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Developing Teams and Individuals Within Organization

University: UK college of business and computing

  • Unit No: 35
  • Level: Undergraduate/College
  • Pages: 20 / Words 4915
  • Paper Type: Assignment
  • Course Code: A/508/0594
  • Downloads: 265
Answer :
Organization Selected : Tesco

INTRODUCTION

In business world, collective and individualistic abilities of employees determines the success of an organisation. Most of the organizations focuses on improving the capabilities of their staff through target trainings and mentoring. Developing manpower means improvising their business knowledge and working potential (Baiden and Price, 2011). Basic criteria for team development is to ensure that employees must understands their job and specified roles. The present assignment is based on Tesco which is a renowned British Multinational company and marketer of groceries and general commodities. It is headquartered in England. This report acknowledges the behaviour, knowledge and working skills needed by the HR professionals along with a precise development plan regarding the roles of HR officer. Apart from this, differences between individual and organisational learning will be discussed. At last the ways in which HPW influences employees engagement and its impacts on performance, working and communication within an organisation are mentioned.

SECTION 1

P1. Analysing the knowledge, behaviour and professional skills of an HR professional

In order to increase the effectiveness within any organisation the major aspects are knowledge, working skill and behaviour of the employees. Determining these will helps in improving the productivity at workplace. To carry out the operations and tasks in an effective way human resource professional of Tesco is required to do distinct functions. This will helps the organisation in achieving its targets along with increased market growth. Various skills, behaviour and knowledge required by the HR professional are outlined below:

Skills:

  • Negotiation: The negotiating power of a HR manager must be up to the mark. He must be able to bring everyone close. The HR team of Tesco should be able to reconcile the differences among the working staff. This will helps in providing a friendly environment within the company (Bolden, 2016).
  • Multitasking: HR professionals must be able to Handle several issues together or within a short time. This multitasking factor will helps the Tesco in resolving the problems at a faster rate. This will results in healthy working environment.
  • Team working: Team work helps in completing the tasks within time and in a better way. Administrator of Tesco requires team working skill as it will ensure a positive impact on the organisation.
  • Analysis: Better analysis skill can help the organisation to solve the problems which are facing by them in the business operations.
  • Critically evaluate: It helps the organisation to evaluate the performance of workers so that it can know the strength and weakness of employees.

Knowledge:

  • Personnel and Human resource: Managers of Tesco must have procedural knowledge regarding the recruitment, selection and training of employees. Apart from it principals of negotiation, benefits and compensations must be acknowledged (Blandford, 2012).
  • Law and Government: Knowledge regarding laws, legal codes, government regulations, political processes is very important for the HR professional of Tesco. It will help Tesco in holding a strong position globally.
  • Media and communication: Human resource officer of Tesco should have knowledge regarding media. It will helps in increasing online reputation of the brand. HR team will be able to provide information to more customers about their products.
  • Education and qualification: Person should have done management of business administration course in the specialisation of Human Resource.

Behaviour:

  • Transparency and trustworthiness: Managers are the leaders who guides the staff regarding their specified tasks. HR Manager of Tesco must be fair, professional and transparent while taking decisions. As employees must trust their heads for effective working.
  • Versatile and adaptable: Adaptability determines a person behaviour in changing environment. A human resource professional must be flexible and versatile enough to deal with variants. This will helps Tesco in competing against challenging situations.
  • Solution oriented: Successful HR officer has a positive attitude while resolving issues. They seeks a solution that will satisfy everyone concerned with that particular problem. This behaviour of Tesco manager will create a harmony among working staff.

P2. Analysis of Personal skills audit and professional development plans for Jane Cambridge and creation of professional development plan

Personal skills audit is essentially a process for measuring and recording the skills of an individual. It helps to identify the skills and knowledge that an organisation requires, as well as the skills and knowledge that the organisation currently has (Cerovsek, 2011). This audit is also done to determine training needs so the employee can improve its skills and knowledge (Conboy and et. al., 2011). Some skills are required by Tesco for the job profile which include :

  1. Promoting equality and diversity in the culture of organisation.
  2. Making policies for the betterment of the employee's.
  3. Advising on remuneration issues and employee's career enhancement.
  4. Encouraging disciplinary actions.
  5. Study training needs of employee's.
  6. Consultancy on employment law to managers at the time of recruitment.
  7. Developing job description, conducting interviews and selecting candidates.

As James Cambridge has gone through evaluation sheet in which he has rated himself according to which the development plan would be made, so the skills which he has achieved are,

Sr. No.

Skills and competencies'

Achievement

1

Advising on HR issues

Adequate but need training.

2

Writing reports

Achieved

3

Information technology skills

Partial achievement requires training

4

Problem solving skills

Achieved

5

Interviewing

Adequately achieved

6

Disciplinary knowledge

Achieved

7

Negotiating staff salary

Partial achievement

8

Assisting line managers

Achieved

9

Analysis skill

Partial achieved

10

Team working

Partial achieved

As per this table some of the requirement of job profile has been achieved and the rest not achieved needs training and development programme.

The programme of professional development which is specifically designed for Jane Cambridge will enhance his skills and knowledge and determine his weak points,

Development objectives includes developing new skills and knowledge this can be done in the case of Jane Cambridge by providing her seminars and lectures,

  • Advising on HR issues can be developed by giving practical examples on it and providing case studies to read. This can increase the knowledge of employee which will help organisation in getting the job profile done. The timeline for acquiring this should be 1 month.
  • Information technology skills will be developed through providing proper knowledge of IT, the way the staff handbooks are prepared and giving the knowledge to run HR related software. The organisation working culture will help in achieving this skill. The timeline for this learning objective cannot not be greater than 1 month
  • Negotiating staff salary skill can be acquired, while giving her live examples and making her sit in the interview to listen how other HR does the work (Goodwin and et. al., 2014). This skill can be achieve in the time span of 15 days and for judging this top management can be used.
  • Developing and implementation of policies skill can be acquire by making the employee sit in the conference and evaluating how the policies are drawn and implemented. For this the timeline must be around 1 month. To evaluate this skill help of upper management would be taken.

By implementing skill audit process Jane Cambridge can adequately increase her skills in HR and can help organisation in achieving its pre set goals. This process would help in selecting the employee's as per requirement. By implementing this process organisation can ensure skill development and other HR related work is successful (Huczynski, Buchanan, and Huczynski, 2013). A skill audit plan has contain rules, regurgitations, policies and training and development practices and organisation can instruct their employees to work on the basis of this. It helps to develops the various effective skills in the employees

Appendix A- Template of CPD development action plan

Date

Ref.

In what area do I need to improve my performance ?

How does this link to other objectives ?

How do I need to learn in order to achieve this ?

What will I do to achieve this ?

What are the likely resources and support that I will need?

How will I evaluate a successful outcome?

What are my deadlines for meeting this target ?

I need training and disciplinary knowledge.

Training and disciplinary knowledge can help me to improve my performance and productivity in the company.

I need to learn about organisation culture and its policies.

Through commitment towards the work.

I need team leader support so that I can do work more effectively.

I can evaluate successful outcome when I achieve my goals and target and I will perform my duties efficiently.

I need approx 6-8 months to meet the target which I have set.

Appendix B- Template of CPD personal development record

Details of CPD activity

Dates

Effective

Dev. Plan ref.

Key learning points

Key benefits/ value added

Future comments:

Was the plan successful? How can I improve it in future?

Training and development program, problem solving secession.

I need approx 6 months

It is effective because It helps me to improve my knowledge, skills and helps me in overall development and it makes me more respomsible.

Individual skill and development plan which is organised by the management.

I learn about Organisational learning and Individual learning which helps me to improve my skills.

It develops confidence and motivates me and helps to enhance my ability.

Yes plan was successful and in future improvements can be done on effective training and learning process so that new employees can enhance its skills.

P3: Difference between organisational and individual learning, training and development.

Learning:

It is the process of improving skills, Knowledge, behaviour and values. It is a important factor for individual and an organisation in order to achieve more growth and knowledge for the successful completion of organisational goals.

  • Organisational learning: refers to the process of gaining knowledge in an organisation about its culture, Environment, goals and processes. In this, Individuals interact with other employees and learning takes place between them. Hence, learning is a direct outcome of interaction. Tesco is following such type of learning in order to achieve their organisational objectives in a specified time and also it will provide opportunities to employees to gain new knowledge. The employees of Tesco are now identifying their mistakes as well as solving them by themselves.

  • Individual learning: refers to the learning of an individual in an organisational whether learn consciously or unconsciously. It is the ability to gain knowledge through experience or interaction with other employees and the culture. It involves how an employee learn and how it is beneficial for the company. In case of Tesco, Managers are identifying the strength and weakness of their employees and providing necessary skills required for their self-development. Trait model can be use for the learning so that efficiency can be improved and skills of workers can be developed and it helps in maximization of productivity.

Difference between organisational and individual learning

Organisational Learning

Individual Learning

This learning involves development of an organisation by implementing policies by managers in order to provide required skills and methods in the company

It involves individuals knowledge and skills required in the company. It is continuous process with respect to time (Mesoudi and Thornton, 2016).

It change the behaviour of people which develops positive attitude (Duffield and Whitty, 2015).

It builds the confidence in individuals so they feel motivated and perform well.

Training and Development

It is a essential function of management in order to improve and develops skills and behaviour among employees of an organisation. Training helps in development of knowledge, Skills and attitude for doing job more conveniently and effectively. The management of Tesco is providing technical training and engaging courses to the employees to ensure that the employees stay updated with technological and other advancements (McCormack, Manleyand, Titchen, 2013). It will help the employees in increasing productivity and performance both in terms of individuals and organisation. Such trainings and courses provided by management will drive more growth and opportunities for employees.

Basis of Comparison

Development

Training

Definition

It is an educational process which involves overall growth of individuals to overcome future problems.

In this, individuals develops and improve their skills and knowledge with the work requirements.

Focus

It focus on gaining knowledge and develops an understanding for upcoming problems.

It develops skills and knowledge for the present job.

Number of persons

Mostly, it involves one person having good skills and understanding to handle various tasks.

It involves group or large number of persons so that they can increase their performance at work.

Duration

It is short term process and fixed duration.

It is a long term precess which takes through out of life of a person.

Objective

It helps to maximize the performance of employees.

It ensures the overall growth of employees.

P4.Analyze the need for continuous learning and professional development to maintain sustainable business performance

On a professional level, constant learning includes the continuous enhancements of skills and working pattern through increasing knowledge. Employees must respond towards the changing atmosphere and new developments in a competent way. It involves the actions which leads in achieving the required targeted growth. This will helps the management and employees to augment their achievements and abilities. At team level, constant learning is depicted by a team changing itself in response to varying situations. Learning of new strategies and tactics can help a firm in competing with its rivals in a better way (Mahajan, 2011). Professional development is necessary for the survival of a company due to altering economic capabilities. Development in professionalism of employees positively influences the Tesco's reputation at market level. At an individual level, learning is about upgrading our working skills. In the case of Tesco advancement and proper learning about new developments are needed for the achievement of goals and targets. Some of the points related with constant learning environment are undertaken below:

  • For managing difficult situations and resolving them in an efficient way constant learning process is vital. In context of Tesco, critical thinking must be given consideration. It will helps in improving the connection between staff members and managers. Improved relation results in the positive work atmosphere. Continuous learning and professional development can help the employees to groom their skills and maximize their knowledge. It improves the efficiency of staffs and they can aware about the use of new technology. It helps in overall growth and development of the workers. It develops the analytical skills in the employees and organisation can able to evaluate the performance of their workers.
  • Both learning and advancement to pursue tasks leads to individual growth along with organisation's benefit. In this aspect Tesco focuses on holding their working staff through considerable means. Effective training is provided to the employees so that they can learn new approaches from time to time.

Some of the points to enhance sustainable business performance are outlined as follow:

  • Partnership and collaboration: Managing the whole business effectively at small scale is possible. But when it comes to large organisations it is not effective. Tesco can collaborate with other institutions, especially in those areas where they lack experience. This will helps them in expanding their business in new sectors (Mittal and Dhar, 2015).
  • Customer retention: For a sustainable growth within an organisation it is essential to hold the old consumers along with attracting the new ones. Tesco can reduce customer defection rates which will results in the generation of high margin profits.
  • Repeatable sales: Launching new product and brand is not sufficient. To maintain a scalable business repeatable sales are required. Customer wishes to use those products which are reliable. Employees of Tesco must focus on providing the required products to the right people at the right place.

SECTION 2

P5 Contribution of HPW in employee engagement and competitive advantage in specific organisational situations

High-performance work systems are designed to improve the effectiveness and the productivity of employee's. In addition, this system can reduce costs for the organisation and helps in creating value for employee's. It is an organisation where the employee's has greater involvement and responsibilities. HPW is all about what jobs a company needs to do, designing the jobs and identifying the employee's needed for the job. As in the case of Tesco, it has taken care of its employee's and has implemented HPW in the organisation so as to enhance employee's productivity and organisational performance. The elements of HPW includes organisational structure, task design, performance, organisational goals, people etc. The elements of high performance work systems links the firms job infrastructure that equip workers with the proper ability to do their jobs, provide them with the means to do their work. Elements for this include training programme to enhance employee's skills, ability and knowledge. As Tesco provides it employee's regular training and knowledge which helps it in making their service available to their customer in a great way. Compensation and promotion opportunities that provide motivation to skilled employee's to engage in overall outcome of firm and fulfilling their needs. The outcome of HPW comes out to be positive most of the times where it can have significant impact on financial performance of the organisation, can create a positive culture change within it, it creates higher degree of job satisfaction among employee's, it increases the production capacity and quality performance. It also comes with the outcome where employee's are challenged to explore new ideas. A high-performance work system has to be on the basis of bang-up strategy that sets out intention and plans through which HPW can be created in the organisation. The strategy has to be aligned in the way of organisations goals. There are some conditions that will contribute to high-performance work system which are knowledge sharing, job satisfaction, employee's reward and compensation tied to companies performance etc. If these conditions are engaged in any organisation then it will create HPW among employee's. If these elements are applied in the case of Tesco then it will create job satisfaction among employee's which in turn will increase the performance of organisation. Ongoing training programme in the case of Tesco will result in better skills and abilities of employee's. If Tesco applied the programme which includes job security as a part of HPW then the performance of employee's would be more committed to the organisation success.

For example, If all employees are performing as per the set standards of organisation than it leads to higher productivity. Efficiency of workers will also improves and it is possible through high performance working.

HPW helps in performing very well and have a competitive advantages against other organisation. It provides successful situation in the organisation as both employee's and employer gets benefit (Succar, Sher and Williams, 2013).

P6: Different approaches to performance management and how they support high performance culture and commitment.

Performance Management is the process in which the managers identifies and measures the performance of employees in organization. It is the continuous process of setting new objectives, evaluating progress and providing feedback to guarantee that the workforce is meeting their objectives and goals (Tynjälä, 2013).This is also helpful in execution of activities in a proper and detailed manner in order to increase the knowledge of each employees in the company. Fundamentally, performance management involves several element such as; promotion of workforce, generating trust toward each other and effective communication mediums between staff members. An organization need to plan their activities in a systematic and easy manner to perform the task in order to get maximum output. Companies are using various approaches for evaluating the performance and productivity. These approaches have a positive effect on the motivation of employees and they perform better. As the employees know their organizational objectives and goals, They can work further on themselves in order to achieve them. Five major approaches among these are described below:

Comparative approach: as per this approach, An organization compares two or several persons in order to measure their performance and talent and after that ranks them according to their performance. By this, organization can aid them in their given task and goals in a fix period of time. By this approach, Tesco can identify their star players and can assign the work based on their expertise which lead to increase in productivity of company in desired time.

Attribute approach: In this, Work force is evaluated on the basis of some factors like Problem solving skills, Team and work cooperation, Judgment and innovations. Company can also use Graphic Rating Scale, in order to rank employees. With the help of this approach, Tesco is easily measuring the potential as well as performance of their employees.

Behavioral approach: It is the oldest technique for measuring the performance. In this approach, companies are using BARS technique or BOS technique. The Behavioral Anchored Rating Scale (BARS) ranks workforce based on vertical anchors where company measures employees on a scale of 5 to 10. Mostly, this technique is used by top level managers to measure the characteristics and traits of employees. Tesco is using this technique to measure the characteristics and performance of workforce in identifying the issues faced by employees to provide right solutions. It will help in achieving the targeted goals.

Result approach: In this, the rating of employees is based on their performance. This approach is very effective in motivating workforce to increase the productivity. Tesco measure the performance of their employees based on this approach. Tesco sets two categories i.e. Balanced Scorecard and productivity measurement for the evaluation of total performance of workers.

Quality approach: This approach focuses on increasing job satisfaction among employees by minimizing the conflicts and by providing services to meet their needs and demands at work place. Management tracks regular feedback of workforce from managers and their colleagues. Tesco is trying to keep the corporate standards and motivation of employees to achieve the desired goals. Motivated employees tends to work efficiently which results in increase in productivity (Wickramasinghe and Widyaratne, 2012). Tesco is providing discounts, holidays and incentives to their star players and hence employees are taking interest in their work for these extra rewards and avoiding conflicts by mutual understanding.

So these different approaches help the organization because performance of employees can enhanced and they can do work more effectively and efficiently. It helps the company to achieve its goals.

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CONCLUSION

As mentioned above in this report, it has been concluded that for the success and growth, it is necessary to develop both teams and individuals within organisation. It is the major duty of human resource manager to interpret the needs and demands of employees. There are various approaches to inspire the employess in order to achieve their both long and short term goals with maximum efforts. Motivated employees tends to work hard than demotivated one and brings more growth and productivity for the organisation as well as for themselves. Managers should take employees seriously and must have understanding of their needs and desire in the organisation.

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