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Basic Knowledge, Skills, and Behaviour to Perform and Manage the Activities in Business

University: UK college of business and computing

  • Unit No: 35
  • Level: Undergraduate/College
  • Pages: 20 / Words 5075
  • Paper Type: Assignment
  • Course Code: A/508/0594
  • Downloads: 232
Answer :
Organization Selected : Tesco

INTRODUCTION

In every organisation, team and organisation developed by the individual's performance. An organisation should concentrate over their procedure of development of team, individual and organisation in regard of improving overall performance of company. This report is based on Tesco plc which is British multinational groceries as well as general merchandise retailer having its headquarter in Welwyn Garden City, Hertfordshire, England, UK. In this report, the analysis of employee knowledge, skills and behaviours required by HR professionals is discussed. Factors to be considered when implementing and evaluating the inclusive learning and development to drive the sustainable business performance is also mentioned. Also report will study how high performance working will contribute to worker engagement and competitive edge within Tesco Plc along with different performance management approaches.

TASK 1

P1.Analyses employee knowledge, skills and behaviors required by HR professionals.

HR professional is an individuals who is accountable to develop, advise, control and direct the employee working within the organization. In Tesco, HR professionals are hired by the top management to manage all the individuals working in the organization and assign all the responsibilities. Different types of skills, knowledge and behaviors which are required for HR professionals are as follows:

Knowledge by HR professionals:

Knowledge is an understanding, skills, awareness about something which is gained by study or experience. As an HR professionals of Tesco plc, one should have the knowledge about the process recruitment, selection, hiring, induction and layoff, management law and legislation, companies act, employees compensation and benefits. (Muenjohn and et. al., 2013).Also have the knowledge about The HR professional have the responsibilities to see that the company comply rules and regulations and work accordingly. Tesco plc hired the HR professionals by having the levels of qualifications an undergraduate degree in business with HRM specialization, also having an HND, or post graduation in HRM and having a qualification from the Chartered Institute Of Personnel and Development (CIPD).

Skills required for HR professionals:

Skills is an activity which requires training and knowledge to perform well. The skills required for the Tesco plc HR professionals are as follows:

  • Excellent communication skills: Communication is very crucial skills which is necessary for HR professionals as they have to communicate with the management, mangers and also to all level of employees. In Tesco plc, the HR professionals are hired by the top management with this skills to assure that they will be able to communicate with the all levels of employees by listening and solving their problems and issues related to organizations.
  • Decision making: Decision making is the essential skills which helps to take multiple decisions related to the organizations. It is important for HR professionals to make the decisions which is effectual for the company. Tesco plc hire the HR professionals as a critical thinker who can observe the positive and negative aspects and make the effective decisions for the development of the company (Singh, Singh and Sharma. 2014).

More skills which required for the HR proffesionals are leadership, organizational and problem solving skills.

Behaviors required for HR professionals:

Behaviors is a way by which an individuals acts especially in front of others. The behaviors required for the Tesco plc is discussed below:

  • Transparency and trustworthiness: HR professional of Tesco plc should be transparent and trustworthy as the employees feel free and honest to speak something to them without any fear of judgment. And also to manage the tension and ensure that all the employees should have the information about the business.
  • Adaptability: Adaptability is the behavior which enable an individual to respond positively in new environment. This helps the HR professionals to bring relevant changes in the organization to assist in improving the productivity of the Tesco plc.

Along with this the behaviors required for the HR professionals such as versatility, purpose oriented and solution oriented.

TASK 2

P2. Analyze a completed personal skills audit for an employee:

The aim of the HR professionals of Tesco to promote equality and diversity, recruiting the staff, developing the and implementing the policies, also prepare the handbooks of staff, interpreting and advising on employment law. Personal skills audit is the process to measures and records the skills of an employees by the HR professionals. This skills helps an individuals to perform well and solve the problem within the organization. An analysis of personal skill audit has conducted on Jane Cambridge an employee of Tesco plc by the three stages:

First stage : The skills which are required for the employees

  • Problem solving skills: This type of skills required in Tesco to help the employees to handle the problem which may happen in future. Good problem solver analyze the problem and evaluate it impact of alternative solution in company.
  • IT Skills: IT skills are required by the Tesco to audit the personal skills of Jane Cambridge so that some work which are related to the technical part can be handled by the employees without having any issues.
  • Communication skills: Communication skills is essential for the employee of Tesco as it it helps them to easily communicate with their superiors and subordinates.

The HR Professionals should also have the decision making skills, empathetic skills and organizational skills, critical thinking skills so that the problems to be solved and also helps to do personal skills audit.

Second stage: The skills required to achieved by the employees (Rickard, Rickard and Dang, 2012).In this stage, the skills achieved the Jane Cambridge at the time personal skills audit. The audit are conducted in the following format:

Problem solving skills

Very good

Good

Adequate

Little or no experience

Make good use of verbal reasoning skills

yes

able to handle complex data and make selective use of information

yes

Explore more than one solution in order to solve a problem

yes

Consider the ideas of others to help solve problems

yes

IT skills

Very good

Good

Adequate

Little or no experience

Use Microsoft Office Word

yes

Use Excel spreadsheet

yes

Use a Database

yes

Use specialist HR software

yes

Use the internet

yes

Use e-mail

yes

Use PowerPoint

yes

Communication skills

Very good

Good

Adequate

Little or no experience

Drafting contracts of employment

yes

Taking notes of disciplinary hearings

yes

Write reports

yes

Produce material to support presentations

yes

Delivering a training session

yes

Resolving disputes/complaints

yes

Interviewing

yes

Advising on HR issues

yes

Third Stage: Analysis of result

From the personal audit it has been analysed by Jane Cambridge which shows his weakness in communication skills and IT skills. Apart from this Jane need to develop the lot of skills like organisational skills, decision making skills and empathetic skills. For this purpose a performance development plan has been conducted.

P3 Difference between organisational and individual learning and development

Learning is the change in knowledge which is the result of experiences. It is a continuous process and includes gaining new facts and information, acquiring new procedures, new skills etc. The need for learning is result of dynamic environment to sustain in the competitive environment as learning new skills is compulsory. As it is process so there are two parties leaner and mentors. In the Tesco, learners are the employees and superiors are mentors. The two types of learnings are as follows:

Organisational Learning:

This process is organisationally regulated learning process which includes the individual and group based learning to enhance the overall organisation performance. This learning will help the Tesco to improve the knowledge and performance of employees of organisation.

Individual Learning:

Individual learning is a process for employees to adapt new skills and knowledge . It is opposite concept of organisational learning. But there is an interrelation between organisational and individual learning as organisations are comprises of individuals only. The main focus of individual learning is to enhance the knowledge of an individual (PRATT, 2012).

Difference between Individual and Organisational Learning

Individual Learning

Organisational Learning

The aim of individual learning is to enhance the competency and awareness of individual employee working in Tesco.

Organisational learning is focus on the improvement of skills and knowledge of organisation as a whole. The employees trained collectively not separately.

Individual learning will help the employees of Tesco to make a bright career.

The enhanced skills and knowledge of employees will help Tesco to achieve pre-set goals of company.

The Instructional System Design Model is the process of appraisal and development for creating the instructional experience so that the learner acquire the skills and knowledge more effectively and efficiently. This model is helpful to organisation and individual learning at the time of training and development.

Training:

Training is a function of human resource department of organisation. It is a continuous learning process which aid in the improvement of employees existing skills. The training will help employees of Tesco to perform their job more effectively.

Development:

Employee development is a process in which employees with the support of employer undergoes for various training program to enhance its competencies. Employee development is very important for sustaining in the dynamic work environment. Development process will help Tesco and its employees to improve productivity and achieve the goals.

Difference between Training and Development

Basis

Training

Development

Meaning

It is the process by which company enhance the skills of new and existing employees in order to perform their job effectively.

It is a broader subtle of training. Development is concerned with overall growth and development of employees.

Objective

Its main objective is to improve the overall performance of individual so company can achieve the objectives.

Its main objective is to prepare the employees for any contingency situation

Role

Its main role is to focus on present need of organisation

Its role is to emphasize on future roles.

Process

It is a considered as reactive process.

Development is proactive process.

Orientation

Job orientation

Career Orientation

Training and Development are tools for the organisations to improve the overall productivity of employees, in order to achievement of organisational objectives.

P4 Need for continuous learning and professional developments

Continuous Learning:

The continuous learning refers to enhancing the capacity of an individual. It is important to learn continuously so one can adapt the changing work life and demands. There are certain ways to or resources for learning new things frequently like online articles, magazines and newspaper and evaluation of case studies (McKenzievan, Winkelen and itken,2012).

Professional Development:

It is a continuous process that goes continuously throughout the complete carrier of an individual. This helps the employees to be updated with latest knowledge. It is important because this allows employees to be competitive in profession.

The above concept can be used by the Tesco in order to drive sustainable business performance. The significance of these concept are as follows:

To encourage personal growth:

Continuous learning and professional development is very helpful for growth of an individual. In this process an individual learn new knowledge and skills in training and development. These learning helps an individual to apply in their work and grow their personal career as well as personal. The Tesco employees can get benefited by this continuous learning.

Improve Performance in current job

The learning helps employees to improve their knowledge and skills. And by applying these skills and knowledge while working can enhance their overall productivity. Continuous learning enables employees to minimize error and maximize the productivity. The improved productivity will help employees of Tesco to perform efficiently in current job to achieve goals of company (Malik, 2018).

Prepare employees for advancement:

It is very important for employees to be prepared for any kind of contingencies in company. With the help of continuous learning and professional development, employees of Tesco can use their skills to avoid contingencies in company and one can get career advancement like job promotion for their efforts and hard work.

Sustain performance in current job:

It is very important for employees to keep maintain their performance through out the work. Now days, this is necessary for employees to keep their performance sustainable in long term. As for better growth of employees, employer of Tesco must maintain continuous learning so they can sustain their performance in long term (Khumalo, 2015).

Job Enrichment:

This process improve employees satisfaction by altering their work, either by adding challenging task or adding new tasks for employees. As with continuous learning and development, employees can enhance their skills and can perform their tasks efficiently. It can be beneficial for both employee and Tesco. As it can reduce employees turnover for Tesco and provides job satisfaction for employees.

P5 HPW contributes to employee engagement and competitive advantage within a specific organizational situation

High performance working refers to environment and overall surrounding of organisational workplace under which all the employees working in the organisation feels free to communicate with their subordinates, colleagues and management in open manner. This freedom of communication among the employees helps them to overcome the conflicts, therefore, it is crucial to practice and understand the importance of high performance working system. Human resource managers provide transparent culture at the workplace, this helps in developing and maintaining mutual trust among employees. It encourage the employees to identify their roles and responsibility at workplace along performing their duties in proper manner so that goals of business can be achieved in short period of time to achieve competitive advantage.

Along with this, working culture of every company is should be liberal so that all associated and interlinked workers can have full freedom and liberty to share their opinion, ideas, thoughts and problems with each other while working in team to achieve common objective. By practising high performance working, organisation can become more capable in improving and enhancing productivity level of employees and organisation as well (Krishnan, 2013). HR managers should implement the practices of HPW for measuring performance of individual employee and workers. It is based on some major dimensions that are constructive conflicts, transparent in communication, solidarity and contribution in achievement of business success. These practices help in developing employee engagement at workplace through which high competitive advantage can be gained in following manner:

Transparent communication

If there is transparency in communication system, it will give liberty to employees to share ideas and issues with management and subordinates easily. It would help in generating feeling of equality and mutual relationship among employees and management through which resistivity of them for working on new system can be reduced. Thus, this practice of transparent communication system in the organisation enables in implementing new technologies at workplace by which it can give tough competition to rivals who are dealing in same sector (Hunter and Saunders, 2012).

Sharing duties

This kind of practice help HR managers in allocating different roles and responsibilities to workers by engaging them in team. As if staff members work in collaboration, they can share duties with each other which reduces their stress level or heavy workload pressure also. Equal distribution of work among the employees helps a lot in getting high retention of employees and giving tough competition to competitors also. Sharing the equal amount of workload among the employees also helps in reducing the burnout of the employees. Conflicts among the employees also reduces and they are able to perform best at their specific allotted roles and responsibilities.

After achieving the High performance working, the outcomes of HPW: Increases Sales growth, organisational goal will be achieved and also increases the productivity.

TASK 3

P6 Different approaches to performance management

Performance management system is important practice that every HR manger of the organisation should implement as through this, employees capabilities are rectified and are praised for their outstanding performance. The employees feel motivated when they are appreciate or rewarded for their good performance, it is necessary practices this as employees are the major assets for any organisation and also effects the profitability of the organisation. Performance management system is considered as management style under which an organisation creates a working environment for empowering its employees to perform at their level best (Gominah, 2014). It involves various processes like setting of goals, reward and evaluation. If a company provide rewards and compensation to workers then it will help them in analysing the contribution of each employee. For any organisation, performance management system assist this firm in cultivating competencies related to organisation and job-specific for driving high performance and success.

Thus, in order to measure performance of workers for evaluation, HR managers should use various strategies and approaches that are described below:-

Collaborative working approach:

This approach helps the organisation in assisting workers to work in collaboration for achievement of a common goal. Instead of giving appraisals on annual basis, human resource managers of the firm should provide grade to employees on the basis of their regular performance. It would help in building an engaged workforce in which members can share roles and responsibilities with each other (Cuff and Barkhuizen, 2013).

Comparative Approach

Using this approach, managers of an organisation can monitor performance of workers by giving them ranks on the basis of contribution in achievement of business success. For example- Human Resource managers can use this technique for providing rewards to best performers at workplace. It will encourage other workers to work in hard manner. This approach creates a benchmark for every employee and the work hard accordingly to achieve their targets in order to improve their skills, knowledge and attitude to perform best.

Qualitative Approach

It is beneficial in increasing productivity of employees by encouraging them to deliver best services to customers. For example- under this kind of approach, human resource managers should try to evaluate sales performance of business in context with future. For this process, they monitor performance of employees in order to determine strengths and weaknesses of them. Furthermore, they provide training to workers so that they can provide high quality service to customers.

Attributive Approach:

Through this kind of approach, management of a firm track record of employees on the basis of specific skills they have possessed. It includes problem solving skill, decision making activity, innovative ideas, learning power and more. Further, managers can give rate to workers’ performance from 1 to 5 in graphical manner. This approach helps human resource managers in identifying skills and abilities of employees while distributing different roles and responsibilities to them (Aswathappa, 2013).

Result Approach:

This type of approach is used mostly by all organisations in order to evaluate performance of workers on the basis of outcomes. Human resource managers use this approach in converting business strategies into actions so that demand of customers can be completed in short period of time.

The collaborative approaches talks about the how to work together for the purpose to achieve the goals. The comparative approaches compare the performance of the employees and rank accordingly for the purpose to improve the knowledge, skills and achieve the targets. The qualitative approaches helps to increase the employees productivity for the purpose to provide the best services to clients.

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CONCLUSION

In the conclusion, it can be said that an HR professional require some basic knowledge, skills and behaviour to perform and manage the activities in business. Apart from this, an HR required self audit to know one's strength and weaknesses and to enhance the strength and overcome weaknesses. The training and development is an important function for human resource management which needs to be followed by HR so employees performance can be improved. The continuous professional development is very important for employees as well as company because it make employees sustainable for long term. High performance work model assist organisation to support high performance work culture.

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