Building Strong Teams Through Individual Growth

This assignment delves into the importance of individual development in creating high-performing teams. It examines various research papers that highlight the connection between personal strengths, team dynamics, and organizational success. The analysis focuses on effective strategies for developing individual attributes that contribute to a positive team climate, enhance communication, and ultimately boost overall team performance.

DEVELOPING
INDIVIDUAL TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION ........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skill and behaviour required by Human resource professional....................1
P2. Personal skill audit and professional development plan for Jane Cambridge..................2
TASK 2............................................................................................................................................4
P3.Differences between organisational and individual learning; training and development. 5
P4. Need for continuous learning and professional development..........................................6
TASK 3............................................................................................................................................8
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage Within a specific organisational situation.........................................8
TASK 4............................................................................................................................................9
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high performance culture and commitment................................9
CONCLUSION..............................................................................................................................11
REFERENCES ..........................................................................................................................12

INTRODUCTION
Developing individuals, team and organisation is one of the most important aspects for
company. It provides employees with the opportunities to perform better and also enhance
the cross industry activities. Present report will lay emphasis on How Marks and Spencer
lays focus on creating teams and enhancing their efficiency (Wilk, 2018). Report will
highlight Knowledge, skill and behaviour required by Human resource professional. It will
also lay emphasis on Personal skill audit and professional development plan for Jane
Cambridge. Study will lay focus on Differences between organisational and individual
learning; training and development. It will also highlight the impact of high-performance
work practice in an organisation. TASK 1
P1. Knowledge, skill and behaviour required by Human resource professional
Human resource is the core department of Marks and Spencer. It deals with various
issues such as employee recruitment, their salaries, bonus, etc. It is important for Marks and
Spencer human resource team to be efficient while performing their duties and responsibilities.
Below mentioned are the knowledge, skills and behaviors required by a human resource
professional:
Skill
Curiosity: A Human resource personnel of Marks and Spencer is actively interested in what's
going around him/her. He is always looking for better ways of doing things. His attitude is
more questionable and he's always willing to learn. He is always looking for ways for him
and his colleagues to work better, individuals and collectively.
Decisive thinker: The human resource personnel of the organization is being able to analyze and
understand data and information quickly. He is able to arrive at robust, defend able views.
He is able to apply any information, insights and knowledge in a structured way and
proposes practical options based on the best available evidence.
Skilled influenced: The human resource personnel influences people at all levels both within
and beyond the organization. These initiatives succeed through partnership. He need to win
commitment, consensus and support to bear fruit.
Driven to deliver: He accepts personal responsibility and have the drive to follow through on
his promises, which garners him the respect of his colleagues. This makes it easier for him
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to deliver on collaborative projects. He plans, prioritizes, monitor performances and is
always accountable for delivery(Newell, 2018).
Knowledge
Collaborative: The Human Resource personnel is able to work effectively and inclusively with
colleagues, clients, stakeholders, customers, teams and individuals both within and beyond
the organization. His skills includes to be able enough to maintain a good communication
skill, greeting everyone with respect and humility. Kindness and help are other behavioral
aspects that a human resource personnel acquire(Caporarello, 2018).
Courage to challenge: During times when a distinctive point of view enriches the debate. He is
having the courage to challenge entrenched views which are of a useful strength. Also, he
manages and make uses of time effectively. Time management for a human resource
personnel is a very important factor that determines his strength to deal with things also it
showcases his value and management tactics.
Behaviour
Role model: A Human resource personnel needs to lead by example. He acts with integrity,
impartiality and independence, his aim is to apply sound personal judgement in every
situation. He is more decisive and goal-oriented.
Multitasking: A human resource personnel is multitasking and can do a variety of tasks at a
time. It is a key skill to manage time effectively and learn better ways to do things
(Hawkins, 2017).
The above mentioned point showcases the knowledge, skill and behaviour of Human
Resource personnel of Marks and Spencer.
P2. Personal skill audit and professional development plan for Jane Cambridge
Personal skill audit
Personal skill audit is basically done to identify strength and weakness of one self. It
provides individual with a chance to improve. Jane Cambridge as a human resource professional
will get benefit of doing personal skill audit.
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Strength
 Jane Cambridge can is good at using
Microsoft office word which acts as her
strength.
 She is also good in writing reports and
written communication. She can explore more than one solution
to the problem which also acts as a
strength. Also, human resource
professional can easily produce material
to support presentation.
Weakness
 Jane Cambridge has a weakness that
she can not make use of data base and
specialist data software.
 Also, she is weak in drafting contracts
of employees.
 Jane Cambridge also needs to work on
how to deliver a training session and
some emphasis must also be laid on
resolving disputes and complaints.
Opportunities Adequate use of ethics, knowledge and
behaviour in Marks and Spencer can act
as an opportunity for Jane Cambridge.
It will help her in growing and having
wider variety to explore. Also, having
Threats
Not having adequate of making use of new
techniques and software can act as a threat for
Jane Cambridge. This is because as other
employee in the firm can take her place
because of this. It can also impact her personal
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Illustration 1: SWOT Analysis
Source : (Business Analysis Excellence, 2016)

effective problem solving skill can
support her in making right decision
and retaining employees in Marks and
Spencer.
growth and her effectiveness to do work might
get reduced.
CPD and its benefits:
CPD can be defined as enhancement of ability by the professionals through different methods
like workshop, events, e-learning etc.
CPD is beneficial for the individuals as well as the business entities as it increases professional's
efficiency which automatically helps in rapid growth of company.
Professional development plan
Professional development plan is an individual development plan which is used to
document career goals and set out strategies of how to meet them. This will support Jane
Cambridge in achieving her objectives and setting career goals(Sommer, 2016.).
Objectives to be
achieved
Resources required Strategies needs to be
implement
Time line
Improve use of data
base software and
specialist data
software.
Help from senior
management, online
video tutorials,
lectures and classes on
this basis.
Regular practice needs
to be done by Jane
Cambridge. Work
must be done by
positive attitude and
should try to enhance
capabilities
1 Month
Enhancing drafting
contracts of
employees.
Help from senior
management, online
video tutorials,
lectures and classes on
this basis.
Effective
communication related
to drafting contracts to
employees must be
done by human
resource professional.
Also attending training
session for drafting
1 Month
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contract for employees
will also be required.
Resolving disputes and
problems
Help from senior
management, online
video tutorials,
lectures and classes on
this basis.
2 This can be
done with the
help of
enhancing
communication
power and
decision-
making
capabilities. It
will help
human
resource
professional in
growing.Month
TASK 2
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P3.Differences between organisational and individual learning; training and development
The difference between organisational and individual learning is explained through kolb learning
theory(Laufer, 2018).
No. Basis Organisational Individual
1 Learning Organisational leaning can be
defined as a process in which
knowledge is transferred, retain
within the premises taking into
account its past experiences.
Organisational learning is being
gained through experience over
time. Organisation gets knowledge
over time through its experiences. It
enhances productivity and quality of
the organisation. Marks and Spenser
can use organisational learning
programme to improve itself through
its own experiences for the
betterment of the company. For this
purpose it can consider many factors
like economical, contribution
towards environment, legal factors
etc.
Individual learning is
reflected by how an
individual is working for
increasing his own
knowledge. Individual
learning is what a person get
through observing the
external sources. In
individual learning only a
single person educate himself
through different external
sources like books, internet,
etc. Marks and Spenser can
provide its employees a way
through which individuals of
the company can learn new
things and develop
themselves as per the new
trends to never get out dated
from the latest trends.
2 Training Organisational training refers to
giving practical training to the
employees of the company to
standardise its employees and make
Individual training allows
employees to attend training
sessions on individual basis.
It is on-the-job training which
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them flexible to work on different
projects. Marks and Spencer
provides its employees a practical
training programme time to time
which are being conducted by
trained professionals. Giving
practical training to its employees
makes them capable of doing any
work which may lead to rapid
growth of the company.
makes individual more
qualified for the company.
Marks and Spenser company
can also provide practical
training on individual basis
on the basis of their own
capacity and capability so
that an individual can
enhance his capacity as per
his own capability and skills.
3 Development Organisational development is a
process of effective implementation
of organisational changes. It focuses
on managing & understanding the
changes. It is process which includes
steps like data collection, strategy
plan, team building, evaluation etc.
Marks and Spenser can also follow
the process of organisational
development so that they have more
effective changes in the company for
the better growth of itself without
any hurdle. Organisational
development should be run time to
time in the company to enhance the
capacity and smooth growing of the
company.
Individual development helps
the employees in their career
& personal development. It
helps in improving awareness
and developing talent as well
as potential, enhance quality,
build up capability of the
individual. Marks and
Spenser provides facility of
individual development to its
employees so that they can
enhance their own talent on
individual basis as per their
own capabilities. It helps the
company to increase the
quality &the potential of its
employees which can lead to
effective working of the
employees which ultimately
helps the company in
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effective growth.
P4. Need for continuous learning and professional development
Today, sustainable business performance is the utmost requirement that an organisation
seeks to achieve. In Marks and Spencer the need for continuous learning and professional
development is the organisation's essential requirement as well. To achieve this the organisation
follow crucial steps that guides its employees and make them learn about it effectively.
Sustainability being the core issue that the world has been facing, For this, Marks and Spencer
ensures the manufacturing always have none or very less wastage. With the help of strong R&D
team they take time to time surveys and ensure that their products are not causing any
environmental damages. They do not have any pollutants and toxins which are bad for
surrounding ecology.
Through making the employees aware they participate in continuous learning which is
essential to make it reach in every corner and also making everyone aware about it. Its awareness
can only be spread by education which emphasises on the issue again and again. This issue is
faced by the global population and each one has to be a part to solve this.
Professional development in this theory is done by valuing the employees which
regularly takes participation in sustainable issue of Marks and Spencer. Also, they emphasise on
hiring the kind of employees which are aware of the techniques that affect sustainability or
relatable issues. It has become one of the important issue that needs to be taken care of,
otherwise it can cause serious environmental problems and make the companies and factories
suffer in the near future.
Continuing professional development refers to train the professionals by using different
methodology to enhance their professional capacity. Through containing professional
development professionals become more proactive as well as aware about their work
(Rosenberg, 2017).
Importance of CPD in sustainable business performance
Marks and Spencer can use different methodology for the purpose of continuing
professional development. Providing training workshop, events, e-learning programs, best
practice techniques and ideas sharing, conferences and events are some of the CPD methodology.
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Marks and Spencer should provide CPD programme to its professional workers so that
there practical knowledge stays updated and they can also get opportunity to learn new skills and
continuously being re qualify themselves.
For better working of CPD programme company can also follow the of the steps following
steps:
 identify and plan
 learning activities
 reflect on the learning
 apply the learning
 Share the learning.
Marks and Spencer can use both formal and informal continuing professional
development. Formal CPD programme refers to an organised activity like workshop,
conferences, and seminars. Providing lectures, teaching programs, by professionals are also
formal CPD program. However, company can also provide an informal CPD program.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage Within a specific organisational situation.
High performance working or work system is an essential part of an organisation or Marks
& Spencer as it increases employees’ empowerment, their knowledge and skills and wages,
incentives which motivate employees and increase the engagement between employees and
organisation. Enhance the loyalty and commitment towards their work and also increase
competitive advantage.
Employee engagement refers to positive or negative emotional attachment to their job
and organisation. It is helps in to motivate employee for being involved and enthusiastic about
their work, which lastly enhance the growth of Marks & Spencer.
High performance management helps the employees in self assessing them. Marks &Spencer has
employed a team other than the member of organisation which works to motivate the employees.
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This team is well qualified and trained in motivating the employees of organisation(Duffield,
2015).
High performance management ensures that there is a healthy working environment in the
organisation which helps the employees in working more efficiently. It helps the organisation to
build a positive environment in the organisation which leads to more employee engagement in
the company. It provides many advantages to the organisation as well as the employees. Some
advantages are as under:
 It gives the organisation to build a healthy culture in the premises of the organisation. The
culture of Marks & Spencer is built by its employees. It gives employee more job
satisfaction, some sort of organisational citizenship behaviour, efficient work behaviour
etc. when employees get this kind of environment, they get self motivated which enables
more employee engagement in the company (Shuffler and et. al., 2018).
 High performance management enhances the corporate values too. Corporate values have
a great influence over the beliefs and the behaviour of the members of Marks and
Spencer. Culture of the company defines the behaviour of the company. It also shows the
important factors for the company. When employees and organisation have same sort of
values, it gives the employees more job satisfaction which directly enhances the
employee engagement and competitive advantages for the company.
 Giving psychological satisfaction to the employees is the main task for the organisation
as unless the employee will get mental satisfaction toward its work as well as towards the
company, he/she won't work with full efficiency. High performance management enables
the organisation to provide psychological satisfaction to its members.
 High performance management says that there should be a good leadership in every team
of the organisation. Marks & Spencer divides its members into different teams and each
team have their own leaders. Leaders of the team works to divide the team work into his
team members according to their capabilities and also work to motivate his team
members and enhancing their capabilities which provides more job satisfaction to the
employees and more employee engagement to the company.
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TASK 4
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high performance culture and commitment.
Performance management refers to providing employees a kind of workplace or the
environment where they can work with more efficiency and with their best capabilities. It is a
process which begins with the need of job & ends with leaving the job.
Performance management ensures that both organisational goals and individual goal of the
employees have met effectively as well as efficiently. Marks and Spencer uses performance
management activities in its workplace so that it can work for targeting its goals in more smooth
and healthy manner. Marks & Spencer works for reconciling employee's personal goals with
organisational goal for better achievement of preset goals.
Performance management is the spine of Marks & Spencer Company. It uses different
approaches for targeting performance management in the organisation. Some of the approaches
to performance management are as under:
 Comparative approach: in this approach employee's are ranked according to there
performance towards their work with the use of several techniques liked graphical
ranking technique, paired comparison technique etc. For example: Marks & Spencer
can make a graph of its employees according to their performance and then it can also
give reward to the top performed employees. It will also motivate the employees to work
more efficiently for the company(Brewer, 2016).
 Attribute approach: specific set of parameters are being used in this approach to rate the
performance of the employees. These specific parameters can be problem solving skill,
teamwork, communication skills, creativity, innovation skills etc. of the employees. For
example: an employee who had much creative and innovative mind could be rated as
top performed employee as they will help the company in finding more ideas for the
growth in the existing market and also entering into new market too.
 Behavioural approach: behavioural approach is the ancient technique of performance
management. Marks & Spencer uses vertical scales for measuring the performance of its
employees. There are two techniques for behavioural approach viz. Behavioural
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observation scale i.e. (BOR) , & behavioural anchored rating scale i.e. (BAR). BOR is
nothing bur an updated version of BAR. Performance is measured through some anchors
in BAR technique whereas employee's frequent behaviour is observed in BOR technique
for measurement of performance (Farrell, 2018).
 Result approach: it is a straight forward approach as in this approach employees are rated
on the basis of their end results. This approach also have several techniques for
measuring the end result of the company like balanced scorecard technique, productive
measurement and evaluation system etc. Marks & Spencer this approach by first setting
its organisational goals, after that it set its objectives for achievement of the goals and
then it evaluates the employee's effectiveness towards the achieving goals and finally it
gives its feedback to the employees regarding their performance so that they can get
positive as well as negative sides of their performance and could be self motivated.

CONCLUSION
From the above study, it has been summarised that Marks & Spencer has run many
programmes for developing the organisation as well as individuals of the company. Company
has used many techniques for the enhancement of its employee's capabilities and efficiency and
for the smooth and better growth of the organisation. Company has also conducted training
programme for increasing efficiency of employees. Continuous training programme has helped
the company in increasing its members as well as growth of the company.
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REFERENCES
Books and Journals
Wilk, T.R., 2018. September. The I in Team: How Developing Individual Strength, Builds a
Great Team. In Proceedings of the 2018 ACM on SIGUCCS Annual Conference.(pp.
187-192). International World Wide Web Conferences Steering Committee.
Shuffler, M.L. and et. al., 2018. Developing, sustaining, and maximizing team effectiveness: An
integrative, dynamic perspective of team development interventions. Academy of
Management Annals.12(2). pp.688-724.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Sommer, S.A. and et. al., 2016. Keeping positive and building strength: The role of affect and
team leadership in developing resilience during an organizational crisis. Group &
Organization Management 41(2). pp.172-202.
Caporarello, L. and et. al., 2018. Let’s Learn Together: Team Integration Climate, Individual
States and Learning Using Computer-Based Simulations. In Digital Technology and
Organizational Change (pp. 187-195). Springer, Cham.
Duffield, S. and et. al., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project
management. 33(2). pp.311-324.
Newell, C. and et. al., 2018. Developing Individual Attitudes, Dispositions and Interpersonal
Skills for Collaboration. In Team-Based Collaboration in Higher Education Learning
and Teaching (pp. 29-34). Springer, Singapore.
Rosenberg, A. and et. al., 2017. Developing a Self-Scoring Mechanism for the Motivation
Assessment for Team Readiness, Integration, and Collaboration (MATRICx).
Laufer, A. and et. al 2018. Collaborative Teamwork: Cultivate and Sustain Collaboration by
Focusing on the Individual, the Team, and the Work. In Becoming a Project Leader (pp.
73-108). Palgrave Macmillan, Cham.
Brewer, E.C. And et. al 2016. Better communication= better teams: a communication exercise
to improve team performance. IEEE Transactions on Professional
Communication.59(3). pp.288-298.
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Farrell, T.W. And et. al 2018. Individual versus interprofessional team performance in
formulating care transition plans: A randomised study of trainees from five professional
groups. Journal of interprofessional care. 32(3). pp.313-320.
Online
Business Analysis Excellence,2016. [ONLINE] Available
through<https://pestleanalysis.com/swot-analysis-definition/>
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