Learning and Professional development - TESCO

SECTION 1

P 1. Determine the knowledge, skills and behaviour of HR professionals in different department.

Human resource managers are responsible to manage the moist important components of an organisation, its workforce. Human resource management plays an important role to organize and manage the people so that they can effectively work for the growth of organisation. The HR management is responsible to make strategies hoe to use people as a business resource(Mone, and London, 2018). It includes managing the employees, recruiting them, providing them effective training and development. Thus, HR department plays an important role in organisation. Its crucial for a HR manager to create and rebuild HR department. HR professional needs to have specific skills in order to manage workforce across all the departments in the organisation. He should have the knowledge, skills and effective behaviour that are required to new maintain. Following share some qualities that are required to have in an HR manager:

Knowledge: Regardless of the manager is new or experienced, he should have they know the organisation structure. The HR manager must understand the corporate governance, hierarchy. He is responsible to report to the higher authority and board of directors on the status of workforce(Kearney, 2018). According to his knowledge about organisation, her role within the organisation increases. The HR manager know his power and authority he has, and hoe to use that authority. Establishing proper creditability with the employees is important to building a productive and satisfied workforce. The HR manager must know how to influence the change in organisation and hoe to reinvest that change in organisation. Like, investing in the training program for employees can reduce the turnover but improve the efficiency of workforce.

Skills: human resource manager responsibility requires an overlapping set of skills to be successful HR manager. He has to posses the expertise ability to speak in front of the crowd and all workforce. He should be confident enough to speak in front of everyone. It a foremost important ability that a HR manager should have. HR manager should have a ability to read people. Acquiring ability to sense the employee's lies, their wants etc. he should have the ability to understand the body language, posture and attitude of the employees(Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018). HR manager should be confident enough to deal with the manager of different department and executives. Manager should able to see the other side of any situation arises, then makes a plan and strategies to resolve that. One of the important skills that HR manager should posses is listening. Apart from what so ever the situation is, he should listen and understand what others are saying. It required complete focus mind.

Behaviour: With an effective skills and knowledge, an HR manager should have proper behavioural characteristics that can reflects their attributes in organisation. A good human resource officer should be disciplined and have the ability of a leader. They play a role of a leader when employees are having any issues in the organisation. They are the one who resolve their problems, and will motivate them. They should be honest to their employees without a fear of being judgemental.

P 2. a) analysing a completed personal skills audit of Jane Cambridge to identify what training and development needs to give.

As per analysing the personal skill audit of Jane Cambridge in the field of information technology, his communication skills, problem solving skills. It can be said that Jane has less experienced in the field of using database technology, no experience of handling specialised HR software. It can also be analysed that Jane has adequate knowledge of using excel spread sheet(Kerzner and Kerzner, 2017). As per the knowledge and ability that a HR manager should develop talent in Jane through using digital training and development program. Through audit process, weak point of Jane has identified, HR manager should organise training and development program through various secessions of using information technology in working. Regular training and activities should organise to develop the knowledge of using database and HR software.

By analysing audit of communication skills posses by Jane Cambridge, it has been found that he is weal in drafting contract of employees, poor skills in listening and hearing, no experience how to deliver a training session. Low skills of resolving conflicts, interviewing and advising on HR issues. Being an employee of HR department, Jane should posses the skills and ability of proper communication, skills to listen and speak in front of everyone. He is weak in handling the conflict situation arises in organisation. Proper training and development program should be given to enhance communication skills.

As per auditing Jane's problem solving skills, it can be identified that, he has adequate skills of verbal reasoning, he has less knowledge of see both side of a situation and less motivating ability to help other employees (Reilly and Williams, 2017).

b). Creating a professional development plan for Jane Cambridge.

P 3 Difference between organizational and individual learning, training and development

Difference between organizational and individual training and development:

Organizational training and development : In order to that organizational training is important for increasing stability and flexibility, decrease accidents, better industrial relation in Tesco. Organisation development is mode to increasing efficiency and effectiveness of company. It is primary importance is on relationship and processes between individual and groups. It is to encourage employees to avoid hold up of problems and find solution effectively. Organizational development is to utilize new approaches for improving current operation of Tesco.

Individual training and development : Individual training is essential for improving attitude, skills for further along with effectiveness of single as well as team. It is to raise capability for solving overall problems of company(Wickens and et.al., 2017).Individual development is essential for achieving long and short terms goals of employees and improving present job performance. It is improving unity and decrease staff turnover. It helps in increasing talent, potential, employability and creating wealth. Individual development is tool to help in career and personal development of single person.

P 4 Need for continuous learning and professional development

Continuous professional development(CPD):

CPD is planned and continuous procedures in which developing personal and professional attributes and improving knowledge, skills and practices of people in the organization. It is combination of theories, thoughts and methods that helps in managing learning and growth. It helps in learning new skills and keep update with the latest trends, increasing self confidence, rising professional reputation(Dixon, 2017). With the helps of CPD, improving sustainable business performance of Tesco. It is widely recognised as fundamental to improvement of standards and skills for single and their industries. It is defined as purposeful maintenance and improvement of knowledge, skills and competence to carry out professional responsibility throughout working life.

Importance of continuous professional development:

CPD is important to enhance skills and capabilities of individual and helps to ensure that further learning is progressed in a structured, practical and relevant manner to guarantee that there are applied efficiencies in learning.

• CPD is essential to ensure that capabilities keep pace with current standards of other in same field.
• It is focused on open up new opportunities, knowledge and skills of individual.
• With the help of it, know and aware about changing trends and directions in profession.
• This assists in make meaningful contribution in team continuously and advance in career as well as move into new positions where can lead and manager others (Kloosterman, 2018).
• CPD is maintaining and increase knowledge and skills that need to deliver a professional services to customers and community.
• It assists in advance body of technology and perception within profession.
• With the helps of CPD, enhance public confidence in single professionals and their whole business.
• CPD contributes to improve protection, quality of life, sustainability and economy on basis of professions.
• CPD applies to high risk areas and particular practice areas that often prove impractical to monitor depend upon case.

In order to that HR manager adopt continuous professional development cycle for professional development of individual in Tesco. In this cycle different stages includes such as identify and plan, learning activities, reflect, apply and sharing learning. In addition to that, CPD is helping in identifying developing needs, planning and carrying out development activities such as formal, informal learning etc. There is growing identification that continuing professional development is both necessary and possibly expensive (Hotho, Lyles and Easterby”Smith, 2015). With the helps of applying learning, identify both competence and incompetence in both way unconscious and conscious. After that, sharing learning with other people. CPD enables an individual to regularly apply attention to essential areas of development and takes appropriate action to decrease any deficit in knowledge. Development as mode to remain competitive with peers and as an opportunity to differentiate themselves at moments.

Continuous professional development at workplace:

In order to that, sustainable professional development of an individual in the Tesco. Company is responsible for developing teams of public relations professional through continuing professional development. There are three sections that are includes in CPD those utilized as tool in organization. First of creating learning culture, adopting learning and development strategy, return on investment. HR manager adopt various learning strategies such as pro active management of knowledge, skills and abilities(KSA) and competencies for effective and sustainable performance of individual(Mesoudi and et.al., 2016). These kinds of approaches of continuous professional development helps in sustainable performance of Tesco. Through these strategies, If increases professional development of individual, so that they are helping in improving productivity of organization and contributing it ultimately this affects on sustainable performance of organization.

SECTION 2

P 5.HPW contributes in employees engagement and competitive advantages

High working performance(HPW) of organization and individual contributes in employees engagement in the workplace. Because of, employees engagement is essential to aggressiveness in the contemporary business environment. There is link between high performance and employees involvement. If employees has high working performance, so that they are more involving in problems solving, conflicts and decision making process of organization (Ford, ed., 2014). There are various practices are included such as ensuring employees security, selective hiring, decentralized decision making, high results based compensation, training by commitment, reduced status barriers and sharing key information.

HPW is beneficial for better employees attitudes, effective financial results and competitive advantages. This assists in building high commitment, trust and performance. It is also increasing ability and achieving alignment of organization. With the helps of this system, higher labour productivity than their competitors.

HPW contributes in employees engagement: 

HPW is the general approach to manage organization that objective to impact more effective employees' engagement and commitment in order to accomplish high level performance. With the help of it, workers increase voluntary and make efforts put into their work as well as fully uses their skills that they possess. HPW is defined as practices that have been shown to improve an organization's capacity to effectively attract, select, develop and retain high performing personnel (Chao, 2014). There are four practices in engagement subsystem that ensuring awareness of employees regrading vision and current success level of Tesco. Such as:

Conveying mission and vision: HR manager is communicating with employees relating scope and purpose of organization. They are also defining roles and responsibilities in supporting of purposes. Thus, they make sure that engaging more employees for achieving goals of company.

Sharing information: HR manager share current information regrading organization performance and other subjects of company. So that, employees more engage in improving productivity of organization.

Decision making: HPW practices are supporting workers ability to influence decisions that matter through execution like quality circles, process project teams and suggestion systems. With the help of it, employees are more involving in decisions making process of organization.

Performance compensation: HR manager make sure that giving compensation such as profit related pay, gain sharing etc. for high performance working practices in achieving organizational goals and individual success (Mone and London, 2018).

If company face conflicts in business, so that employees are more engaging by high working performance system or practices for resolving conflicts in company. These practices also helps in enhancing skills and knowledge of employees in organization. With the help of developing skills and knowledge, employees are solving any of situations in the organization.

HPW contributes in competitive advantages:

High working performance also contributes in competitive advantages to support high performance work culture in Tesco. It is system is highly essential as source of competitive advantages in today's competitive business environment. Organizational capital drive in form of competitive advantage. HPW practices refers to high engagement, commitment practices that design to attract qualified workers, increasing their skills and productivity in such mode that employees working sources of competitive advantage of organization.

High working performance system contributes in competitive advantage in terms of organization performance. Therefore, HR manager make efforts on improving performance of company and involving more employees of facing competitive advantage (Kearney, 2018).HPWS is defined as combination of HR practices that can assists engagement, skills development and stronger motivation of employees. So that they are giving effective training and development of their employees and maintain retention in the workplace. In order to that, HPWS improves knowledge, skills and abilities as well as other organizational resources that can result in competitive advantage.

High working performance system contributes in competitive advantage in terms of organizational culture and value. There is interrelationship between both components of organization. In this context, company culture refers to in depth rooted values, beliefs and norms that have been civilized over organization's lifetime. These are controlled by its workers. It is also critical for achieving organization performance. Strong cultures are key to effective performance and adaptation of appropriate behaviour and improving performance of employees. Tesco organizational culture directly and indirectly support its HR practices through sharing its norms and values with purpose of accomplishing competitive advantage.

In order to that, organizational values are one of way that companies make use of in terms of operationalize their organizational culture. Beliefs establish fundamental of company culture that drive performance and thus, are highly significant for Tesco. Values guide events and behaviour of single person at workplace to achieve common goals (Kerzner and Kerzner, 2017). Furthermore, beliefs are finding to be salient regarding strategic issues, charges concerns and positive organizational performance that can result of achieving competitive advantages.

If values and culture of company is not good, so that employers and workers improving beliefs as well as culture by HPW system and their skills and abilities for increasing productivity and competitive advantage of company. If firm has good financial result, so that company increases competitions.

P 6.Evaluate different approaches to performance management showing how they support high performance culture and commitment.

Measuring employee's performance is very important part of organisation's management. Organisational management measures the performance of employees on the basis of mow much they are contributing in the business in achievement of its goals. Employee's performance appraisals are the assessment of employees, giving them proper feedback of their performance and the area they need to approved, it will help in creating a positive effect on future performance. There are various factors that drives the performance of employees like their work profile, bonus system in company, compensation, job satisfaction etc.

Organisation can use different strategies and approaches for the purpose of measuring performance of the employees. The major approaches of performance management use by an organisation are:

• Comparative approach:It is an approach of measuring the performance of an employees by comparing to the performance of another employees in a group. The individuals are ranked on the basis of highest to the lowest performer. The techniques adopted for comparative approach are forced distribution techniques, paired comparison and graphic rating scales. For example in a ream of ten employees 2 are rating as great performer, average performer are 4 employees, 2 are measured as good performer so finally remaining two will be measured as low performer.This system is not appropriate as the ranks are given on the basis of team performance rather than individuals performance. This approaches are undertaken in case of firms with a small group of employees with same job profile.
• Attribute approach: In this approach, the performance of employees are measured on specific set of factors, like problem solving skills, teamwork and communication skills, judgement, creativity and innovation. The main disadvantage of these approach is that of subjectivity, as it depends on the nature of evaluator(Kerzner and Kerzner, 2017). It can only identify the best and worst performance and not accurate measure of performance level. It is a difficult process of evaluating performance of employees. Because of, its limitation is only used in some specific situations.
• Behavioural approach: it is a traditional approach of performance appraisal techniques. It consists of a series of vertical scales for different dimensions of job. Theatre are two techniques in these approaches, Behaviourally Anchored Rating Scale(BARS) and Behavioural Observation Scale(BOS). The BARS techniques contains the measurement scales that are agreed by the employees. The BOS techniques on the other hand is an improved version, it provides more specific data on employees' performance.
• Result approach: this is simple and straight-forward concept, wherein organisation rate employees on the basis of employees performance. There are two types of techniques used Balance scorecard which focuses on financial, customer, internal & operations and learning and growth. It is better approach as it takes into consideration the external environment as well.
• Quality approach: Through decrease errors and accomplishing continuous services creation, this theory direction on improving customers satisfaction. This concept takes into thought both person and system factors. Employers are taking feedback on daily basis on personal and professional traits of employees from peers, administrative and customers to resolve issues of performance(Dey, 2017). Quality approach centralise on utilize of Kaizen process relating to continuously improve business procedures. Pros of this theory involves assessment of both workers and system, problem solving by team work, utilize of many sources to assess performance and engagement of both internal and external factors.

Organisation can use all these approaches to effective evaluating the performance. It can have the positive influence on the employees and help to motivate them to perform better. It helps in identifying their strength and weaknesses and can work on improving to increase their performance and productivity of overall business organisation. Research Paper Writing Services Are here for those students who are pursuing Ph.D. and can't find a perfect Research paper.

You May Like: Issues of Newly Graduated Health Professionals

The performance measurement can be concluded through different steps that will the HR team of Tesco Ltd to evaluate the employees performance in their job. Following are the activities that can be done:

• Establishing performance appraisal requirements in the company.
• Establishing different training and development programs for the employees which help in explore their skills and performances.
• Providing feedbacks to the employees about their performance through meeting. HR could also collect the feedbacks about the performance of the employees through their colleagues and manager.
• Through adopting measures like 360 degree of performance evaluation.

CONCLUSION

This report summarised that HR professionals has required knowledge, skills and behaviour. It can be concluded that complete person skills audit for identifying needs of training and development. With the help of this, creating professional development plan for improving skills and knowledge. It can be discussed that compare between organizational and individual learning, training and development for sustainable performance of business. It can be assessed that meaning and importance of continuous professional development for effective execution of firm. Furthermore, report completed that company follows high working performance system for employee engagement and competitive advantage. It can be analysed that firm follow different approaches such as quality, behavioural, result, attributes and comparative for measuring performance of employees. These also support for high performance culture and commitment.