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Tesco is a publicly-traded corporation. It was started in 1919 by Jack Cohen in Hackney, London, England, United Kingdom. In terms of gross revenue, it is the third-largest retailer. In terms of revenue, it is the tenth-largest in the world. Tesco PLC is headquartered in Welwyn Garden City, Hertfordshire. It has been around for 103 years. There are 4673 shops in total. Tesco originally opened its doors in 1924. Tesco opened its first permanent indoor market stand in Tooting in the month of November in the year 1930, and its first shop in Maldon in 1956. Tesco Bank and Tesco Mobile are also part of Tesco PLC.
In this entire report, there will be a discussion on the value of the knowledge, skills, training, and also the development, and based on those facilities how to help my own and also help the organisation. After that discuss the learning cycle and its opportunity in the organisation. All are things are discus below in proper detail. There will be also a discussion on the High performance working of Tesco Plc and there will be various information regarding the High-Performance working.
This part discusses the knowledge and skills already I have.
Like I have some of the skills and knowledge that are helping organisations for achieving their business goals.
Understanding skills is the most important factor if the person manages the organisation’s structures. Because if the person clearly understands the organisational structure as well as understands the worker’s issues the people easily overcome the issues and maintain the organisational stability.
Problem-solving is one of the major points in organisations. Depending on these skills the organisation easily covers up its issues and also quickly solves the issues, I have already these skills.
Communication is another important part of any organisation because based on communication skills the organisation always communicates with other people and understands the value of the communication important part. I have also the skill of communication.
On the other hand, if I develop this part in detail it is getting more opportunities for me and also for the organisation of Tesco. Because any organisation always needs a properly skilled person. The reason is if the organisation recruits skilful person so that the organisation achieves more opportunity. As well as the company of Tesco always need the skilful person and they have basically focused the communication skills, understanding skill, problem-solving skills, etc. because the reason is the company stable in the United Kingdom and it is one of the world’s most developed country, that is why the company has more requirements on the other companies. Based on the requirements I have all of those things and knowledge. With the help of that knowledge and skills company of Tesco gets the opportunity and also the knowledge skills the company easily satisfied with its performance and achieve its goals.
The learning goals involve some of the basic points depending on the point selected for the learning goals (Holmes and Smith, 2019). Like
All together maintain the learning goals and their activities (Penuel et al., 2020). It means all of those things are the key point in the learning goals. Because learning goals are the most vital point in any organisation and the organisation always focused on this area and measures the worker’s value. After that, they decided on their other requirements.
Based on the learning goals I have already some the skills and knowledge like communication skills, problem-solving knowledge, and creative thinking. On the other hand, some extra skills and knowledge are easily adopting my day-to-day operations. Because if I will need a junior HR manager role that those are the things are most important. If I adopt all of those skills and knowledge it is a better opportunity for me and also for the organisation.
In my personal experiences, I have some learning and knowledge skills, like I already have communication skills, problem-solving skills, also have understanding skills. I would maintain all of those with help of my own training skills and also the developed skills with my own experiences.
But on the other, the company also maintains all of those things with other options. Like the company always follows the learning goals and depends on the learning goals the company easily maintains its performance and skills. It is the help of the company for developing the organisation’s day-to-day activities. Also, the company will train each and every worker for their daily basis activities. In this area, the company is more beneficial for their activities.
Stand by this portion the company has more updated facilities and opportunities. Because the company maintains its learning skills, training, and developing skills individually. As the company has trained extra skills like analytical skills, teamwork system social responsibilities, etc. all are the things are involved in the company of Tesco, that is the reason the company of Tesco is different from the own learning, developing and training skills.
The learning cycle is known the learning which is based on the different stages and activities. Depends on the different stages and activities manage the learning skills and development (Hrdli?ková, Feren?íková and Bardy, 2020). The learning cycle used some of the theories and based on the theory the learning cycle maintains its activities.
The learning cycle has four stages preparing, absorbing, capturing, and reviewing.
In the stage of preparing understand the hoe to prepare any content, after that the second stage is absorbing, this part help for how the absorbing a preparing content, the third stage is capturing, this point tries to understand how the capture preparing to absorb content, last and final stage is reviewing this part is one of the most important stages because stand by this stage gives some of the opportunities (Brooks et al.,2019). It means it is helpful in resolving the issues and activities.
Fig: Steps of the Learning Cycle
(Source: Made by Author)
Theory Of the Learning Cycle
The learning cycle involved some of the theories because with the help of the theory the learning skills maintain their activities. This concept discusses the theory of Kolb’s.
Kolb’s learning cycle theory
Kolb’s learning cycle has the four stages, depends in the four stages the learning cycle are dependable. Those stages help to understand the actual learning cycle and its possibilities (Chiu, 2019). The stages are. Concrete experience determines the feeling, then reflective observation indicates the watching, abstract conceptualization indicates the thinking function, last and final stage is active experimentation it includes doing something. All those are the things repeatedly circulating in any specific point of view.
Fig: Kolb’s Learning Cycle
(Made by Author)
Basically, all of those things are help of the learning cycle and also help of the continuously leaning facilities. Because all are the stages help of how the watching in the specific content then how they think differently about the specific content than the most important part is how to do this specific content and the last and final stage is feeling this one is an actual major point in the Kolb’s because, after completing any work or any type content always need to feel about the activities. It helps to understand the actual issues, feedback, and performances.
Reflect On the Learning Cycle Theory
The use of the learning cycle is the help of the learning structure. It means the learning cycle helps the learning cycle theory the involved in continuously learning and also helps for the continuously developing the skills (Butler et al.,2019). It means it is affected by the positive impact. All these are the things are most vital factors in any organisation. Because it depends on the learning cycle the organisation makes a proper infrastructure. That is why the learning cycle also helps the organisation for continued growth and easily achieve its goals.
High-performance working is all about the practices in the workplace, and it also can be called policies, and the processes that are required in a workplace, and the harmoniously working can bring the improvement in the performance of a company. The High-Performance Working mainly consists about three areas and the areas are,
If the companies used these three methods of High-Performance Working, then it will be beneficial for the company but the organisations can select a method as per the choice of the organisation (Haile, 2021). The choice of the company can be based on the needs, strategies, and objectives of the company. The high-performance working practice improved the performance of a company by 20-40% as compared to the companies which do not use these practices. So, high-performance working is one of the major practices for organisations that can improve the performance of a company, and high-performance working also increases the productivity of a company.
The implementation of high-performance working in an organisation is correlated with the growth of the organisation positively. High-Performance Growth is also positively correlated with the innovation and creativity of the company as well as it also improves the job satisfaction of the employees and it minimizing employee turnover and helps the company to improve profitability. So that the High-performance Working will influence the overall development of the company and can boost the performance of the company (Haile, 2021). The process of empowering the employees of the organisation is one of the better practices for the organisation as it improves the job satisfaction of the company and that will result in the productivity of the company so which will be an advantage for a company. Transparency in the communication process will also improve the performance of the company as it also improves the efficiency of the employees.
High-performance working helps the companies to increase their profitability as well as it also ensures the security of the employees which improves job satisfaction. It also improves the hiring process of a company as well as enhances the decision-making process of the company so which helps to maintain a better growth of the company. That also improves the training and the compensation which is result based.
High-Performance Working is one of the essential for the businesses as discussed in the above point. In the case of Tesco Plc, it is one of the largest retail businesses in the United Kingdom so in that company also the High-performance working practices helps to improve efficiency. The use of the High-Performance Working will be helpful for Tesco Plc (Hamadamin and Atan, 2019). The use of the High-performance work will give an advantage to the company as well as it will improve the performance of the company. As high-performance working focuses on the employees of the company so that will be better for Tesco Plc, as it will improve the productivity of the employees of Tesco Plc. The use of High-performance work also builds a bonding between the employees and the management of the company so which also helps to bring the employee’s engagement in the company and that will impact the employee’s productivity of Tesco Plc. The High-performance work will affect a positive impact on the performance of Tesco Plc. The business process of Tesco plc will be improved by using the High-performance work. As high-performance working includes high involvement of the employees it affects the engagement of the employees in the organisation so this practice in Tesco Plc, can improve employee engagement and commitment to the company so which will be better for the company if the company uses high-performance work practices.
The use of High-performance working will improve the performance of Tesco Plc and it brings the overall development for Tesco Plc. The use of high-performance work will influence the productivity of Tesco Plc and that will be an advantage for the company (Hamadamin and Atan, 2019). So, the use of High-performance Working will help the company to gain in terms of competitive advantage, and the growth of Tesco Plc will improve by 20-40% by using High-performance working practices. The growth of Tesco plc will be improved compared to the competitors of the company and that will create an image of the company. So, using High-performance working practices will be effective for the Tesco Plc and this practice will improve the growth rate of the company and it will be beneficial for the company.
The improvement of the culture with the help of HR, it can be done in the organisation. The HR of a company also can instil a culture of high performance by implementing the practices of the High-Performance working in the organisation. In terms of High-performance working, it will help to generate more profit by the business process of the company and it also reduces the cost of the company so the high-performance working practice is essential for any business which can improve the performance of the company (Ciobanu, Androniceanu and Lazaroiu, 2019). In terms of high-performance working, it can be implemented by the company to improve the overall performance of the company.
The human resource of the company can improve the culture of the organisation and for that, the Human Resource can use the different practices to turn the culture of the organisation into high-performance work. So that there are a few ways that the HR manager can implement and one of the beneficial ways to make a high-performance culture is that the company can improve the involvement of the employees so that the culture of the company will be high-performance working. Apart from this the company also can use Human Resource Practices and that also helps the company to make the organisation high-performance working. There is another practice that the company can implement to make a high-performance working culture and the practice is compensation and reward (Ciobanu, Androniceanu and Lazaroiu, 2019). The Human Resource of the company can implement these practices in the organisation to make a culture of high-performance working in the company.
In terms of Tesco Plc, the High involvement of the employees will be a beneficial practice for the company and that can help the company to improve its performance of the Tesco Plc. Implementing the practice of high involvement of the employees will be a better practice for the company Tesco Plc and this practice will influence the performance of Tesco Plc and also helps the company to improve its growth rate of the company compared to the competitors of the company.
In this entire study, there was a discussion on Tesco Plc, which is the largest retail company in the United Kingdom. There was also a discussion on the skills of the Junior HR manager as well as there was also a discussion on the difference between the Training, learning, and development of the Junior HR manager and the company. There was also a discussion on the learning goals of the HR manager needed in the organisation. There was also Kolb’s theory of the learning cycles in order to reflect the process of learning the knowledge and skills that are needed to achieve the individual objective and the organisation’s objective. Apart from these, there was also a discussion on the High-Performance of Working practices in the workplace. There is also a discussion on how High performance works in Tesco Plc and how it enhances the performance of the employees of the company. There was more information given in this study of High-performance working.
Brooks, C., Carroll, A., Gillies, R.M. and Hattie, J., 2019. A matrix of feedback for learning. Australian Journal of Teacher Education (Online), 44(4), pp.14-32.
Butler, M.G., Church, K.S. and Spencer, A.W., 2019. Do, reflect, think, apply: Experiential education in accounting. Journal of accounting education, 48, pp.12-21.
Chiu, S.K., 2019. Innovative experiential learning experience: Pedagogical adopting Kolb’s learning cycle at higher education in Hong Kong. Cogent Education, 6(1), p.1644720.
Ciobanu, A., Androniceanu, A. and Lazaroiu, G., 2019. An integrated psycho-sociological perspective on public employees’ motivation and performance. Frontiers in psychology, 10, p.36.
Haile, G., 2021. Are high performance work systems compatible with the extending working life agenda?. Personnel Review.
Hamadamin, H.H. and Atan, T., 2019. The impact of strategic human resource management practices on competitive advantage sustainability: The mediation of human capital development and employee commitment. Sustainability, 11(20), p.5782.
Holmes, N.G. and Smith, E.M., 2019. Operationalizing the AAPT learning goals for the lab. The Physics Teacher, 57(5), pp.296-299.
Hrdli?ková, J., Feren?íková, S. and Bardy, R., 2020. What the west can learn from central & eastern europe: Soft skills spillovers and reverse knowledge transfer. BUILDING FUTURE COMPETENCES, p.21.
Penuel, W.R., Reiser, B.J., McGill, T.A., Novak, M., Van Horne, K. and Orwig, A., 2022. Connecting student interests and questions with science learning goals through project-based storylines. Disciplinary and Interdisciplinary Science Education Research, 4(1), pp.1-27.
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