HRM Report: Skills Development and Learning at Walmart (BUS 101)

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Walmart. It begins by outlining the essential professional knowledge, skills, and behaviors required of HR professionals, emphasizing the importance of communication, leadership, change management, and technological proficiency. A significant portion of the report focuses on a personal skills audit and the development of a professional development plan for an individual, including a SWOT analysis and a structured plan to enhance technical, leadership, and communication skills. The report then differentiates between organizational and individual learning, highlighting the benefits of each approach. It stresses the need for continuous learning and professional development to achieve career goals. Finally, the report explores the contributions of High-Performance Work (HPW) systems to employee engagement and competitive advantage, and it discusses various approaches to performance management within Walmart, concluding with an overview of key HRM concepts and practices.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours required by HR professionals.....................1
P2 Completed personal skills audit and develop a professional development plan....................3
TASK 2............................................................................................................................................5
P3 Differences between organisational and individual learning, training and development......5
P4 Need of continuous learning and professional development ................................................6
TASK 3............................................................................................................................................8
P5 Contribution of HPW in employee engagement and competitive advantage........................8
P6 Approaches of performance management.............................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In every business entity, team building plays a very significant role in growth and
development of employees. It is essential for leaders to provide training and development
assistance to all of their subordinates in order to develop effective teams. While developing goals
and objectives for the company managers need to align them with their activities. So as to gain
maximum profitability from target market. Along with this, team building can also helps
managers so as to find appropriate solutions and create effective relationship with them (Baiden
and Price, 2011). WALMART is the chosen organisation in this present assignment; which is
one of the largest retailer of supermarket chain. The firm is located at worldwide, it has almost
11700 stores. Apart from this report will be define skills and knowledge of HR professionals.
There will be a differentiation between organisational and individual learning. The role of HPW
will be also described in order to achieve competitive advantages from target market. The
assignment will be define various approaches of performance management.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals
In today's scenario, HR manager plays a very vital role in growth and development of
business entities; the person also put a huge impact on business performance and its operations.
Human resource professional is liable to take over the leadership and ownership regrading the
process of change management. In WALMART, the person helps in introducing certain policies
and practices of the company, managing workers' performance, designing an effective
organisational cultural so as to achieve goals and objectives.
Skills of HR manager – Must be a good communicator – It is foremost quality of HR managers, as they must be
good communicator who can easily interact with all employees in an adequate manner
(Warrick, 2011). This will help him to know certain problems and issues of staff
members so as to resolve them and providing healthy working environment to people. Leadership and management skills – A good leader is capable to lead all working
activities and manage projects. It results to achieve high competitive advantages in a
minimum period of time. In addition, WALMART has effective HR professionals who
are able to maintain performance of all team members and they also provide them
directions or necessary directions so as to achieve high volume of production.
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 Change management skills – Another important skill of HR human resource manager is
that, he or she is capable to implement changes effectively and able to managing them in
proper manner. Due to changing environment, business entities are required to make
some alterations in so as to make impressive business operations and practices. Technological skills – HR managers are culpable for making innovative ideas and
thoughts in order to achieve performance management goals and objectives. Along with
this, he should have knowledge regarding to make best use of technology. It is accessible
in identifying new ideas and inventions. Decision making capability – Human resource manager of the company, should capable
to take fast decision so as to gain high competitive advantages from global environment.
In addition, HR professionals are required to take strong and impressive decisions in
order to improve the performance level of staff members.
Behaviour of human resource professionals Ethical behaviour – The behaviour of the HR manager should be very ethical and polite
in front of employees. He or she have to be frank with workers and listen all problems
and issues. In the refereed business entity, human resource professional organise certain
activities to interact with all workers (Seibert, Wang and Courtright, 2011). Fairness – While taking any action or certain business decisions, HR should be fair and
equal with all employees. There would not be any discrimination or partiality in terms of
sex, education, caste etc.
Knowledge of HR manager Knowledge of labour relations – The foremost knowledge of HR is, he have proper
information about labour laws and regulations. It involves a set of phenomena inside as
well as outside of the workplace. Along with this, HR managers have to knowledge to
manage healthy employee relationship, cooperation and coordination among all workers
so as to gain better results. For this purpose, it is crucial to implement free flow of
communication, thorough workers can easily talk with their managers. Knowledge of business – The person have enough knowledge as how to run a business
entity very smoothly. He is capable to determine different ideas and concept to improve
current market position of the company.
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 Knowledge of Best practices – It involves – training and development, performance
management, talent management, succession and career planning, labour relations,
personal administration, recruitment and selections, HR planning. Hence, human resource
professionals have proper knowledge of these HRM practices so as to deal with
employees in a systematic manner.
P2 Completed personal skills audit and develop a professional development plan
A skill audit is conducted so as to determine employees' skills and knowledge. It is
essential for HR managers to regulate a skills audit in order to recognise current performance
level of staff members. It generates the needs to training and development in specific areas.
Along with this, WALMART needs to manipulate a personal skill audit so as to determine
strength and weaknesses of individuals and also creates a healthy working environment. It is
very useful tool which aids people to keep track them with their career; personal skill audit is
depends upon the area of business which consists employees abilities and their weaknesses in
certain fields. So as to make suitable solutions (Rock, 2014).
There is given personal skill audit of Jane Cambridge. She is needed certain methods in
order to resolve all issues. In order to render training, her managers needs to conduct a SWOT
analysis for her.
SWOT analysis of Jane Cambridge
STRENGTH WEAKNESSES
 She have proper knowledge of
Microsoft and further documents.
 Having a good experience of using
internet and emails.
 Ability to develop various programmes
and software.
 Lack of data base knowledge.
 Lack of effective communication skills
 Not a relevant experience as a HR
software specialist.
In order to diminish weaknesses, managers needs to provide training and development
assistance to their employees so as to gain high volume of production in a certain time period.
Personal and professional development plan of an individual: -
No Objectives for learners Present Skilfulne Possibility of Time period
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. skilfulness
(average 1
week good-5
2.5)
ss target development
1. Technical capabilities 7.5 10 Needs to identify
various tools and
techniques which
can improvise
technical
knowledge and
skills. People can
also take help of
various
applications and
software.
1.5 month.
2. Leadership and
managerial skills
8 10 Needs to attend
various seminars
and workshops so
as to improvise
leadership skills.
Also require to be a
member of group
meeting for
improving decision
making
capabilities.
2 months.
3. Communication skills 7 10 Attending several
speaking classes,
reading
newspapers,
2 months.
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listening English
news channels in
order to know new
words.
TASK 2
P3 Differences between organisational and individual learning, training and development
Organisational learning
Organisational learning is a process which relates with transferring and retaining
knowledge in entire association. A business improve time so as to gain experience which create
its abilities and knowledge; it help organisation to deal with internal and external issues in an
adequate manner. With the assistance of organisational learning, managers can cover all aspects
which could make better corporate operations and practices. It would help business entities so as
to achieve long term growth and vitality in competitive market. It assumed that if all employees
are learned together then they can get knowledge easy and fast; this can enhance the collective
ability of so as to make sense and react towards environmental changes very quickly
(McCleskey, 2014). Apart from this, collective interpretation and systematic integration of skills
and knowledge which leads new inventions.
Individual learning-
Individual is as same as training because it is an appropriate tool for successful
completion of training and development sessions. Individual learning plays a significant role in
growth and development of a person' life. Because with this, he or she can learn can improve
their skills and abilities for achieving specific career goals and objectives. Along with this, in
context of commercial entities, managers need to emphasis upon individual learning so as to gain
high productivity by improvising their performance level in an adequate manner.
Difference between organisational and individual learning
ORGANISATIONAL LEARNING INDIVIDUAL LEARNING
 Organisational learning will be
assistive in establishing cooperation
 Individual learning programmes are
implemented for boosting up
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and coordination among all employees,
as they can serve better to their
customers.
 The main purpose of organisational
learning lessons is to reduce
misunderstandings and confusions
among all employees. With this, they
are capable to produce in more
effective and innovative method.
 It is accessible in determining various
new and innovative ways of
production. Organisational learning
relates with development of all
employees by motivating or
encouraging them (Marquardt and et.
al., 2011.).
 Organisational learning is a long term
process, it utilised systematic as well as
proper organised process through
which managerial personal can learn
theoretical and conceptual knowledge
for common purpose.
 It is a proactive procedure which
generally relates with internal
motivation.
employees skills, knowledge, attitude
and behaviour towards any task or
activity. Therefore, he or she can lead
career goals and objectives.
 It is provided through various
workshops, seminars, conferences,
group meeting etc. in which a person
can improve its skills in his or her own
way.
 Individual learnings is considered as
training sessions by which non
managerial personal also can acquire
technical knowledge and skills for a
specific purpose.
 It aids people to as they can learn how
to perform satisfactory at present job.
 It is result of certain initiatives which
are taken by management for outside
motivation of employees.
P4 Need of continuous learning and professional development
Personal growth is an indispensable key of life. Every person wants to grow up in its life
so as to fulfil career goals. In order to always different from other, it is essential for individuals
to improve the habit of continuous learning. It is a basic requirement of today competitive world
because it gives life long benefits to people. In WALMART, continuous learning will be helpful
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by giving shape to teams; it endorse certain changes with business environment. Due to ever
changing atmosphere, it is necessary that employees have to be up to date with the latest
techniques and flexible to adopt required modifications in an effective manner (Katzenbach and
Smith, 2015).
Furthermore, business entities are regulated certain personal and professional plan so as
to improving current skills and knowledge of staff members. It is assistive in business
sustainability because, investing in people is one of the important task for every company. It
relates with, managers have to emphasised on providing training session to existing workers
rather than hiring new ones; cause it is costly at various levels. Multinational companies are
developed certain plans and to do lists in order to train their employees in specific fields. It will
also helps in attaining and retaining employees for long term period. Apart from this, continuous
learning will be helpful for firm to show staff members as they are the worth-ful for it.
Now a days, individuals or groups are endorsing various methods of continuous learning,
such as- internet, social media, LinkedIn, Twitter, web portals etc. For example- by using
internet people can learn or acquire anything whatever they want as per their flexibility and
adaptability. Spending many hours on social media people are interacted with each other, they
share work related material and further knowledge so as to learn new and innovative things. On
the other hand, managers in business organisations are organised certain workshops and seminars
so as to improve the skills of the workers. In order to grow up in jobs, people needs to keep on
acquiring and growing.
Below mentioned certain advantages of professional development: - Keep mind sharp and skills fresh – With the assistance of continuous learning,
individuals can acquire many things which they cannot learnt in their schooling. In
addition, learners who are constantly improvising their knowledge having a sharp mind;
such people are always succeed in their career. Apart from this, contentious learning is
also helpful in providing various ideas towards any problem; it will also keep fresh
knowledge and skills of individuals. Competence leads to confidence – By learning new and innovative things individuals can
build their confidence at workplace (Hsu and et. al., 2012). Along with this, if people
have enough knowledge towards any particular task then they can give new and
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innovative ideas as how to deal with that problem. For example- if a person improve its
communication skills then he or she is capable to present their ideas anywhere.
 Provide many option at work and life as well – If people have good working knowledge
and skills then they can achieve success in life as well as career. Professional
development opens various door of success at workplace; it facilitates in changing careers
as well as industries. A person's transferable skills takes him or her to anywhere.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
In human resource management, HPW consists with high performance of working. It
dictates to develop an effective organisational structure which renders transparency, creditability
and open communication for all employees and employers. Along with this, the main concept of
HPW is to make a discussion on improving growth and competitiveness at workplace. It is a
systematic approach which prime objective is to influence staff members as they can committed
towards accomplishing higher level of performance (Ford, 2014). Furthermore, HPW is designed
in order to maximise the employees' efforts and put them into workplace for gaining optimum
utilisation of human resources.
In WALMART, HPW practices are implemented in order to make effective business
strategies and policies in which employees are engaged towards all activities and tasks. The
UK commission of employment and skills states that, in order to maintain company's goals and
encouraging employees; it is essential to increase workers' contribution in each working activity.
So as to meet high standards of productivity in the best possible manner. If a firm has higher
performance capabilities then it can easily compete with external forces and gain competitive
advantages. It is essential to influence all employees as they can work together as well as equal
engaged in all operations. Apart from this, HPW encompasses with these three fields, i.e. high
worker engagement, human resource activities and reward practices. The working performance
of WALMART is increased by 20 to 30% by implementing HPW in team activities.
High performance of working is also assistive in determining all hidden issues and
problems which will be affect on company's market position in future (Eime and et. al.,, 2013).
Although, managers needs to implement effective tools and techniques so as to gain better results
in a certain time period. HWP also develops healthy and positive working environment and
effectively leads to its operations and practices.
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Below described certain HPW practices: -
 It allows workers to put autonomy within their working styles, such as- reinforcement of
self management and decentralised structure.
 HPW works a employees' support system which helps in managing all activities and
processes of employees so as to better productivity in an effective manner.
 It focuses on providing healthy and positive working environment to all staff members so
as to gain better performance level form them. It will be helpful for WALMART by
achieving its goals and objectives in a certain time period.
P6 Approaches of performance management
Monitoring employees performance is the backbone of every business entity. It is done
by assessing the contribution of each and every person in firm's growth. Along with this,
WALMART is using different tools and approaches so as to measure its employees'
performances. There is described certain performance management approaches, which are stated
as under: -
(Source: Approaches for measuring performance of employees, 2017)
 Comparative approach – It encompasses ranking to employees as per their work or
performance with respect of other persons over a group or department. People are ranked
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Illustration 1: Approaches of performance management

on the basis of highest to lowest level. Comparative approach has various techniques,
such as- pried comparison , forced distribution and graphic rating approach. In addition,
the forced distribution includes ranking people in a team or a group. It can ensures
reward of toppers; with the assistance of proper training, these performers are promoted
for higher managerial positions (Chaskalson, 2011). Apart from this, in paired
comparison- managers equivalence between two persons, whoever scored is high,
become the winner. Furthermore, comparative approach is consider when a firm have
small number of people. Quality approach – The prime goal of this approach is to boost up customers' satisfaction
level by minimising all errors and barriers from products. Quality approach emphasise on
getting regular service improvisation. Therefore, it can said that the approach is beneficial
for both person as well as system factors. Behavioural approach – It is one of common as well as traditional approach of
performance measurement. It refers with a combo of vertical scales of various attributes
of the job. It can be done through BARS; the behaviourally anchored rating scale
technique which involves 5 to 10 parameters (Bolman and Deal, 2017). Although,
behavioural approach is appropriate and reliable for major drawbacks. In this, supervisors
needs to remember those factors which are closely to the performance.
 Attribute approach – In this, workers are rated on these specific set of scales, such as-
innovation, problem solving skills, teamwork, communication, judgement and creativity.
CONCLUSION
From the above mentioned report, it has evaluated that personal and professional
development is a important aspect in order to attain individuals goals and objectives. It is
essential for people to focuses on developing their skills ans abilities. Beside this, the report is
case study of WALMART which entails that the HR manager of the company have to be a good
communicator and he must have knowledge of best HRM practices and labour laws. Personal
and professional development plan helps an individual to increase his or her knowledge towards
any particular topic. Organisational learning is executed for growth and development of teams
whereas individual learning sessions are implemented for improving specific area of certain
persons. Along with this, HPW could aids in employee engagement so as company can achieve
high competitive advantages.
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REFERENCES
Books and Journals
Baiden, B. K. and Price, A. D., 2011. The effect of integration on project delivery team
effectiveness. International Journal of Project Management. 29(2). pp.129-136.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Eime, R. M. and et. al.,, 2013. A systematic review of the psychological and social benefits of
participation in sport for children and adolescents: informing development of a
conceptual model of health through sport. International Journal of Behavioral Nutrition
and Physical Activity. 10(1). p.98.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Hsu, J. S. C. and et. al., 2012. The impact of transactive memory systems on IS development
teams' coordination, communication, and performance. International Journal of Project
Management. 30(3). pp.329-340.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
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.
McCleskey, J. A., 2014. Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly. 5(4). p.117.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Warrick, D .D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Online
Approaches for measuring performance of employees, 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 18th October 2017].
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