In today’s day and age, organizational and workforce efficiency are the major concern for the organization. Many investments and efforts are being taken in order to improve organization performance. Many researchers have emphasizedperformance management and skills audit. This report will discuss two significant aspects of business i.e., “Professional Skill Audit” and “Professional development plan.” The need for professional development along with its benefits will be outlined. In addition to this, a small discussion will be done regarding the expectations regarding the organization’s expectations from an aspirant for the role of Operation Managerat Tesco.Before ending the report on a high note, the report will discuss the mock interview based on the CV of the learner, wherein the strengths and weaknesses of the interview will be provided.
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Tesco is known for its flexible and structured professional development approach that signifies every employee needs and try to fulfill them at the earliest. It is very useful from the organization’s viewpoint as it facilitates employees to determine their potential and desires. Talking about operationmanagement at Tesco, there are many duties assigned to the managers. They are required to improve and carry out non-standard works including the delivery of the products. They are the guardian of legal and standard compliance across all the subdivisions of Tesco. However, the on-going professional development is not only for them. The whole group of stakeholders can reap benefits from it (Phillips, 2012). These are discussed below:-
Personal Growth: The main aim of the professional development programme is to improve the skill set of workers. Various new skills are developed which can help them in strengthening their position in the organization and competencies for the
Improved Efficiency:These development programmes improve skills and employee’s conventional ways of doing a thing. Now, they can carry out the tasks in a more efficient way and quickly.
Improved Satisfaction:With the improved skills, they can align their personal goals with that of the organization. This improves their performance and gains a higher level of satisfaction and hence, their retention also increases.
Improve USP of Employee:With the newly added skills, employees can improve their CVs. By this way, they can market themselves and become most sought-after aspirants in their field of expertise.
For Tesco, employees should have some specific set of skills that is expected by the professional employer, for example, visual merchandisers need to innovative flair with the eye for design of three dimensional and the capability of turn the concepts of design into displays that are tangible that can attract the potential consumers. Sellers and buyers both need to be numerate, analytical and astute commercially while the manager of stores requires to be all-rounder such as team leader, a salesperson with the capability of simultaneously handling a lot of different tasks.
Many of the skills are needed for every position in the retail sector and they will be learned on the job place but employee also can have achieved some of them already throughout the career or placements of work. It doesn’t matter that an employee has a graduate or non-graduate degree, Tesco and retail industry work on four type of competencies that they want in an employee. They are as mentioned below:
Above declared competencies consist of a wide range of typical skills that professional employers are searching in applicants. For example-
The on-going professional development and attached requirement of professional skills in Tesco is very essential because it provides many benefits to the profession, individuals and to the public-
For becoming the manager at Tesco, he requires to be a multi-skilled person should develop all needed competencies easily that are related. Management roles are about being capable of building an integral relationship with people. The manager should demonstrate the qualities of management and authority with the maintenance of the ability to play the role of a team member. Here are some competencies and skills mentioned below-
A person is a key source of information about the limitations and strengths within them but sometimes they are not able to see that accurately and clearly. Self-assessment helps the manager of Tesco to analyze the present areas and strength where development is needed further. It will help the manager in:-
With the self-assessment and honest responses, achieved information will be more valuable by the following points-
A manager can ask too many peoples to accomplish the assessment about him and can merge the results later. This will answer a clear view about the limitations and strengths of management. This kind of feedback will be a good example and a positive initiative for self-assessment.
As the organization changes with time, it is becoming necessary for Tesco to create their own plans and manage them to make sure the employability in the complex times. For the process of personal and professional development, the organization doesn’t have to meet the targets; there are some points to reflect the learning approaches and theories, here are they-
Employees who are appraised regularly can use learning approaches such as language, communication, and professional management as the Professional development plan. Other activities which lie towards the professional updating consists of involving in committees, present in branch meetings, attending promotions and reading, writing and research etc.
A learning method that is more comfortable and more fun for making the learning easy that is Honey and Mumford learning cycle. In this, it has no exact starting point but it is necessary to complete the cycle of sustained learning. Starting from the right place in the cycle will make all the difference for the employee (Cottrell, 2015).
Professional and personal skills are referring to the skills which are owned by any person. Personal skills come from nature and can be produced by some activities and processes and when a person uses his personal skills for achieving the goals of organization it is called professional skills.As a manager, I understand that personal and professional skills that are important for me are communication skills, interpersonal skills, management skills, innovative approach, decision-making, analytical problem solving, proactivity, social skills and many more. Since I am an HR manager at Tesco, my department and my colleagues should bevery much concerned about the professional and personal skills of employees. In addition to this, it is my prime duty that I should be well-aware of my weaknesses. I understand that my planning and time management skills are not as good as they are supposed to be. Therefore, I need to put more focus on these weaknesses.For this, the Hr department also provides different development activities and training (Steinhouse, 2017).
Management of Tesco includes learning practices, good communication skills, vitality, and decision-making. All these aspects help the organization to grow as well as employeesto create a development plan to increase the skills and competencies for. Here is the development plan of management in Tesco-
Skills and competencies
Criteria for success
Overcoming from nervousness
Getting the training at school, college and practice with friends and colleagues
Being able to speak in front of crowd confidently
For reporting, documentation,and presentation
Enhance the work performance
Doing the exercise in the morning and going to the gym 5 times a week
Being able to manage the present task’s load every day.
Faster speed for assigned work and personal productivity
Necessary languages of work environment at Tesco
Learn the languages required and practice of speaking the language to colleagues and friends (Ellinger, and Ellinger, 2014)
Moderate language interpretation and speaking
To understand and perform basic communication and expressions
Senior and assistant manager
Hard work, improved skills,and accomplishment of the order of boss
Promotion of job position
Great benefits and recognition, responsibility and authority
A development plan that represents the development and learning theory of Tesco is mentioned below-
-The learning communities are committed to consistent collective responsibility, improvement,and alignment of the goal.
-These need monitoring, prioritizing, and coordinating the resources for learning
-It needs leaders who are skilled and who can develop advocate, capacity and product support system for professional learning
-It uses different types and sources of employees, staff and system data for assessing, planning and analyzing professional learning (Haddock-Millar, and Rigby, 2015).
-It applies research on sustainability and change for the implementation support of professional learning for a long time.
Here is the development plan for the achievable and clear targets, learning and training outcomes and strategies of the Tesco-
Determining the position
-For analyzing the strategic issues, analyze the opportunities and threats of the marketplace -Assessing the present satisfaction and demand for future
Develop the strategy
-To decide the core purpose of Tesco and analyze the core beliefs.
-To create a goal of success in five years.
Build the plan
-process the Swot analysis to set the priorities (Kerzner, and Kerzner, 2017)
-decide the short to midterm plans like SMART goals. For example, a Tesco can set a measurable goals like achieving 15% rise in sale or 10% increase in the revenue of the organisation. In addition to this, increasing the retention rate by 15% by the end of 2018 can also be a SMART goal for Tesco.
Management of performance
-apply the strategy tocommunicate to the organization
-create the schedule for reviews of progress
Here is the process of a job interview for the role of manager at Tesco. Here are the steps as following-
Job Title: Assistant manager
Job Location: Bangalore (Whitefield campus)
Job type: Full time
Salary: As per negotiation
Job Time & Date: 1stDecember 2018
There should be an unstructured interview for this job role where senior persons and high authority will be there in the interview room to ask questions to the candidates. Firstly among all the applications for the interview, there will be selected applicants who fulfill the requirement of job position then an unstructured interview process will be followed by the interviewers. However, the applicants will be questioned on the spot but there should be some pre-decided questions as well for the job role. These questions can be as follows-
After the interview, the skilled candidate will be select as per the discussion between interviewers of Tesco.
The interview process for the role of assistant manager at Tesco will be an unstructured interview as per the discussion of the persons who are going to take the interview. This type of interview is a conversation with the flow which is open to discuss and ask anything and that is informal. These types of interviews are conducted by higher authorities randomly of the organization who are on authoritative position. Every interview type or process has some key strengths and weaknesses of their own. So this unstructured interview process also has these strengths and weaknesses that are as follows-
In an unstructured interview, there are no prearranged questions so interviewer doesn’t know that how much time it is going to take. It is necessary to decide a time limit for this type of interviews. This interview process sets an image of the organization in front of the applicant so it is necessary for the interviewer to maintain the dignity of organization and do not ask any personal or inappropriate question to the candidate. Otherwise, this will be not good for the organization’s image and the candidate will also lose his interest in the interview. There should be no partiality for any candidate this will have a bad impact on other candidates. Here are some main challenges and obstacles that need to be overcome-
These unstructured interviews are tending to be free-flowing and more information rather than a structured interview process. It is just like a conversation happens every day. It permits and analyzes the spontaneity of interviewer and as well as a candidate too and the question that interviewer create during the interview that is based on the response of applicant. The main feature of the unstructured interview is the concept of probe questions that are created to be as open as possible. It is also known as a method of qualitative research and as per the validity of priorities and answer’s depth (Raab, et.al., 2016).
In this assessment, personal and professional development plan helps the employees to learn the things that how they work in different ways or how they respond to different things in this economy that is knowledge-based. Products of the Tesco are now much knowledge-intensive progressively and for these, employers are accountable for giving the opportunities for consistent learning. To deal with the competitiveness and challenges in the retail sector, each organization needs to hire skilled employees for completing the activities in an appropriate way so training program and personal & professional development plan help the organization to assess their skills, competencies, and knowledge within the organization.
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