High Performance Work Systems and Marks and Spencer

The assignment explores the concept of high performance work systems and its application in Marks and Spencer, a renowned retail company. It delves into different approaches to high performance work systems, including team-based learning, professional development, and performance management. The analysis highlights the importance of these systems in achieving organizational goals, improving productivity, and fostering a culture of commitment among employees.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATION

Table of Contents
INTRODUCTION................................................................................................................................3
P1 Required knowledge, skills and behaviour by HR. professional across the department of
M&S-..........................................................................................................................................3
P2 Personal skill audit for Jane Cambridge to identify training and development needs
considering the (KSB).................................................................................................................5
Professional development plan for Jane Cambridge in her HR office role for M&S-...............6
M1 personal audit chart...............................................................................................................7
P3 Differences between organisational and individual learning training and development of
M&S-..........................................................................................................................................7
P4 Need for continuous learning and professional development ...............................................9
P5 Contribution of high performance working to employee engagement and competitive
advantage in Marks and Spencer..............................................................................................10
M3 The benefits of applying HPW with justifications to a specific organisational situation...11
P6&M4 different approaches to performance management and how they support high
performance culture and commitment. .....................................................................................11
CONCLUSION..................................................................................................................................13
REFERENCE ....................................................................................................................................14

INTRODUCTION
In this file we are going to explain about appropriate knowledge, skill and behaviours
(KSB).which will require by HR professional across the department and on the basis of this we will
identify training and development needs considering the knowledge, skill and behaviour. And we
will create a professional development plan. And also we will dis success about the organisational
and individual learning, training and development. And need of continuous learning and
professional development to drive sustainable business performance., we will know about how
HPW contributes to employee of competitive advantage, different approaches to performance
management to support high level support, culture and commitment. Threw the example of (M&S)
company.
P1 Required knowledge, skills and behaviour by HR. professional across the department of M&S-
HR. knowledge- understanding how and an individual join an organisation and move within
the organisation. So the knowledge of the post about HR is required in M&S (Jiang and Liu, 2015).
Working together and closely of various departments- Because many benefits are there to
work closely and together because they can share their ideas with each other. Diversity should be
culture of an organisation where various types of employees from different places can come
together on same workplace to create diversity.
Effective communication- effective communication skill in HR. is the most important thing
inside an organisation. Effective communication of employees with their superiors can because of
benefit in M&S.
Knowledge about other field of specialization- every HR. should have knowledge about
the other fields if an employee belongs to account department then he should have accounting
knowledge as in case of technical department so knowledge is a required thing. For the selection
process of the M&S.
Business awareness & ethical standards – if HR. belongs to organisational world then he
should be up to date by all the business processes and market knowledge.
Knowledge about the company – HR. should have knowledge about the company that
what company is, what it does, what are the products and services it provides etc. so the need of
company knowledge is required by the HR. professionals of M&S.
Presentation skills - HR. should have presentation skill to present anything with description

to his employees. So HR. must prepare about the presentations.
Judgement and decision making- Hr should be judgemental and quick decision makers.
Social orientation behaviour- HR. should have social orientation behaviour prefer work
with others rather than alone.
Administration and management- he should have knowledge of management principle.
Allocation of resources, leadership techniques.
Law and government- HR. should have knowledge about different laws and policies which
has become by government.
Active listening - HR. should have active listening behaviour type of behaviour tht means
he should listen to every employees and understand their points.
Collaborative behaviour- hr. should be able to work effectively with colleagues,v
stakeholders, customers, and teams and individuals.
Courage to challenge- HR. should have challenging behaviour. It shows the strength of HR.
Empathy-it is a soft skill which should have in HR. professional. That means ability to see
from another point of view .
Backbone- backbone comes form strength of decisions and knowledge (An and Carr, 2017).
Time management skill- HR. should knows about how to divide work with time .
Problem solving nature- hr. should never makes the conflicts. He should adopt the problem
solving nature. By using mathematics. If the problem belongs to organisation benefits so the
mathematics gives the perfect counting or gives the facts values.
Sociology and anthropology- that means dynamic behaviour of groups, ethnicity and hr
should be connected with media
Service orientation- the hr. would be service oriented tit he would be like to able provide
good services to the people with pure and safety.

P2 Personal skill audit for Jane Cambridge to identify training and development needs considering
the (KSB)
Strength-
 Time management.
 HR knowledge.
 Problem solving skill.
 Administration and management.
Weakness
 Ineffective communication can be
weakness of the human resource
professional.
 Inadequate knowledge related to
problem can be a cause of weakness.
 Not able to solve problem can be
weakness in some cases.
Opportunity
 Courage to challenge any situation can
create many opportunities.
 Behaviour of collaboration can full fill
the requirements of company.
 Sociology and anthropology can be an
opportunity to connect with the society
and meet their demands and review.
Threat
 Inadequate knowledge can play a main
role to fall down an image of the
company.
 In effective communication can be a
reason of loss.
SWOT- on the basis of above study Jane Cambridge identify training and development
needs considering the (KSB) in which strength, weakness, opportunities, and threats has been
showed for identify the need of training and development. Swot analysis will help to Jane
Cambridge to identify need of training so that she will get to know that which type to barriers can
come in M&S.
Professional development plan for Jane Cambridge in her HR office role for M&S-
Development Actions required to achieve Resources required Time duration

objectives goals
 To develop
effective
communic
ation.
 Connectivity among
employees and
groups. By
performing
Seminars of
effective
communication.
 By perform training
for improvement of
communication.
 Requirement of
technology inside the
company so that they
can connect with each
other.
 Collaboration of
techniques to take a
participation in
seminars or trainings.
1 month
 Inadequate
knowledge
related to
problem.
 Take an action to
improve the theory
knowledge and
practical knowledge.
 Educate them with the
help of experienced.
1-2 month.
 Not able to
solve
problem
 Guidance of
experienced so that
they will get know
about the decisions
in different
situations.
 Need of experienced
persons in
organisation.
2 months
So this was the professional development plan for Jain Cambridge in above table there are 3
development objectives are there, and their solution to archive the objectives. And what will be
resources to archive them. And their time duration manes in how long time this process is going to
take. In the case of these situations what Jane Cambridge can do with the help of professional
development plan.
To develop effective communication what action can take in consider is increase the
connectivity among the employees and groups (Jiang and Liu, 2015). By performing seminars and
trainings of effective communication. Requirement of technology and participation in seminars and
trainings should be compulsory because some employee does not take participation. And the time
duration of this will be 1 month. On the basis of this they can know about the further situations in
M&S. All these are the skills for professional development plan for Jane Cambridge in her HR
office role for Marks and Spence company.
M1 personal audit chart.

Personal audit can be focused on the entire organisation or only a selected part of the
organisation. Personal audit chart is tool to rate the performance of an employee. Audit chart will be
helpful to identify the strength and weakness of HR, employees in Marks and Spencer company.
According to SWOT analysis all the skills has been rated below.-
Personal audit chart-
Skills Ratings
 Time Management
 HR knowledge
 Problem solving skills
 Administration and management
6-7
8
9
7
This chart is based on the swot analysis, where the strength of the HR has been measured through
this chart.
P3 Differences between organisational and individual learning training and development of M&S-
 An individual learning is the process of understanding and experienced the things is called
an individual learning an organisational learning is the process of using the previous
knowledge for experience and sharing within an organisation is called organisational
learning.
 In individual learning a person try to educate himself by various sources without the need of
anyone and organisational learning is the place where training facility has provided by the
company to the employees.
 Individual learning is the basis of organisational learning because individual learning
embedded. Individual learning does not carry any particular time it can be done anywhere.
 Individual learning process focuses on increase the knowledge. And organisational learning
focuses on need to be smart.
 Need of individual in organisational learning can has seen every time because information
can not be access without an individual. But individual learning need individual to access
informations.
 Organisational learning somehow and somewhere depend on the individual learning.
Individual learning process the origin place of knowledge (An and Carr, 2017). HR of the
marks and Spencer company organise various kind of employee development activities.

 Organisational learning is a position for the purpose to archive organisational goals. And
individual learning is a method to archive organisational goals.
 An individual learn and focuses on learning to do the job. But organisational learning is all
about problem solving and it is compulsory. All the employees and HR , works together to
overcome from the problems.
 It is process of learning in organisation and individual starts to get an opportunity according
to requirement of the job.
 Training is the process of short term and development is along term process.
 Training is based on the present things and development is based for the future experience.
 Normally training has given to educate the employees and improve their work related
problem. And development is normally given to employee for future.
 In training there are many kinds of individuals can involve (Jiang and Liu, 2015). But the
development is the part of only one man. Marks and Spencer company is providing various
kinds of training and development programs to the employees to improve their personal
skills.
 Training is the essential part of development. Because there are various methods' comes in
the training from which an employee can develop his skills. All the employees of marks and
Spencer company are placed in the company according to their specialization field of area.
 Training full fill the necessity of job and development is career oriented.
 Many people collectively take a participation in training programs. But development is self
assessment procedure.
 Development is all about the develop an attitude inside the employees to face future
upcoming challenges.
 All the trainees ODF marks and Spencer company has motivated by the trainer and
development is the process of self motivation where an individual motivate by himself
(Hamilton, 2018).
P4 Need for continuous learning and professional development
Learning Theory of Peter Honey and Alan Mumford's-
Learning approaches which has given by Peter Honey and Alan Mumford for professional
development and individuals learning (An and Carr, 2017). Learning is also developed by self
confidence of an individual in their own different styles. Marks and Spencer organisation have to
use this learning approaches for professional development of employees to sustainable business

performance. Different approaches are following -
1. Activist - They are the person who learn by doing and taking risk. In Marks and Spencer
organisation the employees have to learn through trial and error method by taking risk and approach
an opportunity and give their best to the organisation. Person with this approach are free minded.
2. Theorist - The persons with this approach believes in theory behind the action. They
chose different models, stories, background information to take any action. Marks and Spencer
organisation have to use this theory to take more than more opportunities. Before going towards an
action they prefer to understand the theory behind it.
3. Pragmatist - In Marks and Spencer the employees have to use this style, it says that at
first read the theory and after it take decision that how to apply this theory in real world to take
action against it. They have to discuss for solve the problem.
4. Reflector - Observing is the best technique to learn. Use both primary and secondary data
to solve the problem. Self development and by using all theories, practicals, technologies to
sustainable performance of Marks and Spencer organisation. They have to use feedback of other
people which derived by them through different activities.
Learning style of David Kolb -
This theory start from the observation and after the applying the observation on the task and
implement the best idea against it or make a good conclusion. This theory is useful for sustainable
performance of Marks and Spencer (Woodcock, 2017). Few steps of kolbs theory are following -
1. Diverging - This style refers to observing any work and understand that from different
perspectives. It is useful for Marks and Spencer in decision making and increasing in problem
solving capacity. They prefer to think rather than take an action. They are open minded and brain
stormer.
2. Assimilating - Person who use this learning style are more comfortable with ideas and
concepts and they are less focused on the thing that what people says and what will the say. Marks
and Spencer have to understand all the environment to increase capacity of employees.
3. Converging - Through use of this style Marks and Spencer can easily solve the problems
because this type of persons are capable to decision making by using their experience. It is helpful
because these people are more interested in using new ideas and technology.
4. Accommodating - This style elaborate the theories of others and use both primary and

secondary data to explain any idea and to take decisions. To using others data they make their own
style and it helps Marks and Spencer to sustainable performance.
P5 Contribution of high performance working to employee engagement and competitive advantage
in Marks and Spencer
High performance working is used by an employee to achieve the goal of Marks and
Spencer. Workers involve themselves in the organisation and contribute their efficiency to perform
better for the organisation. Reasons of high performance working are following -
- Need of money, and promotion
- For complete the target of Marks and Spencer
 Job security
Employee engagement - It is the relationship between workers and the organisation.
Employee who is engaged in completing the goals of an organisation. The organisation with
engaged employee outer perform in the competitive environment. It depends on the level of
communication and coordination between employees and the manger.
Contribution of High Performance Work in Employee Engagement -
High performance work obviously influences to Marks and Spencer. Engaged employees are
more connected to the organisation and in a good relation with management. High performance
work affects to the organisation in positive way (Bolden, 2016). Employee who is engaged is also a
high performer because without self dedication and motivation an employee can't work best for
Marks and Spencer. Engaged employee with high performance make a positive environment and
they are motivation for the other employees who are not engaged with high performance work.
When an employee give their best to Marks and Spencer then it is also a responsibility of the
company to think about their growth. They make a learning culture in the organisation. All people
want an inspiration on the work place and high performance work engage the employee toward
works and they involve all their efficiency, skills, time in the organisation.
Contribution of HPW in Competitive Advantage
When firms profit are exceed then normal profit then it is called competitive advantage.
High performance work plays an important role to achieve competitive advantage for Marks and

Spencer. It contributes in-
Sales growth - HPW helps in sales growth due to good communication and relations with
customers. Sales persons of Marks and Spencer put their all efforts so that this helps in competitive
advantage.
Market value of share- Through engaged with work firm gain high profit and it will
increase market share of Marks and Spencer (Woodcock, 2017).
Goodwill - Goodwill is created by high performance of employees and it is mainly depends
on the ability to make relations with customer.
Value of shareholder - When an organisation like Marks and Spencer gain profit then
obviously it also increases value of share and it builds investment capability of shareholder.
Profitability - Profit is main thing to achieve these all above. So high performance of work
and employee engagement is necessary for competitive advantage (Bolden, 2016).
M3 The benefits of applying HPW with justifications to a specific organisational situation
Employee benefit- Through high performance of working the employees gain more benefits
in Marks&Spencer. Through this the employees gain incentives and bonus against their work in the
organisation. This thing also build relations among them(Woodcock, 2017).
Customer benefit- High performance working helps the customers also because if the
organisation works with high performance working then it will make good quality product.
Management benefits- Throng high performance working it is easy to run the organisation
in better way for the managers. High performance working decrease the burden of the employees.
Management may also benefit from having employees who are simply happier overall as they'll
likely not have to deal with issues such as employee discord as frequently.
P6&M4 different approaches to performance management and how they support high performance
culture and commitment.
Performance Management is the process in which the individuals' performance is to measure
on different bases. Goals of an employee matches with the goal of organisation. Manager evaluates
the performance level of an employee. It includes plan, act, monitor and review or feedback. After
measuring their performance level they give opportunities to the employees for training and
development. Approaches are following -
1. Comparative approach -
In this approach employees are ranked on the basis of their performance. High performance
of work impact on this approach both in positive and negative way because the person whose

performance is high, gain high rank and it will be profitable for them. In some cases high performed
employees derived more pay in compare to low performer(Woodcock, 2017).
Assume that there is 10 employees in Marks and Spencer organisation in which 4 employees are
high performer and 6 are low performer then regarding to this approach the high performer
employees will gain more pay in compare to that 6 low performer. High performance culture is set
of behaviours that lead organisation to support the superiors result. It encourages the employees to
grow continuously and help the organisation in sustainable development.
2. Attribute approach -
In this approach the employees are measure on the bases of some different criteria -
 Capability of solving problem
 decision making capacity
 New ideas and innovations
 Teamwork and communication
It is tough criteria to measure an employee on the basis of all these. It contributes in employee
engagement and high performance culture. Through this the employees will capable to earn
goodwill for the organisation. Through new ideas the organisation contribute in the high
performance culture and commitment.
3. Behavioural approach -
This approach is very old and in this approach employees are rating on the bases of their
behaviour. They use BARS (Behaviourally Anchored Rating Scale). They are ranked on the bases
of different behaviour parameter. This technique consist with five to ten vertical scale.
This approach also contribute in the employee engagement and motivate the employees for making
positive environment in the organisation. Good behaviour in the organisation helps the employees
as well as organisation to develop.
4. Result approach -
This approach exist with simple process of measuring employees. It has some criteria like-
 Financial
 Customer relationship
 Learning and growth
Employees are measured through these level of criteria. How well the objectives are fulfilled.
These three criteria has given in this approach and the employees of Marks and Spencer who are
comfortable to feel it with ability, obviously they will get more pay in comparison to other. This
will help the employees to develop themselves and organisation through their skills. It creating a
trusting environment between employees in the organisation and help to achieve goals in the future.

5. Quality approach - This is last step of measuring performance. In this approach they focus on
more to improving errors and customer satisfaction. This approach also include system factor as
well as personnel factor(Jiang and Liu, 2015). Advantage of this approach includes points-
 Solve the problem through teamwork
 Use of different sources to evaluate performance
 Involve both internal and external factors of Marks and Spencer
This approach hardly focus on improving employees and business process. This approach builds the
relations among the employees and motivate them to build themselves. This thing helps to achieve
high performance culture and commitment. Through this the organisation earn improvement in
financial and non financial both terms.
CONCLUSION
From the above study it has been summarised that High performance work helps Marks and
Spencer to achieving their goals and it also helps to regard competitive advantage in which cost
analysis and other analysis are included. It has improved productivity level of Marks and Spencer
and high performance of the employees gain more profit with different approaches with their
different ranking. High performance of employees who engaged with organisations goal also
achieve their goals. Learning cycle theories of Peter Honey and Alan Mumford and david kolb has
helped in Professional development and make business sustainabl of Marks and Spencer. Different
approaches of performance management has also summarised with examples that how to employees
gain more advantage.
REFERENCE
Books and journals
An, D. and Carr, M., 2017. Learning styles theory fails to explain learning and achievement:
Recommendations for alternative approaches. Personality and Individual Differences, 116,
pp.410-416.

Baker, W.E. and Sinkula, J.M., 2015. Maintaining Competitive Advantage Through Organizational
Unlearning. In Proceedings of the 1999 Academy of Marketing Science (AMS) Annual
Conference (pp. 206-209). Springer, Cham.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook of
leadership and management development (pp. 143-158). Routledge.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review.25(2).pp.205-215.
Hamilton, N.W., 2018. Leadership of Self: Each Student Taking Ownership Over Continuous
Professional Development/Self-Directed Learning.
Hatch, N.W. and Howland, C., 2015. When Does Competitive Advantage Improve Customer
Welfare?. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 18091). Briarcliff
Manor, NY 10510: Academy of Management.
Jiang, J.Y. and Liu, C.W., 2015. High performance work systems and organizational effectiveness:
The mediating role of social capital. Human Resource Management Review. 25(1). pp.126-
137.
Mazzotti, V.L. and et.al., 2018. Steps for Implementing a State-Level Professional Development
Plan for Secondary Transition. Career Development and Transition for Exceptional
Individuals.41(1).pp.56-62.
Peterson, K., DeCato, L. and Kolb, D.A., 2015. Moving and learning: Expanding style and
increasing flexibility. Journal of Experiential Education.38(3).pp.228-244.
Selden, S.C. and Sowa, J.E., 2015. Voluntary turnover in nonprofit human service organizations:
The impact of high performance work practices. Human Service Organizations:
Management, Leadership & Governance.39(3). pp.182-207.
Woodcock, M., 2017. Team development manual. Routledge.