsibilities can be obtained. It states that by which extent work can be done and so
as to determine this regarding whether they matches with expected level of skills or not.
Determination is being done by examining skills in order to fulfil them (Day and et. al., 2014).
There are certain policies and strategies which are being structured by TESCO for the motive of
improvement and achievement of targets by development of staff members.
Below described is personal skills of an employee:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔

Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔

Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month 1-3 months
✔
> 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
Employee's skills audit aid in determining domain which have wide area of modifications
in which performance level can be uplifted. In order to achieve efficiency in operations, there are
deviations in ideal and current skills which needs to be developed by an individual. There are

plans and policies which are being framed by company so that guidelines can be provided to
employees and thus they can attain aims and objectives in effective and efficient manner.
Name Jane Cambridge
TIME
FRAME
Personal Goals Professional goals:
Next 12
months
Enhancing the database management
is the main motive and that can be
done through improving skills and
knowledge in IT sector.
For the next 12 months of professional
plans needs to be awarded to employee
of the year.
Next 3
years
The main aim for next 3 years is to
become successful person along with
sound knowledge and create position
for competition.
In professionalism, main focus is on
getting promoted on the position of Sr
HR manager for the company.
This Professional development plan was structured and acknowledged on 17/01/18.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Planned Objectives
Required knowledge/skills My main focus is on
improving skills on resolving
conflicts.
The main aim of developing
initiative is to acquire sound
knowledge and fill the
capability gaps so that I can
perform on better level.
Strengths The main strengths are:
 Good Interpersonal
abilities
 Efficient decision
Further utilisation of strengths
and resources for attaining
personal and professional gaps.

making skills
 Complete knowledge
of management
elements.
Weaknesses/gaps  Handling of database
 Resolving conflicts.
Enhancement and
modifications of skills at
certain level for better
productivity and performance
level.
Successful completion of this kind of plan which has been undertaken and in addition this
kind of activities are being carried out in effective manner and thus it has resulted in completion
of activities and tasks in better manner.
Instructor Signature
(Date: 17th January, 2018)
TASK 2
P3 Analysis of difference between organisational and individual learning, training and
development
Organisation and individual training are two different aspects which have separate
meanings and different roles to play on but they both work on common goal and that is gaining
competitive advantage. In UK, leading company in food retail is TESCO. This leading position
can be taken through evolution of company along with staff members. There are certain
structured made for employee so that work can be done in better manner and reach at
competitive level. Enhancing performance level of job will have direct impact on productivity in
positive manner (Eime and et. al., 2013).
There are various policies which are being designed by human resource management
which in turn infuse training and development environment. This has been realised by TESCO
and thus they are promoting training and development of staff members. The main reason behind
structuring these kind of activities are enhancing the skills of an employee on professional
grounds while development focuses on entire up-gradation of organisation.
Degree and intensity of this kind of programmes are largely dependent upon the policies
which are being adopted by company. These kind of activities are highly beneficial in improving
profits and productivity of company (Goetsch and Davis, 2014). There is high cost involved in

training and development sessions because for an employee designing of sessions can be done
like classroom training, coaching, supervision and mentoring.
From the point of view of Flora Richards- Gustafson, “ For developing an organisation,
major element is Interventions”. The focus area of interventions is enhancing productivity and
performance of an institution. It is the aim of every company to expand and thus that can be done
by determining members of a team and thus classifying them in better manner. Clarification
should be done on goals of an organisation so that efforts does not go in vain. There are certain
techniques which are being adopted like goals establishment, description of aims, interventions
and feedbacks.
Individual learning: This kind of learning mainly focus on enhancing the knowledge of
an individual which has direct impact on attitude and behaviour in particular manner. This is
highly effective as it brings out real abilities of an individual. Learning can be done in both
points which are personal and professional manner so that upliftment of work done and
personality can be uplifted (Herrmann and Herrmann-Nehdi, 2015).
Organisational learning: In an organisation learning can be done by teams and
employees. It needs to be made sure that by management that adoption of practices should be
encouraged in order to promote environment of learning within company. Attainment of aims
and objectives can be done in better manner by enhancing efficiency and productivity within
allocated period of time.
The major differences between organisational and individual learning are:
Organisational Learning Individual Learning
 In order to attain objectives,
cooperative efforts are being
encouraged by organisation.
 Creativity is being promoted as per
tasks carried out.
 It can be stated as time consuming
process.
 An individual gain knowledge from
learning efforts which in turn results in
behavioural changes.
 Promotion of confidence and morale
level is done by individual learning.
 Employee learning is being done with
minimum efforts.
From the above elements it can be stated that learning and training along with development is
highly important for an organisation. Apart from that, aims and objectives of firm can be attained

in effective and efficient manner. Along with aims, it can also help in polishing skills and
knowledge which can bring certain positive changes in environment of company.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Process of maintaining particular level of diversity and productivity in the operations
which are being conducted is stated as sustainable business performance. It is highly necessary
for an organisation to include these elements within process so that enhancement of performance
can be observed. Main role is being played by continuous process of learning in the process level
of an organisation. This kind of process basically involves the operations which are being carried
out on regular basis which in turn results in up-gradation of skills and abilities along with
knowledge of workforce of entity (Hitt and et. al., 2011). Monitoring and maintaining particular
level of performance can be stated as bringing sustainability in environment. This is done with
basic motive of achievement of aims and objectives in effectual manner.
The main role and aim of professional development is on making employees learn about
the ways through which tasks and objectives can be attained in effectual manner within allocated
period of time. HR management mainly focuses on assigning tasks and objectives of training and
development in aspect to staff members. Assessments can be done via attainment of results and
observations.
It needs to be ensured by continuous learning and professional development that staff
members have been developed personally and professionally. Attainment of sustainable business
process by an organisation ensures that entire development of employees is taking place. There
are two factors which are included by an organisation and they are productivity and diversity in
company. Knowledge can be enhanced by creating diversity in the environment of an economy.
In current scenario, people have started valuing opinions, values and belief of various kind of
employees working under organisation. There are around 476,000 employee working under
TESCO. All these employees who are working for one common goal and that is bringing
sustainability in an organisation. In order to attain desired level of productivity, professionalism
of an individual plays an important role in this (Légaré and et. al., 2011). Enhancement in
productivity can aid learning process to attain sustainability in performance of business.

TASK 3
P5 Importance of High Performance working
HPW also known as high performance working is stated as an approach in which various
tools and techniques are being use for improving the performance level of employees. This kind
of approach is being mainly utilised by Human resource management in current contemporary
environment. The main role of HPW is to extract the best of employees and thus enhance the
productivity and profitability. There are certain policies which are being used for formulating
structures for retaining best talents within an organisation.
HPW work is being done in order to increase the participation level of employees within
process of business. In this kind of approach, platform of opportunities is being created on which
upliftment of career can be possessed. It simply requires participation of employees within
activities and programmes conducted within organisation (Marquardt and et. al., 2011). In
decision-making process of an organisation participation of employees is required so that
effective outcomes can be obtained and minimum chances of error can be obtained.
In an organisation, competitive advantage is something in which an organisation takes
leading place from the rivals. TESCO has many rivals and among top level of them are ASDA,
Aldi and M&S in the market of UK. It is highly essential for a company for developing a
competitive edge over the rivals and that can be done through achieving high performance work
in an organisation. High performance work can be gained through upgrading certain skills and
capabilities of an individual. By the help of human capital, high position can be achieved by
company. HPW needs to make sure that best of employees can be taken out so that their
contribution in the output (Eight Steps for Organizational Development Interventions. 2017).
There are other measures which promote and support participation of employee within
organisation so that performance level can be increased as per expected level. So, it can be stated
that HPW does not only improve the level of performance of employees but also make company
to reach at leading position at marketplace when comparing with rival companies.