Developing Individual, Teams & Organisations - Marks and Spencer
Added on 2020-06-04
22 Pages5919 Words46 Views
Developing Individual, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Professional Knowledge, skills and behaviour required by HR...........................................1P2 Personal skill audit of an employee and PDP........................................................................3TASK 2............................................................................................................................................5P3 Differences between organisations and individual learning, training and development.......5P4 Requirement of continuous learning and professional growth..............................................7TASK 3............................................................................................................................................8P5 Understanding HPW to contribute employees engagement and examining competitiveadvantage....................................................................................................................................8TASK 4..........................................................................................................................................11P6 Various approaches of performance management...............................................................11CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONIn modern days, improvement of staff member is fundamental as growth of an enterpriseis highly depend on them. Manager can cater training to their employee; therefore, this willenhance their work quality and in addition performance (Barber, 2012). Thus, company spendlarge on amount on training session of their labours. Along with this, it aids them in their longterm survival at marketplace. Essential purpose of HR division is to organise distinctive type ofprogrammes for their employees to improve their abilities as well as skills. They basicallyconcentrate on their professional enhancement; as, this is advantageous for firm and staffmembers. Marks and Spencer is a retail sector, which is established in United Kingdom. Theycover almost 25% market share in UK. Audit related to skill and in addition, professionalenhancement plan is going to discuss in this assignment. It helps to improve learning of variouspeople in an effective manner. Lastly, requirement of continual improvement is going to coverinto this report.TASK 1P1. Professional Skills, Behaviour and Knowledge required by HREvery business organisation requires appropriate Human resource professional who ownsrelevant skills and knowledge related to business. It is the responsibility of HR professional todevelop skills of existing manpower by providing them various training sessions. This can bedone by using Continuous professional development plan. It is considered as the process whichsupports in evaluating knowledge, skills, experience and activities of employees for completingone specific task. Various benefits of continuous professional development are evaluated asbelow: It supports management team in enhancing knowledge and skills of employees. CPD is beneficial for Marks and Spencer as it creates positive working environment. Thisresults in improving satisfaction level of employees. Continuous professional development is helpful for individual as well, as it increasestheir working potential. Along with this, individual can easily achieve their personalgoals. It also improves overall performance of organisation as whole work force is trained onregular basis. 1
It is the role of HR managers to make teams so that they can achieve the common goals moreeffectively and having excellent, Skills, behaviour and knowledge so as function properlyRequirements and works of HR manager are as follows:They need to work with all the departments so as to understand their functions as well asimplementing various policies and plans.For developing effectiveness, managers should promote culture of the firm between theemployees and let them understand the plans and policies that company has made.They have excellent problem solving Skill that helps them in handling various situationsthat arises in an organisation and hence providing solution to them.They must discuss issues related to wages and salaries. That also includes thepromotions and benefits to workers (Brown and Harvey, 2011).HR must recruit staffs having competent skills that is required for different operations. Itinvolves several processes such as job filling, selecting, training them.They also have role of monitoring the performance of the employees. So that it can beused at the time of appraisal in Marks and Spencer.Training new and old staff members as per their requirement.Inducting new staff members in front of old ones and other Co-workers.They also implement new plans, strategies and policies that aid firm in achieving highergrowth and success.They also have role in conducting team building exercises as well as maintaining theharmony in the workplace.Improving HR performance can have various kinds of impact on the firm:Greater efficiency: HR department takes use of fewer and less costlier resources thathelps in performing its function in a better way. This provides strategic advantage to thecompany both in terms of quality of work process as well as making cost reductions.Greater effectiveness: This will ensure that HR department will have more stronger effecton the employees as well as organisation. This help in resolving issues in a better way. IfHR department has greater effectiveness then both employee and employer can fulfiltheir interest from each other.Professional Knowledge: These are knowledge aspects which HR professional ofWhirlpool require to frame policies and conduct activities are as follows: 2
Personnel and Human resource: HR professional require to have information aboutrules and process about practices that are staffing, compensation, employee relations,compensation, training. Thus, there are sufficient skilled manpower for execution ofbusiness operations. Government law: HR even need to have knowledge about political procedure, legalcodes for designing system and policies. This help them to follow rules and regulations ofgovernment to make Whirlpool function legally. Professional skills: Traits which HR professional of Whirlpool require to posses tomanage workforce are stated below: Management of personnel resources: HR require to have sufficient manpower foraccomplishment of business goals and objectives. For this, human resource of Whirlpooldirect, motivate and train staff members. This also help them to have acknowledgementabout best members which are competent to perform tasks effectively. Decision-making: HR professional need to have capability to make judgements whichare beneficial for organisation. Whirlpool is multinational firm, so it is necessary thatdecisions are made in respect to market. Professional behaviour: These are behaviour tactics which HR of Whirlpool uses tomake team members function are as follows: Initiative and dependability: HR professional need to be ready to take challenges andduties in respect to conducting HRM practices. It is necessary that they are reliable andaccomplish obligations of top personnel. This help human resource of Whirlpool toconduct activities effectively by willingly accepting challenges and completing workprovided by executive. Cooperation: Human resource require to behave in friendly manner with staff membersfor sustaining them for longer time. HR professional of Whirlpool is able to makeemployees work in team by coordinating them to complete tasks within specified timeframe. P2 Personal skill audit of an employee and PDPThe person skill audit can be explained as to measure or evaluate personal skills andabilities with certain issues in performance so that effective efforts can be putting to eliminate allmajor threats in better manner. Therefore, it is essential to determine the strength where they can3
use this for increasing productivity and analyse various problems which will assist in developingstrategies in reduction of threats of performance in successful way. The company need to makeappropriate strategies and policies that can be useful to develop individual and teams that willassist in reaching with better outcomes in the business. There are various strength andweaknesses are described as under:Strengths :I have appropriate knowledge in my specialised sector and perform accurate task withperfection. I have an ability of quick learning and remaining careful at the time of conducting anywork. My communication skill is very influencing and effective in each manner. I have ability to focus on my work and make positive environment. Weaknesses:I am not able to solve any type of issue and problem while performing any task. My decision making skill is very poor because I have no idea about how to takeappropriate decision on the welfare of company. I am not specialised in technical skill due to lack of knowledge and quality. I am not comfortable while working in the team because there is a lack of concentration. I am not good in managing my time as per my work. Personal development plan – The personal development plan is necessary for observingand analysing self strength and weaknesses so that strong capabilities can be used and weakpoint can be removed in proper manner. This is required for make appropriate plan of action inorder to reduce threats from skills and also put major efforts to gain high skills and learning thatcan be helpful in reaching with better results or outcomes.This is document which is formulatedby HR professional to define skills and development activities for their enhancement. A personaldevelopment plan is described as under:SkillsCurrentproficiencyTargetproficiencyTime scale UseDevelopmentopportunity Decisionmaking 2.5545 DaysFormulatepolicies andjudgements inTake supportof expert orseniors at time4
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