INTRODUCTION - Developing Individuals, Teams And Organisations
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TASK 1
Appropriate And Professional Knowledge, Skills and Behaviours That Are Required by HR Professionals, Based on A Range of Different Roles Within an Organisation
When it comes to any business, its employees are its most valuable asset. It is important for employees to be competent in their roles and to act accordingly. Professional workers can have a significant impact on a company’s goals. These skilled individuals are needed by the company’s HR division before they can begin hiring new hires (Hamza et al., 2021). People-oriented knowledge is something that all of HR’s numerous positions are required to have a working understanding of. The knowledge, skill and behaviour required by HR Manager, Generalist and Directors are following:
HR Manager:
Knowledge:
The recruiting process and employee values must be understood by HR managers. There must be a lot of experience in this job for this HR expert. It will be able to handle all areas of its organisational processes successfully using this method (Shamim et al., 2016).
Skills:
Both hard and soft skills are necessary for an HR manager. Therefore, the HR manager should look energised at all times. He or she may be able to persuade someone to put up their best effort via the power of inspiration (Shamim et al., 2016). The HR manager must be able to interact effectively with both the employees and the company’s owners.
Behaviours:
In order to satisfy the needs of the company, the HR manager must be particularly appealing to employees. The HR manager needs to work well with the rest of the team. In addition, a human resources manager must adhere to all of the organisation’s ethical standards while doing their duties (Shamim et al., 2016).
HR Generalist/Officer:
Knowledge:
In this free market era, HR officers must be aware of the challenging market and its techniques.
Skills:
In addition, the HR officer must be able to communicate effectively with the people under his or her care. Developing negotiating skills is essential for this HR professional to be able to communicate openly with all of the company’s stakeholders (Vu, 2017).
Behaviours:
The value propositions must also be included in the HR officer’s ethical dilemma. They must have a working knowledge of the latest technology in this industry, which may also be used online and on a variety of social media platforms. In order to be patient, they need cultivate the personality trait of self-control (Vu, 2017).
HR Director:
Knowledge:
HR directors need to be aware of new employment-related marketing trends. These HR Professionals must be able to make the proper decisions when faced with a crucial situation, such as a high rate of employee turnover crises involving brilliant and efficient personnel (Park, Bae and Hong, 2019).
Skills:
To accept responsibility and lead the team ahead, the HR Director must acquire leadership abilities that enable him or her to lead effectively in all areas of the firm. Both employees and employers have interests that the HR Director must protect and respect. The HR director’s ability to develop and manage staff performance in order to boost the company’s output is enhanced when they possess leadership qualities (Park, Bae and Hong, 2019).
Behaviours:
The HR director must also display pleasant behaviour toward all of his employees. An HR director’s ability to effectively address any major difficulties that arise in employee management relies on his or her ability to solve problems (Park, Bae and Hong, 2019).
Personal SWOT Analysis and Personal Development Plan for An HR Manager
Strengths
Weaknesses
I have the ability to communicate and negotiate well with both employers and employees. In this way, I am able to successfully communicate the directions of the executive team to Tesco Plc’s leadership and management, as well as the concerns of Tesco staff.
Nevertheless, while my work at Tesco Plc, there were occasions when I struggled with how to efficiently organise and solve a problem. As a result, I had to deal with certain difficulties when it came to guiding my employees’ performance as their manager. Consequently, my effectiveness as an HR professional suffers as a result of this.
Opportunities
Threats
Now, I’m focusing on improving my lack of leadership and problem-solving abilities. Employee performance will be monitored more publicly and I will be able to provide them specific guidance on how to improve their workability. Additionally, I need to learn some new techniques in order to improve my job performance.
I will not be able to function effectively as an HR Manager at Tesco Plc if I do not enhance my abilities and qualities. In addition, my lack of HR Professional practises can be a big threat to my professional journey the organisation.
A Completed Personal Skills Audit to Identify Appropriate Knowledge, Skills and Behaviours and Develop a Professional Development Plan for An HR Manager
Personal Skill Audit:
Knowledge
Rating
Skills
Rating
Behaviour
Rating
Recruiting Principles
4
Soft and Hard Skills
5
Pleasing attitude
4
Analysis of employment trends
3
Innovation and Creativity
4
Motivation and Drive
5
Selection strategy
4
Leadership Skills
3
Collaboration
3
Employment Life-cycle strategies
2
Organisational Skills
4
Ethical Conduct
4
A Detailed Professional Skills Audit and Professional Development Plan That Demonstrates Evidence of Personal Reflection and Evaluation
Skill
Target Ability
Current Ability
Improvement Scopes
Criteria for Judging Access
Time Frame
Organisational Skill
To conspicuously organise the performance of the company’s employees
Inquiring into the employee’s work methods at work
It is possible to improve the ability of an organisation to effectively manage its human resources by enhancing its corporate competencies
As soon as I am able to effectively systematise my job and the working conditions of my employees
2 months
Leadership Skill
To keep an eye on how well employees are doing in terms of their work habits in the workplace.
For the time being, all I can do is assign the work to the appropriate people and keep tabs on how they are doing it.
To inspire and motivate my co-workers, I need to learn more about leadership qualities.
When I am able to provide them the proper guidance to help them improve their workability during practise sessions.
4 months
Problem Solving Skill
To be able to deal with any crisis that may arise inside the company’s culture.
Currently, I’ve been working to mediate little squabbles that occasionally arise at work.
I need help from Tesco Plc’s senior team and human resources officer in order to learn how to quickly and effectively address any problems in the workplace.
When I will be able to manage any sort of challenging situation in the workplace effectively.
3 months
Innovative Skill
To bring Tesco Plc’s culture into the 21st century using new ideas and methods.
I have a key role to play in bringing about the necessary adjustments within the current gap.
My ability to innovate will improve if I can think creatively and innovatively.
When Tesco Plc implements a high degree of creativity and innovation.
5 months
To improve the deficiencies that are discovered during the reflective learning process, it is important to get feedback on one’s progress. Setting up an action plan for the solution of observed weaknesses requires a Personal Development Plan (PDP) (Lejeune, Beausaert and Raemdonck, 2021). An example of how my PDP strategy is put into perspective may be seen here:
Skills
Current status
Aim
Action
Timeframe
Active Decision-making skill and Quick-action response
Both myself and my co-workers at Tesco PLC are affected by my inability to make good decisions.
I must have faith in my ability to make decisions and in my ability to act in the best interest of the organisation.
In order to lead and make rapid work-related decisions, I need to engage and indulge myself in learning from experiences and improvising more regularly.
4 months
Effective time management skill
Because I consistently fall behind schedule, I need to improve my ability to manage my time effectively.
Changing my daily schedule will help me finish and turn in all of my work on time.
As a result of this practise, I may one day be able to take on more difficult assignments and accomplish them in the timeframe that they were allotted.
3 months
Communication Skill
I am getting better at expressing myself and meeting new people.
I need to improve my ability to communicate with others on an interpersonal and intrapersonal level so that I may better interact with them and better coordinate their efforts.
I will be able to interact with individuals from a wide range of ethnicities in the workplaces of Tesco and improve my communication skills and innovate on them.
4 months
The self-assessment I performed shows that I have several deficiencies that limit my ability to be an Assistant HR Manager, based on my self-assessment results. My Professional Development Plan is focused on improving my decision-making, time management, and communication abilities, which are two of Tesco’s most crucial criteria. The information in the following table aided me in making decisions about the organisational measures I should take to help me achieve my objective and meet my deadline.
My ability to learn and function in the workplace will be enhanced if I improve these talents. Motivating and encouraging my co-workers is something I excel at doing. Again, I am great at finding solutions to problems and fostering a happy work environment. A SWOT analysis and PPD strategy reveal that I am a good communicator, leader, and dynamic individual. To meet the organisation’s aims and objectives, I am driven to do my job well and encourage my subordinates to do the same. I have committed allegiance to myself that I will regularly attend workshops on employee motivation and growth in order to widen my outlook. To further enhance my skills as a human resources manager, I plan on attending a number of courses.
TASK 2
Introduction
When it comes to the creation and administration of organisations, both individuals and groups are increasingly crucial. In order to grow and achieve their goals, businesses require well-educated, well-trained, and well-qualified employees. It has been argued that leaders are not necessary when it is thought that the administrators of an organisation are primarily responsible for growing and strengthening the members of the company (Zeuch, 2016). Human Resources Management is becoming increasingly dependent on expanding in this field. As a result, HR must work closely with the talent acquisition and employee retention teams to get control of this information (Aleksandrovna, Alekseevna and Alexandrovna, 2017), which indicates that HR must be able to manage and identify all of the specialised knowledge and tools required to gain a thorough understanding of these factors. Tesco Retail PLC is the company profiled in this report.
About The Organisation
British global food and commodity retailer Tesco Plc is situated in Welwyn Garden City in the United Kingdom. Third in terms of gross sales and ninth in terms of sales, it is the world’s largest retailer (Wood, Wrigley and Coe, 2017). It was founded in 1919 by Jack Cohen, who took the $30 he had earned from his East London booth and quit the Royal Flying Corps. More than 400,000 people work in stores, offices, distribution centres, and customer contact centres across the UK, Europe, and Asia today (Moura, 2021). Every day, this company becomes better at serving customers in their stores, and they do it all in online also.
Differences Between Organisational and Individual Learning, Training and Development
Most organisations want to meet their goals and objectives on schedule while also providing their employees with enough training so that they may develop their talents as representatives while also increasing group efficiency (Di Stefano et al., 2016). Distinguishing between individuals and organisational learning is critical in the environment of upscale workplace accommodation.
Individual Learning:
It is the process through which an employee’s abilities and knowledge are honed while he or she is employed by the company. Individual learning is critical for organisations, since it allows employees to enhance their job-related talents and competencies (Di Stefano et al., 2016).
Organisational Learning:
It may be described as a procedure used to improve the talents and skills of a whole group of people in a business. They will also learn how to deal with a difficult circumstance in the workplace by completing a group project (Edmonstone, 2017).
The difference between Individual and Organisational Learning is shown below:
Individual learning
Organisational learning
It denotes to a circumstance in which an individual is given the opportunity to grow and develop their skills and abilities. This will increase the value of an employee in the workplace (Di Stefano et al., 2016).
Progression within an organisation occurs when employees take on a new or complementary role within the organisation, and this is accomplished through working together to achieve common goals (Yuan and Chayanuvat, 2021). Organisational efficiency will be the key focus of this project.
Individual learning’s primary goal is to improve each student’s talents and qualities.
The goal of gathering information is to broaden the scope of an organisation’s efforts (Edmonstone, 2017).
The Need for Continuous Learning and Professional Development to Drive Sustainable Business Performance
Employees’ talents, competencies, and knowledge can all be monitored in formal or informal settings through Continuous Professional Development (CPD). Continuous training improves the future growth potential of employees. CPD is essential for employees because of the wide range of variables that influence their performance. An employee’s ability to perform at a high level is required in many professions (Mackay, 2017). There are several skills that may be learned and retained via CPD that are critical for a company’s success. Individuals can maintain high levels of competence and expertise throughout their working lives by engaging in Continuing Professional Development (CPD). The following are some implications of CPD:
Competitive Advantages:
Employee productivity may be improved by proper training, giving the company a leg up in the competitive commercial market.
Cost-Effectiveness:
The cost of training and other associated expenditures can be reduced if CPDs are well-designed. It has the potential to significantly reduce a variety of management expenses (Bindon, 2017).
Increase Productivity:
The majority of executives feel that workers’ ability to advance their careers will be enhanced if they have certain core competencies. It aids in the company’s ability to successfully compete in the global business market.
Measurement of Performance:
Managers should keep track of how well their employees are doing and look for any holes in their CPD plans. It can enable the company’s management to lower the company’s risks and challenges (Youmans and Godden, 2022).
Standardise Procedures:
CPD aids in the improvement of an organisation’s performance by improving the abilities and moral code of its employees.
Learning Cycle Theories to Critically Analyse the Importance of Implementing Continuous Professional Development
Kolb’s Learning Styles and Experiential Learning Cycle
Kolb’s theory of learning styles is one of the most popular and frequently used reflection models. David Kolb, a psychologist, initially proposed his hypothesis of learning style in 1984. It shows how a learner interacts with all components of the course and serves as an information loop. The theory’s ideas and experiences are based on instant or special sensations (McLeod, 2017). Kolb’s approach is divided into two periods, each with its own set of learning styles. The following steps outline the four stages of the Kolb’s model.
Concrete Experience
Reflective observation
Conceptualization Abstract
Active experimentation
He has also developed a theory of experiential learning as well as a study inventory in order to describe the four different styles of learning (Sudria et al., 2018).
Diverging
Assimilating
Accommodating
Converging
Fig: Kolb’s Learning Styles and Experiential Learning Cycle
(Source: McLeod, 2017)
Kolb’s learning technique, according to Sudria et al. (2018), may be supported by an individual or a corporation in four different ways. It allows employees to reflect on their own experiences and identify the areas in which they might be lacking, which is crucial for a long-term career development strategy.
A Detailed and Coherent Professional Development Plan That Appropriately Sets Out Learning Goals and Training in Relation to The Learning Cycle to Achieve Sustainable Business Performance Objectives
No.
Professional skills
Current Level
>>
Target Expertise
Learning objective and goals
Development Opportunities
Success Criteria
Timeframe
1
Presentation Skills
2
Ability to communicate the effects of multiple acts to your spouse effectively and clearly
To successfully communicate the project and its results to the organisation’s partners.
Participants can sign up for workshops and sessions.
The program’s findings are presented to the company’s executives at a meeting.
3 months
2
Motivation skills
3
Worker motivation’s effectiveness
Motivation of the organisation’s objectives and purposes through energising its employees.
If I want to know how to motivate my employees, I should go to training sessions on a regular basis.
To overcome the divide between employees’ feelings and their behaviour
4 months
3
IT Skills
2
Automating data integrity maintenance to make it more efficient.
To improve the productivity of automation.
A chance to take part in an IT training course has been made available to me.
Automated processes may be controlled and operated.
6 months
4
Computer Skills
2
The basics of Microsoft Office, as well as more sophisticated functions.
To produce a wide range of reports and keep tabs on relevant employee data.
In order to enrol in Microsoft Office training.
Making a range of reports on the company’s workforce’s productivity.
5 months
Understanding Of How HPW Contributes to Employee Engagement and Competitive Advantage Within a Specific Organisational Situation.
Working organisational methods, employment relations, leadership, and organisational growth all fall under the umbrella of High-Performance Working (HPW). At all levels of the organisation, HPW is committed to advancing education and training programmes, such as personal growth, self-reliance, and teamwork (Murphy et al., 2018). HPW techniques are well-known in a variety of disciplines. Among them are:
Involvement of the workforce
Practices in human resources
Practices that reward and bind people together
In the Tesco PLC organisation, these are areas that contribute to improving the individual performance of Tesco PLC workers. A high level of employee engagement is achieved by policies and procedures that aim to increase employee involvement in management decision-making and to enable employees to recognise changes in corporate operations. It is the strategic operations of Human Resources (HR) assignment inside an organisation that may help the company grow and improve its workforce (Obeidat, Mitchell and Bray, 2016). Providing employees with a sense of safety and security in the workplace has been shown to enhance both morale and productivity.
It is also important to keep in mind that incentive and commitment methods can aid to motivate personnel. Only a few of these activities can take the shape of profit-sharing arrangements like Employee Stock Ownership Plans (ESOPs), promotions, team perks, and profit-sharing agreements (Oehmichen, Wolff and Zschoche, 2018). Employee perks and wages aren’t the only ways to reward employees. Equally important are the non-financial benefits that include such things as training and growth as well as greater work responsibilities.
The Benefits of Applying HPW With Justifications to A Specific Organisational Situation
High-performance Working is a critical component of Tesco’s business strategy that may have a positive impact on the company’s overall performance. The following are some of HPW’s many advantages:
A More Positive Work Environment
A greater share of the company’s product, service, and process improvement responsibilities falls to its employees. A higher degree of initiative and inventiveness is demonstrated as a result. The great performance among the employees is boosting the devotion of the employees in their workplace that offers a beneficial consequence on the entire business (Gahan et al., 2021).
Enhanced Internal and External Cooperation
There has been a marked increase in the level of cooperation between departments and between departments as a whole.
A More Effective Organisation
The company’s strategy is different from that of its competitors. This distinctiveness may be seen in both the substance and the execution of this approach, and frequently in both at the same time as well (Rehman et al., 2020).
Enhanced Monetary Performance
The same personnel are able to produce more work with more ease than in the past. Profitability also grows with reduced prices and more turnover.
High-performance work boosts employee motivation and competitiveness. Reward and dedication are the HPW variables that may change the psyche of employees and improve their performance. Increased productivity may be achieved by increasing staff motivation. The company’s competitive advantages are bolstered by the strong productivity of its staff (Shin and Konrad, 2017). Financial results are enhanced when a firm obtains greater performance outcomes and the company has the finest financial results compared to its rivals because it has the greatest average performance in the industry.
Different Approaches to Performance Management and Their Can Support High-Performance Culture and Commitment
High-performance working (HPW) can be approached in a variety of ways, as mentioned below:
Educate Employees
Workers’ long-term memory is best preserved by repetition of new information. When training is omitted, a significant percentage of new information is quickly lost (Kroll and Moynihan, 2018).
Job Stability and Protections
The well-being and protection of the workforce is of the utmost importance in the workplace. Employee morale soars when they feel protected on the job, and this in turn boosts their productivity.
Intensive Learning
The most significant component in enhancing the knowledge and viewpoint of employees for their work is conspicuous training for the employee. An employee’s capacity to expand the company’s horizons may be boosted by providing them with the proper training (Cappelli and Tavis, 2016).
Teamwork
Teamwork is a critical component of the organisational structure for exchanging information and enhancing results. When we talk about teamwork, we’re referring to the ability and willingness of employees to work together as a unit while maintaining a high level of trust and partnership.
In these situations, firms must focus on a few key areas that can improve the company’s overall performance. The new hires must be evaluated by the firm; organisations must be diligent in identifying their workers’ most important abilities and traits. The importance of enforcing goals and objectives is well-known in organisations with HPW cultures (Kroll and Moynihan, 2018). However, if the firm is successful, it must be concerned about the establishment of an award programme that pays attention to workers at all levels and fosters adherence to common goals and employee understanding of their role in contributing to profitability.
Critical Evaluation of Different Approaches to Performance Management and Their Support High-Performance Wok Culture and Commitment
When it comes to ensuring that an organisation’s goals and objectives are met, performance management is concerned. Organisations, departments, individuals, and processes are all commonly described in this way (Rusu, Avasilc?i and Hu?u, 2016). Organisational performance is the subject of the following sections.
The Comparative Approach:
This is a pretty typical method that has been adopted since the birth of civilization. It contrasts the employee’s performance to that of others (Al-Jedaia and Mehrez, 2020). This approach has the potential to significantly increase employee motivation and output, resulting in higher-quality work at Tesco.
Attribute-based Approach
The parameters used have an impact on this method. And the value of this parameter is unique to each company. Employees are judged on a wide range of attributes, including problem-solving skills, teamwork, communication, judgement, and the ability to come up with new ideas (Smith and Bititci, 2017).
The Behavioural Approach:
It is easy to figure out how to implement this method. In the beginning, it was used to measure performance. Behaviourally-Anchored Rating Scale is used to evaluate the performance (Rusu, Avasilc?i and Hu?u, 2016). Five to ten vertical scales can be found. People are frequently evaluated on how well they do in each of the four pillars of performance.
Result-based Approach:
It’s a simple method with an easy-to-understand concept. All four of these factors are important, but they are not the only ones to be taken into account in this strategy. As a result of conducting this analysis, we are able to have a more complete picture of how to put our approach into action (Al-Jedaia and Mehrez, 2020). When we say “result,” we’re referring to a measurable thing. High-performance culture assessment and goal-setting may be done using this technique.
360-degree Feedback:
Each employee can get feedback on his or her performance from four to eight peers, reporting staff, co-workers, and customers using the 360-degree feedback technique and application. Most 360-degree feedback technologies provide a self-assessment for each participant. A company may learn a lot from employee input on the traits and abilities needed to achieve the business’s goals and values. In order to meet or surpass client expectations, the feedback is firmly rooted in the behaviours that are required (Kanaslan and Iyem, 2016). Employees and employers typically work together to choose the people who will serve as raters or feedback givers. Those who regularly contact with the recipient of feedback are included in this group.
The Ranking Method:
When an employee is compared to the rest of the workforce in order to determine their worth, it is known as a comparative evaluation. From the greatest to the worst, the employees are graded according to their performance. This identifies the employee with the highest and lowest scores on the attribute under consideration (Smith and Bititci, 2017). When all workers have been evaluated, the next highest and lowest will be listed in order from the highest to the lowest. Since there are 10 employees being evaluated, the rating scale ranges from 1 to 10.
Appropriate Judgements on How HPW And Mechanisms Used to Support HPW Lead to Improved Employee Engagement, Commitment and Competitive Advantage
Performance management is concerned with the evaluation and development of employees. Performance management helps to identify and evaluate the strengths and shortcomings of the workforce. Employers can tell if an individual is competent or not by looking at their ability to utilise their skill sets in a wider context (Akhtar et al., 2016). To assist Tesco, monitor its success, there are a number of measures that may be taken:
Assessment of performance related goals:
The purpose of the performance evaluation process is to determine an employee’s current position in the workplace. The method of performance evaluation is deemed a failure if the results show a high success rate (Huang et al., 2016). However, if the review procedure reveals that the workers are dissatisfied, they must endeavour to improve the situation.
An understanding of the company’s vision and mission:
All businesses and organisations need to have a purpose. The fundamentals of the organisational structure are established since it is based on this goal. Educating employees about their goals is the next step when new initiatives are implemented (Huang, Ma and Meng, 2018). As a result, the goals may be shown to be achieved in the long run.
Analyse the employee’s performance:
An employee’s performance will be evaluated in light of the organisation’s objectives, which will be taken into consideration during the process. These alternatives increase the learning, decision-making, and social growth opportunities for employees since supervisors recognise that employees are making as hard as they can (Akhtar et al., 2016).
For example, the marketing manager may establish a two-year goal of increasing the company’s product share from 20% to 30%. Based on this objective, the marketing manager would develop the company’s values. Marketing managers will examine the actions of their employees over a considerable amount of time, sometimes many months, in order to determine whether or not they aid or impede the company’s achievement of its goals (Huang et al., 2016).
Conclusion
Continuing education is clearly needed in order to improve organisational effectiveness, as seen by the ensuing study. A company’s entire progress is achieved through good learning and increased performance in terms of the company’s aim. Because it allows a person to develop skills that are critical in the workplace, conceptual learning is more beneficial than hands-on training. Learning and preparedness help an organisation’s internal development as employees grow pragmatically. The Kolb learning cycle aids in the comprehension of human development. Using the HPW helps businesses gain a competitive advantage and provides a level playing field for all employees.
As the research progressed, it was shown that a logical progression happens when individuals collaborate and communicate well. As a result, it may be concluded that both organisational and individual learning are vital themes for personal and organisational growth. For these two disciplines, experts must have the experience, competence, and steps necessary. It is also important to assess one’s own abilities and see whether they may be improved if they are not optimal. CPD and HPW’s contributions to the firm must also be well maintained.
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