Developing Individuals Teams and Organisations

This report explores the importance of continuous learning and professional evolution for sustainable business performance in the context of developing individuals, teams, and organizations. It covers topics such as HR professional skills, personal skills audit, organizational and individual learning, and more.

Developing teams,
individual and
organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1 Evaluate proper and professional skills, knowledge and behaviour needed by the HR
professionals................................................................................................................................3
P2 Examine a completed personal skills audit to refer suitable knowledge, skills and
behaviours, and evolve a professional development plan for a given job role...........................6
P3 Examine the differences between organisational and individual learning, training and
development................................................................................................................................8
P4 Examine the necessity for continuous learning and professional evolution to drive
sustainable business performance...............................................................................................9
P5 Exhibit perceptive of how HPW contributes to employee engagement and competitive
advantage within a particular organizational condition............................................................10
P6 Measure various methods to performance management and establish with particular
information how they can assist high performance culture and commitment..........................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
The success of the organisation basically focus on the execution of the teams, individuals and
organisation that supports in the entire productivity of the company. The way of improving the
total productivity and performance is the vital technique to solve the issues and challenges in
pursuing the activities. Evolution of the workforce in the company helps in improving the
capabilities of the staff in order to its execution of practices. It can help effectively in attaining
the objectives and tasks of the organisation. The growth of the individual, team and organisation
is basically depends among each other which helps them to enhance their effectual at the time of
performing the assigned task. It can give the final outcome as the development and growth of the
firm as well as the employee (Choi and Jeon, 2018). Apart from this the productivity of the
company boost the moral of the employee in order to enhance their performance to achieve their
desire goals and objectives. In the firm, it is unavoidable to determine the relation of employee
with its colleagues and seniors in order to make them work as a team. The following report is
based on the firm Marks and Spencer, which deals in selling of home, food and clothing products
online and offline. It was founded in 1884 and having its headquarters in London, England. It
was founded by Michael Mark and Thomas Spencer. The following report will cover various
topics examine proper professional skill, knowledge and behaviour needed by the professionals
executives and evaluate a full audit of the personal skills to know about the skills, knowledge
and behaviours and evaluate a plan of professional development for the assigned job role.
Moreover, it will include the differences between organisational individual learning, training and
development. Evaluate the requirement for consistent learning and professional growth to
influence the sustainable business performance.
TASK
P1 Evaluate proper and professional skills, knowledge and behaviour needed by the HR
professionals.
The HR manager of the organisation is focusing on the vital element of it that operates in the
firm in accordance to achieve the targets and goals of the company. The manager of human
resource should possess various skills, appropriate knowledge and proper behaviour in order to
maintaining and managing workers efficiently and effectively that supports in retaining them in
the organisation (Cui and Zhang, 2018). These factors are needed by the managers of the HR to

support the organisation in keeping the employees and enhancing their performance. The
management of the company is required basic knowledge is described below:
Skills:
The HR manager of the company Marks and Spencer, should possess the required set of the
skills in order to support them in maintaining, controlling, directing, observing, planning etc The
skills that are required is written below:
 Organisational Skills – This skill assist the manager of the of firm Marks and Spencer,
to make the learn and understand on how to properly prioritise their task or schedule in
accordance of the urgency of it. It supports them to set and attain their objectives with
low pressure and stress and makes it convenient for them collaborate with other
employees. This skill is very valuable to possess at the organisation as it enhance the
efficiency as well as the performance in achieving the goals (Pozueco and et .al., 2017).
 Problem solving skill - This skill is very essential for the HR of the firm Marks and
Spencer, as to possess better skills of problem solving helps them resolving the conflicts
and challenges of their employees. It assist them to evolute the capabilities to resolve the
tough problems as well as overcoming the complex situations.
Behaviour :
Behaviour plays a vital role in the managing and maintaining of the workforce as it can support
in their improved productivity and performance as well as in their engagement towards the
attainment in objectives of the organisations (Perry and et. al., 2017). The HR manager of the
firm Marks and Spencer must have proper behaviour which is mentioned below:
 Team Work – HR managers of the firm Marks and Spencer, faces several challenges
while operating in the team as it is challenging to coordinate with the members of the
team and possess equal level of the intellectuality. Additionally, there are various issues
and lack of team work from the members of the team that impacts the over all team.
 Listening power – It is one of the important behaviour which is needed by the manager
of the company in order to observe and listen to the problems and conflicts of the
employees within the company. The HR manager must listen to the ideas and problems
of their workers in order to appropriately support them in reducing or eliminating their
problems (Newhouse and et .al., 2017).

Knowledge :
The HR managers of the company Marks and Spencer, must get the required knowledge about
the operations of the specific functioning in respect of the enhancement of the company carrying
out the top qualities of the staffs. The required knowledge is mentioned below:
 Technology – The HR manager of the firm should always understand about the
functioning of the several latest technologies that can assist them in working their task
easily and it can also support in completing their work efficiently and effectively that can
also affect the productivity of the company.
 Administration understanding – It includes the managers of the human resource to
have the knowledge in respect of the plan which is effective in accordance to the value of
the management. It also include the various methods to maintain and retain the workforce
and make the company operate in order to achieve its objectives and goals of the
company.
Personal SWOT analysis :
The HR manager of the company Marks and Spencer, must possess the required skill, behaviour
and knowledge in order to operate and achieve their given tasks and job roles effectively before
the assigned deadline of the task. These factors are very essential in enchanting the development
of the workers which can assist them in their profession career and give them more better chance
in order to improve their profession life. The following topic is regarding about the personal
SWOT analysis which supports the managers of HR to analyse their internal factors like
strength, weakness, opportunities and threats in order to focus on the eliminating or reducing the
weaknesses and threats and moreover, with the help of strength grabbing the opportunities which
can help them, in future (Kuo, Barnes and Jordan, 2019).
Strength
 Listening Power - As an HR manager
my listening skills are very good as I
am properly able to understand and
observe the need and issues of the
employees and help them in resolving
or eliminating their issues.
 Team Work -As I am working as an
Weakness
 Technology - I am very weak at
adapting the various form of latest
technologies because it is very hard for
me to understand and tackle complex
technological ways so in order to
overcome the I need to understand and
learn the utilisation of new techniques

HR I have to deal with various kind of
employee of regularly so this is one of
the best quality I have as I can work as
a team with the other employees. It can
help me in enhancing the my
productivity as well as of my team
mates as we are working together.
that can be very supportive for me in
improving my performance for
betterment of my professional life.
 Administration Understanding – As
the HR manager I required to have the
administration understanding which I
am very weak at as I am not capable of
utilising my this understanding of
administration work as I always lacks
in managing the personal and
profession data of the consumers or
employees .
Opportunity
 Problem Solving Skills – My problem
solving skills are bit average but for my
better career I need to improve it much
better which can help me in shaping
my career the way I want.
 Management Skills - As I am a HR
professional but my skills of
management is bit average so I need to
improve my this skill which can help in
getting better career opportunities as an
HR manager.
Threat
 Competition - There are various types
of people possessing better skills,
experience and qualities which can be a
threat to my professional life because it
very hard to attain various of skills and
qualities.
 Dynamic trend – As the need and
wants of the people fluctuate anytime.
So it can be a threat to me If I lack my
knowledge about change of trend. So in
order to overcome this situation I need
to do proper research and development
of the various topics.

P2 Examine a completed personal skills audit to refer suitable knowledge, skills and behaviours,
and evolve a professional development plan for a given job role.
Personal skill audit:
The HR manager of the brand Marks and Spencer, shall have the personal skill audit which is
described below:
Competence Score to self Score by others
Problem-solving skill 5 6
Management skill 4 6
IT skill 4 4
Team work 6 7
Personal Development plan:
The HR manager of the company Marks and Spencer, should make this plan in order to become
more competent and skilled for operating the job. This plan is described below:
Skills Importance Action Taken Time period
Problem Solving Skill To solve the various
issues and challenges
which are faced by the
workers in the
organisation.
By analysing and
working on the earlier
issues and also by
creating hypothetical
situations and finding
solutions for it.
3 Months
Management Skill This skill is required
by the HR to manage
its employees working
and helping them more
in maintaining and
increasing of their
productivity and
performance.
By taking the help
from my seniors in
order to enhance my
this skill.
6 months

IT skill In this skill it requires
proper use of software
and other
technological methods.
In order to increase my
efficiency and
effective I can
improve my this skill
By taking various
diploma course this
skill can be developed.
1 year
Team work It means working with
the members of the
team with cooperation
and coordination.
By working in various
team involving tasks.
3 months
P3 Examine the differences between organisational and individual learning, training and
development.
The method of regular learning is very essential for the professional and personal growth of a
person as well as of the company (Garcia-Blandon, Argilés-Bosch and Ravenda, 2019). The
difference of individual and organisational learning is mentioned below:
Individual and organisational learning:
Basis Individual learning Organisational learning
Meaning It means the method that begin
when the worker feel
encouraged and have a high
moral to carry the modification
in its views which can help in
analysing the workers
effectively.
It is the method that
concentrates on keeping and
modifying the skill and
understanding in to the
company.

Purpose Its main aim is to enhance the
skill and understanding of a
person.
It is focused to solve the issues
and challenges of the
organisation.
Benefit It helps the individual to
enhance their productivity.
It helps in evaluating the
learning culture into the
organisation.
Training and Development:
Basis Training Development
Purpose Its main motive is to enhance
the productivity of the
organisation.
Its main motive is to prepare
the employees for future
challenges.
Focus It concentrates on the current
requirements of the employee.
It concentrates on the future
requirements.
Orientation It is only job oriented It is career oriented.
P4 Examine the necessity for continuous learning and professional evolution to drive sustainable
business performance.
Continuous learning means to the portion of the development of a person because of learning. IT
is an essential part that helps till the lifetime of a person. Workers requires to be a part of regular
learning and evolution in the organisation that assist in various skills and understanding to attain
self regionalisation as well as the current self situation which can be productive assets for the
firm. Consistent evolution helps in providing various perks in making them known to the duties
and roles of the organisation. It is mandatory topic that is linked to the career development. This
development method is all about learning various new knowledge, set of skill and career
evolution of the company on the regulars basis. In relation to the company Marks and Spencer,
management is needed to concentrate on regular and career development of their staff. As
organisation is operating in a very dynamic and competitive atmosphere. There are lots of

several elements that can affect the operations of the firm. Hence, workers can get stick to the
sole understanding and training but they require numerous of skill and abilities to face any issues
or challenges in future. Management of Marks and Spencer, has a polices of HR which are very
helpful and concentrate on the regular betterment of the worker's capabilities and skills. Without
learning staff will be able to concentrate on the innovation, creative ideas and proving better
solution for the operations of the organisation (Marshall and Lambert, 2018). Hence, the need of
the regular evolution for the respective firm is described below:
 Enhance productivity – In current situation of businesses, latest technologies is growing
rapidly that alter the ways of operations and helps in the product development as well.
Regular learning can assist the firm to make a atmosphere of this current method of
learning technique in which workers are always trained to be effective, evaluate the main
reason to concentrate on finding the proper solution to the issues, work on the concepts
etc. It will help in minimising any unrequited activities and errors from the manufacturing
or producing. Hence, continuous learning can assist them in acknowledging about how
to perform the specific objective that can help in great and long term growth of the
company (Petridis, Drogalas and Zografidou, 2021).
 Keeping competitive advantage – Regular development process is one of the most
essential element to give the company an competitive edge. Business environment is
large and bit tough at the time of other new entrants entering the ssame industry and also
rising. In this sector which Marks and Spencer, there is very big competition among the
companies in case of attracting the consumers by getting various new new strategies and
ideas . Hence, Marks and Spencer, is needed to concentrate more on providing consistent
trainings, ask for suggestions about the overcoming challenges staff are facing. So that,
worker of the company can give new ideas to eliminate the competitors and achieve long
term success and growth internationally.
P5 Exhibit perceptive of how HPW contributes to employee engagement and competitive
advantage within a particular organizational condition.
The high performance working states to the regular method that assist in maintaining the
employees of the firm so that they can become more systematic and productive. An systematic
worker can only help in attaining the companies targets and tasks so it helps in increasing the

performance and productivity by high performance working. It is a productive method that can
assist Marks and Spencer, to gain maximum income so that it can reduce its issues and threats. It
is an effectual method for the company as it can assist employees in taking all the opportunities
in a effective way so that they can help the company in achieving its major objectives. The
organisation utilises this activity of HPW in accordance to help in getting the edge over its
competitors and also in engagement of the employees (Botke and et .al., 2018).
 Flexibility in working environment – The firms construct a safe and healthy working
atmosphere for their workers so that they can feel motivated as well as engaged among
each other and helps in increasing their morale in attaining the objectives and targets of
the organisation efficiently and effectively. In case of Marks and Spencer, the company
makes a environment which is safe and healthy for their employees and render them with
providing them various development and traning sessions in order to become of effective
to eliminate the competition and cope up with their defect in accordance to improve the
productivity of the organisation.
 Developing long term objectives – The companies imparts the objectives to their
employees in accordance to make them more focused to attain in given deadline. This
assist in minimising the confusion so that workers can be more focused on achieving their
targets to keep their growth in the firm. Management of Marks and Spencer, convey their
objectives to the employees which can help them in achieving it on assign time
(Oresanya, 2019).
P6 Measure various methods to performance management and establish with particular
information how they can assist high performance culture and commitment.
The performance management is an activity that focus to improve the productivity of the workers
so that the goals of the organisation is fulfilled effectively which gives the successful outcome.
The HR managers of the firm utilises several methods of this management which can help them
in creating the healthy and safe working atmosphere in the organisation so that the sense of
sincerity is achieved. Various methods used by the Marks and Spencer, for performance
management is described below:
 Conception Approach – This method concentrates on a degree to which the people gain
particular attributes as well as the traits that is beneficial for the desirable success and

growth of the organisation. In context to Marks and Spencer, management can observe
the productivity of their employees for examining their working in accordance to improve
the operational environment of the organisation.
 Relative Approach – In this method the HR manager measure the productivity of the
employees by analysing its working with that of other with a aim to gain the proper
success level of the company and its staff. In relation Marks and Spencer, the managers
can utilise this method and analyse the working of every worker and execute its strategic
working of the particular worker in order to improve its productivity by eliminating their
threats and weakness (England, 2017).
CONCLUSION
From the above report it is concluded that an HR manager should have some essential skills,
proper knowledge as well as behaviour in accordance to maintain its employees efficacious.
These factors helps them to take out the top qualities of their employees in order to enhance their
performance. The personal SWOT and analysis and skill audit assists the manager to operates its
functions and overcoming all the threats and weaknesses. Moreover, HPW assists the managers
in enhance the working employee engagement by evaluating objectives and goals of the firm.
REFERENCES
Books and Journals
England, H.E., 2017. Multi-professional framework for advanced clinical practice in
England. London: Health Education England.
Oresanya, F., 2019. Encouraging the profession: Embedding professional behaviours within
graduates. In Defining Contemporary Professionalism (pp. 190-193). RIBA Publishing.
Botke, J.A and et .al., 2018. Work factors influencing the transfer stages of soft skills training:
A literature review. Educational Research Review. 24. pp.130-147.
Petridis, K., Drogalas, G. and Zografidou, E., 2021. Internal auditor selection using a
TOPSIS/non-linear programming model. Annals of Operations Research. 296(1).
pp.513-539.
Marshall, T.E. and Lambert, S.L., 2018. Cloud-based intelligent accounting applications:
accounting task automation using IBM watson cognitive computing. Journal of
Emerging Technologies in Accounting. 15(1). pp.199-215.
Garcia-Blandon, J., Argilés-Bosch, J.M. and Ravenda, D., 2019. Is there a gender effect on the
quality of audit services?. Journal of Business Research. 96. pp.238-249.

Kuo, M., Barnes, M. and Jordan, C., 2019. Do experiences with nature promote learning?
Converging evidence of a cause-and-effect relationship. Frontiers in psychology, 10,
p.305.
Newhouse, W and et .al., 2017. National initiative for cybersecurity education (NICE)
cybersecurity workforce framework. NIST special publication, 800(2017), p.181.
Perry, E.A and et. al., 2017. Identifying attributes of food literacy: a scoping review. Public
health nutrition, 20(13), pp.2406-2415.
Pozueco, L and et .al., 2017. A methodology to evaluate driving efficiency for professional
drivers based on a maturity model. Transportation Research Part C: Emerging
Technologies. 85. pp.148-167.
Cui, H. and Zhang, D., 2018, April. Strategies on teacher professional development in big data
era. In 2018 4th International Conference on Education Technology, Management and
Humanities Science (ETMHS 2018). Atlantis Press.
Choi, S.W. and Jeon, M.C., 2018. Awareness about convergent patient safety culture of health
professional working in tertiary hospital. Journal of the Korea Convergence
Society. 9(1). pp.103-109.
Pang, Y and et .al., 2020. Depressive symptoms, professional quality of life and turnover
intention in Korean nurses. International nursing review. 67(3). pp.387-394.
Paraschi, E.P., Georgopoulos, A. and Kaldis, P., 2019. Airport Business Excellence Model: A
holistic performance management system. Tourism Management. 72. pp.352-372.