Report on Developing Individuals, Teams, and Organizations in TESCO HR

This report examines TESCO's human resource (HR) strategies for developing individuals, teams, and the overall organization. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, emphasizing leadership, communication, and ethical conduct. The report then analyzes a personal skill audit for an HR officer at TESCO, including a process development plan, and a SWOT analysis. It explores the differences between organizational and individual learning, highlighting the importance of continuous learning and the role of high-performance work (HPW) practices in employee engagement. The report also discusses various approaches to performance management within TESCO. The report highlights how TESCO's HR department supports employee skill and knowledge development, including training programs. The report concludes with an overview of approaches to performance management and their advantages for TESCO.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. (a) Appropriate knowledge, skills and behaviour required by HR professionals.................1
P2. (b) & (c) Personal skill audit to develop an individual.........................................................3
TASK 2............................................................................................................................................6
P3 (d) Difference between organisational and individual learning.............................................6
P4 (e) Demand for continuous type of learning..........................................................................8
TASK 3............................................................................................................................................9
P5 Efforts of HPW in employee engagement and competitive advantages................................9
TASK 4............................................................................................................................................9
P6 Some approaches to performance management.....................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
To grow in marketplace, it is important for every organisation to have talented staff
members. Employees are said to be an asset for a firm. Because, profitability and productivity
depends on staff members of a corporation. Therefore, management of companies organise
training and development programmes so that skills and knowledge can get developed.
Motivated workers give their best at workplace and try to finish the tasks in the given time
frame. Every individual and team play different roles and can be stated as an essential part in
enterprise (Amabile, 2011). TESCO is chosen for the present study which is a multinational
company that is dealing in grocery products in all over the globe. Report will put light on how
TESCO's HR department helps in developing skills and knowledge of workers which make
them efficient. Apart from this, to have a look on strengths and weaknesses of employees, PDP
also included. At last, few approaches HR manager and its advantage to TESCO has also been
enclosed.
TASK 1
P1. (a) Appropriate knowledge, skills and behaviour required by HR professionals
Changes in TESCO are important to bring time to time. This helps company to stay in the
market for a long time (Bell and et. al., 2011). They can make their products better according to
consumers’ needs which may aid in staying in the marketplace. It is essential for firms to have
talented employees at workplace. By this, company can attain desired targets in a set time frame.
Also, it is important for the enterprise to keep on developing skills of every individual in TESCO
for every short time according to updates that they are facing in the market. An employee who is
learning from his/her mistakes may become an efficient worker in the upcoming future. Leaders
and managers can also help them in improving their interpersonal skills by providing them
training and development sessions. These programmes aid supervisors to find the weak points of
workers and train them accordingly. Staff members should also have proper knowledge of the
job that they are doing. This will aid in achieving targets of his/her own in a short period of time.
Continuous development process (CPD) is said to be an activity which improves
interpersonal abilities of people of TESCO and makes them efficient. Most of the enterprises
adapted human resource management. This type of administration assess organisation to where
they need to get developed. Also, they organise training sessions for employees to develop their
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skills and knowledge. This improves their capabilities to work on their designation. This may
also motivate them (Cerovsek, 2011). These sessions help company to make long lasting
relations with labour. Staff members also show loyalty towards TESCO when they get proper,
healthy and positive work environment at workplace. TESCO needs to improve its policies so
that favourable conditions can be made for workers. As stated above, the HR manager plays an
important part. Hence, there are some skills that a manager needs to have and these are
mentioned as below:
Skills related to leadership and management: Most importantly, managers of TESCO
should have leading skills so that they can show ways to the employees this may help in
achieving goals in a given time frame. Also, managers should give tasks to every individual
according to their capabilities which helps them even for effective and efficient. A proper
management may aid in giving tough competition to rivals in the marketplace.
Skills related to communication: Proper environment and healthy relations in between
employer and employees are necessary for TESCO. Here, HR managers should have good
communication skills so that he/she can remove conflicts in between them. Employees also get
attracted towards them and share problems that they are facing at workplace.
Behaviour required by human resource professionals:
Ethical behaviour: Manager's positive behaviour reduce conflicts in between staff
members and supervisors. In this, managers can easily motivate employees. Also, the policies
and laws that have been set by government, manager should tell every individual from time to
time. This may aid in development of their own.
Equally treating skills: Managers should treat every staff member in a proper way with
equality. He/she should not make any kind of discrimination like on the basis of age, colour and
other things related.
Knowledge to be possessed by HR professionals
Business knowledge: This is important for both; manager and employees to have proper
kind of knowledge of what firm is doing and what operations are going on. Here, this may help
them in making decisions which may become positive for TESCO. Supervisors who have full
cognition of the organisation may help staff members in achieving their set targets in a short
period of time (Dahlgaard, Pettersen and Dahlgaard-Park, 2011).
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Laws and regulations of government: United Kingdom’s government made some
policies, rules and regulations which are needed to be followed by every organisation. Here,
TESCO's managers should have proper knowledge of laws and also make staff members aware
about these policies. This may help in managing employee’s relations (Eriksson, 2013).
P2. (b) & (c) Personal skill audit to develop an individual
TESCO's management analyses productivity of the individuals time to time. This helps
them in looking in what areas employees need to improve. Managers first find the weaknesses
and then give proper training so that individual can come over his/her weak points and become
confident. This will help in achieving the goals and objectives of staff members (Ferris and
Treadway, 2012).
As per HR professionals, personal skills audit has been comprehended as below:
PERSONAL SKILLS AUDIT
Name: Jane Cambridge
Job role: Human Resource Officer
Very good Good Adequate Little or no
experience
Information Technology
Use Microsoft
Office Word
✔
Use Excel
Spreadsheet
✔
Use a Database ✔
Use Specialist HR
Software
✔
Use the Internet ✔
Use Email ✔
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Use Power Point ✔
Very good Good Adequate Little or no
experience
Communication skills
Drafting contracts
of employment
✔
Taking notes of
disciplinary
hearings
✔
Writing reports ✔
Producing
material to
support
presentation
✔
Delivering a
training session
✔
Resolving
disputes or
complaints
✔
Interviewing ✔
Advising of HR
issues
✔
Very good Good Adequate Little or no
experience
Problem solving skills
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Making good use
of verbal
reasoning skills,
able to handle
complex data and
make selective
use of
information
✔
Exploring more
than one solution
in order to solve a
problem
✔
Considering the
ideas of others to
help in solving
problems
✔
Hence, this type of plan may help management to take decisions accordingly which may
help that person to attain targets easily in short period of time. Here, TESCO's manager can
easily find where employees of the organisation are standing. After that, supervisors organise
sessions of training and development programmes and make these employees more efficient by
enhancing their skills and knowledge (Langkamp Bolton and Lane, 2012).
Process development plan of TESCO described below:
Name Jane Cambridge
TIME Individual targets Professional targets
365 days To attain targets, individuals should May help in getting promoted or aid in
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be more efficient and effective. becoming manager in the future.
24
months
Provide proper facilities to family and
have good bank balance.
To become Head of HR department.
Plan that was made and sanctioned on 31/01/2018.
Signature of coordinator …...................................
Signature of instructor ........................................
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Strengths and weaknesses:
Planned Activities Objective of Development
Required knowledge/skills It is essential for me to
enhance skills and knowledge.
To do this, I can take some
classes which may help me in
improving (McCormack,
Manley and Titchen, 2013).
To become an ideal person. So
that others can get motivated
by looking at me.
Strengths TESCO's manager helped me
in improving my skills and
knowledge by giving me
training and development
sessions, Some tests also aid in
achieving goals.
To show inner talent at
workplace and influence
others.
Weaknesses/gaps Less knowledge of updated
technologies which
organisation is facing.
Continuous learning process
according to updates that are
coming in marketplace.
To get promoted, I need to
have proper kind of classes
which may help in improving.
Managers and leaders gave session of process development
programme for almost 80 hours which become really very
helpful.
Instructor Signature Date – 31/01/2018
Here, TESCO's HR manager can easily understand by the SWOT analysis that what
needs to be done and on what areas things should get implemented of that individual (Levi,
2015). This process may help in enhancing skills and knowledge of the person and make them
even more effective and efficient.
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TASK 2
P3 (d) Difference between organisational and individual learning
Learning in groups: To learn it is essential for every individual to work in a team. Here,
they can easily look at different style of working of other employees. By this process,
organisation can easily grow in the marketplace. Because, these members in a team will try to
implement new things which may improve quality of the products or bring some modifications in
the goods that may enhance sale of it. A group of talented and innovative members can resolve
issues that TESCO is facing in an efficient time manner. In context of TESCO, management can
find ways by which it can give competition to rivals.
Learning individually: Regular improvement is necessary for staff members, because on
daily basis new tools and techniques comes in marketplace. They should get familiar with these
tools in very shortly. This aid in making innovative decision for firms and also in giving
competition to the companies of same sector. It is necessary for management of TESCO keep on
giving training sessions related to new technologies which are coming in the market (O'leary,
Mortensen and Woolley, 2011).
Some differentiation among organisational and individual learning:
Individual learning Organisational learning
 Managers may help in improving their
capabilities by giving them training
sessions which enhances their skills and
knowledge.
 Seminars, meetings, training
programmes are said to be the places
where supervisors can train them at
their weak points.
 T&D programmes is one of the main
part where managers can improve skills
and knowledge of staff members
 Give motivation to individuals as they
will start finishing their work at a given
 Employee relations, may gets improved
by this because employees will
coordinate with each other.
 A group may help in removing errors as
they will have conversation with each
other and bring innovative ideas.
 Groups may help TESCO to bring new
innovative ideas at workplace or at
manufacturing process. This may help
in enhancement of sale of products and
services.
 This type of learning may help TESCO
for a long time. As the discussions that
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period of time. have been made by group members will
keep thing in mind. This may help in
future as well (Pinjani and Palvia,
2013).
P4 (e) Demand for continuous type of learning
Employer or employees of TESCO never stops learning because of new tools, techniques
and technologies comes in the world or at the marketplace from time to time. This can be stated
as continuous process which never ends. It is also necessary for organisation to give hard
competition to rivals. Also, it can be highly beneficial for TESCO as it will aid in making
decisions which enhance both productivity and profitability of them. Here, HR managers
responsibilities to give tasks to employees according to their capabilities. By this, company can
attain goals that has been set by them in a shorter period of time. Also, these talented staff
members find the areas where they can reduce the usage of resources (Schaubroeck, Lam and
Peng, 2011).
A well behaving employee in front of the end users may create long term relationships
with them. It is managers and supervisors duty to give training and development sessions to them
so that skills and knowledge can get improved. These things that has been discussed may
improve goodwill and brand image at marketplace. In TESCO, workers do not work accordingly.
Here, T & D programme may aid employees which managers can help them in improving.
Supervisors can analyse the previous performances of the employees and conduct sessions
according to their needs so that they become more efficient at workplace. Learning process can
help both employer and subordinates.
By this, TESCO can make decisions which are beneficial for upcoming future. Also,
professional and personal improvement plans can takes place at time of enhancing skills and
knowledge of an individual.
Some points are being described which needs to be done by employer and these are mentioned
below:
1. Training and development programmes are helpful for enhancing abilities and talents.
These sessions can be conducted by managers of TESCO.
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2. To achieve targets in a specific time subordinates should implement strategies at their
jobs according to the guidelines that has been set by supervisors.
Advantages of learning process mentioned below:
Abilities leads an employee to become confident: Ability to do work in an efficient time
frame may help staff members to become confident at workplace (Seibert, Wang and Courtright,
2011). Here, innovative ideas can come across in front. Other's may also get motivated by seeing
an individual who is more efficient than them.
Growth of an individual and organisation: Many chances can be given by managers to
staff members by which they can grow within TESCO. By this, subordinates becomes loyal
towards the company and give their best at workplace with efficiency.
TASK 3
P5 Efforts of HPW in employee engagement and competitive advantages
High performance employees every organisation wants to have. In context of TESCO,
they uses HPW to improve the efficiency of their workers and it also helps in enhances
profitability. Most of the international companies which are large in number uses this kind of
practice. This practice aid in improving production level of the firm. By adapting this method,
TESCO can grow at marketplace and also builds relation with consumers.
Related to this, TESCO's managers and leaders can apply few strategies which aid in
making performance of staff members high. A skilled worker may help TESCO's supervisors in
decision making process. High performance working method can lead subordinates to attain
targets in a short period of time. In today's world, competition is growing on daily basis. To keep
on running business at marketplace, it is essential for management of TESCO to find out what
changes needs to be made according to requirements of consumers (Werner and DeSimone,
2011). Also, this approach enhances goodwill and brand image in market. Hence, it can be easily
understood as HPW is fundamental for growth and success of TESCO.
TASK 4
P6 Some approaches to performance management
Performance management plays an important role in TESCO, it gives opportunities to
managers and supervisors to evaluate over all production of employees. This helps them in
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looking at the areas where individuals are weak. Most of the organisations started doing
appraisals of staff members according to their performances. Superiors set some guidelines
which everyone has to follow (Approaches for measuring performance of employees, 2018).
Under this part, managers gives feedbacks on persons productions and provide them guidance at
what part they needs to do improvement.
Training and development programmes may takes place after doing proper examination
of the performances of staff members. These sessions helps them in improving their
interpersonal skills so that they become more efficient and work with effectiveness. There are
some factors which are involved in this context and these are: Comparative approach: A kind of an approach, where managers and leaders gives ranks
to employees according to their performances. Supervisors gives ranks to staff members
high to low margins. Here, TESCO can give rewards to top performers. Like employee of
the month and etcetera. Attribute approach: Under this kind of approach, employees get rates from managers
according to parameters that has been set by management. These parameters can be
problem solving, ratings to the groups, communicating skills, innovative ideas that are
given by employees and etcetera. Behavioural approach: This approach is the oldest one from all others. It include scales
which are vertical. Here, TESCO can use BARS technique. This scale consists of 1 to 10
rating. This hypothesis is the most specific one. Mainly, this approach needs heavy data
and information about the employees else, it is not useful. Result approach: Most of the organisations, uses this kind of approach as it do not cost
them much and also has a simple and systematic kind of concept. Under this, managers
have a scorecard for the employees and give them ratings according to their performances
that they have done in the past. This may also helps managers in motivating employees.
The advantage of this concept is, that it directly converts strategies to operations
(Williams, Muller and Kilanski, 2012).
 Quality approach: This approach relates to enhancement of satisfaction of consumers by
removing faults. It can be stated as continuous process. Here, employers can analyse the
performance of the employees by taking feedbacks from managers, customers and
etcetera. This kind of hypothesis may help in solving problems by creating talented teams
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and etcetera. But, most of the companies do not believes in this kind of approach. It is
not beneficial for TESCO hence, they also do not uses this.
All of the approaches, may help in improving skills and knowledge of staff members
which aid in enhancing performance at TESCO. By this, organisation can make better goodwill
and brand image at marketplace (Amabile, 2011).
CONCLUSION
From above report, it has been concluded that every individual of the organisation plays
an important role, Skills and knowledge needs to be improved from time to time of employees.
This may help in giving competition to rivals at marketplace. It aid in making proper decisions
that are beneficial in context of firm. Motivated and talented staff members can easily achieve
targets in a given period of time. Managers keeps on pushing labour of TESCO to their limits
and this part aid in hitting targets efficiently. Under this assessment, different approaches has
been included which can improve interpersonal capabilities of an individual and of a group as
well. Personal audit has also been enclosed under this project which gives details of overall
performance of an employee to managers, also learning is a never ending process. In the last, this
assignment is showing that managers can take suggestions from workers in decision making
process by this firm can enhance profitability and productivity.
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