Developing Individuals, Team and Organisation Assignment Answers

DEVELOPING
INDIVIDUALS, TEAM AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Professional skills, knowledge and behaviour required by HR professional .........................3
2. Personal skill audit .................................................................................................................4
TASK 2............................................................................................................................................5
3. Difference between organisational and individual learning, training and development.........5
4. Need for continuous learning and professional development.................................................6
5. Understanding HPW to employee engagement and competitive advantage ..........................7
TASK 3............................................................................................................................................8
6. Different approaches of performance management................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Developing individuals and team play important role in any organisation and it also help
individuals outside the organisation as well. This help the organisation to get skilled employees
to organisation that help to increase productivity. This study is based on Mark & Spencer
organisation which is the British multinational company and operate worldwide. This will
include the professional skills knowledge required for HR in organisation. Personal skill audit
will also be done and also the professional skill audit will be done. Difference between
organisational and individual learning will be demonstrate. Further more importance of
continuous learning and professional development and roe HPW in organisation will be
explained. Lastly different approaches of performance management will be evaluated.
TASK 1
1. Professional skills, knowledge and behaviour required by HR professional
There re different skills knowledge and behaviour that are required by the HR
professional of Mark & Spencer.
Professional Skills
Critical thinking skill – This required by the HR professional of Mark & Spencer to
think in both ways, negative and positive aspects. This help the HR professional to take decision
effectively to the organisation and its employees.
Time management skill - This time management skills is also necessary to have by the
HR professionals of Mark & Spencer in order to manage all their operation and task of their
employees in time. They help the organisation to complete its task and achieve the target of
organisation (Coleman and Bourne, 2018).
Professional Knowledge
Law and government – HR professionals of Mark & Spencer need to have all the
knowledge of laws and employment legislation in order to build different strategies. This also
help them to set their salary criteria, giving rewards and promotion.
Administration and management knowledge – Another knowledge of administration and
management should have to HR professional of Mark & Spencer. This required to handle and
doing all HR activities and work effectively in the organisation and also to evaluate other
performance.

Professional Behaviour
Cooperation – Being an effective HR of Mark & Spencer, they must be cooperative. This
cooperative behaviour help them employees to support them. Through this employees get
motivated and work effectively for organisation.
Adaptability or flexibility – Effective HR professionals of Mark & Spencer need to have
flexibility in their nature. To make any changes in organisation, firstly they have to adapt all the
changes required in organisation for its betterment (Sanz-Valle and Jiménez-Jiménez, 2018).
2. Personal skill audit
Personal skill audit can also be refer as the self assessment. This is effective way to
identify the strength and weakness of an individual through SWOT analysis and then they can
make their professional development plan for increase productivity.
Strength
 I have great time management skill,
that help to manage all my activities.
 Another strength of mine is flexible
behaviour, I accept the changes easily
and plan all work accordingly (Rubens
and et.al., 2018).
Weakness
 Lack of Law and government
knowledge is my weakness that create
problem to make strategies.
 Critical thinking is another weakness of
mine. Need to improve this and think in
both aspects.
Opportunities
 Good administration and management
knowledge can give me opportunities to
grow more by effective management.
 I want to work with new people within
new culture.
Threats
 Some time over cooperative behaviour
of mine create threats that, by seeing
this other employee may have problem
with this.
 My finance skills is very weak.
Professional development plan:
Professional development plan is create in order to determine the needed skills, ability
and knowledge for the career development in Mark & Spencer company.
Skills and knowledge Activities Resources Time Frame
Law and government I have lack knowledge Knowledge and It will take 1 week to

knowledge of law, government
and employment
legislation. In order to
gain more knowledge
will take knowledge
from, superiors and
will read more books
of current laws and
government.
experience of the
superiors and different
legislation, law books,
and knowledge from
internet will be my
resources.
increase this
knowledge.
Critical thinking skill I have weak critical
thinking skill, to think
from all the aspects.
To increase this, will
give test of cicatricial
thinking and decision
through internet.
I will read more
books, gain knowledge
from the experienced
superiority how to
think and make
decision.
It will take 1 month to
developing this skill.
TASK 2
3. Difference between organisational and individual learning, training and development
Comparison between Organisational and Individual Learning:
Criteria Individual Learning Organisational learning
Meaning Individual learning is process
of determining the capacity of
individual in order to
understand strength and
weakness of them self
(Buchanan and McCalman,
2018).
Whereas organisational
learning is to develop and alter
more skills and knowledge of
employees within Mark &
Spencer.
Importance Individual learning is As opposed to that,

important to gain more
knowledge about themselves
to work and reflect on situation
accordingly.
organisational learning is
important to increase
productivity of M<ark &
Spencer by updating and
transforming their employees
skills and knowledge.
Purpose The aim of individual learning
is to develop skills and
knowledge.
Besides that, the purpose of
organizational learning is to
improve the culture of the
company (Gubbins, 2018).
Comparison between Organisational and Individual Training and Development:
Basis Organizational training and
development
Individual training and
development
Meaning Organisational training consist
the training and development
of employees that can support
and help business objective.
This individual training is
personalised training which
take in to account from
different learners.
Purpose The aim of organisational
training is to enhance the skills
and knowledge of employees
of Mark & Spencer (Zepeda,
2019).
On the other hand, purpose of
this is to groom yourself in all
aspects to reach short and long
term personal career goal.
This organisational and individual learning, training and development is very important
for the Mark & Spencer in order to increase productivity of organisation by developing and train
the employees of Mark & Spencer. All these help to aid values, skills, knowledge and clear
understanding of their own strength and weakness and also the clear understanding job role.

4. Need for continuous learning and professional development
As investing on the people or employees of an organisation play important role. Like this
Mark & Spencer also invest on their employees by giving and providing them on going
continuous training and development. This training provided in order to make improvement in
their previous knowledge and update their skills and knowledge in respect with their job role
(Jain and Sharma, 2019).
Continuous learning:
This continuous learning play important role in the Mark & Spencer organisation. This
continuous learning enhance the skill of adapting and modification of knowledge of employees,
with the updated skills and knowledge employees work effectively and can understand their job
role. In this way they actively participate in all decision making with their leaders to make
strategies in order to achieve task within the set time. Also the individual learning help the Mark
& Spencer organisation, as individual groom them self in all the direction to achieve their short
and long term career, this help to create healthy and positive environment and culture in the
Mark & Spencer and it help the organisation to remain sustain the market where it operate for
longer time.
Professional Development:
Professional development is learning is also play important role in the Mark & Spencer
organisation. As this professional development refer to the academic knowledge and skills that
are related to the specific job role. In this employee or individual get the best knowledge and
kills necessary to have to deal with their job role. This help the company to be sustainable in
market when it employees have developed up to date professional knowledge to work effectively
and perform task (Rubens and et.al., 2018).
5. Understanding HPW to employee engagement and competitive advantage
HPW refer to the High Performance Working, which is a approach of developing
environment and culture of trust, transparency and open communication within an organisation.
It also a management technique that help to increase productivity and profit share of an
organisation. It also contribute in employee engagement and competitive advantage (Colloms,
2018).
HPW contributes in Employees Engagement:

This high performance working help to contribute in employee engagement, as it helps to
create transparency and open line communication in Organisation like Mark & Spencer. In this
employees will not hesitate to share their views and opinion with other and this increase the more
employee engagement in all the business activities willingly in Mark & Spencer.
HPW contributes in Competitive Advantages:
A this high performance working highly contribute in the employee engagement, in this
employee willingly participate in all the activities and operating, this help to increase the
productivity of the Mark & Spencer. This increased productivity help to gain more profit in the
market and help to gain more competitive advantages in the market (Buchanan and McCalman,
2018).
TASK 3
6. Different approaches of performance management
Performance management is refer to the on going method, which help to measure,
identify and develop performance of the employees in an organisation. In which employee's
performance and target are linked with the mission and target of company. It have different
approaches that help the organisation. These are:
Quality Approach:
In this quality of the individuals and different element of management system in Mark &
Spencer is being checked and measure, in order to make improvement in their working systems,
standards and strategies (Ashdown, 2018).
For example in the situation of low productivity in Mark & Spencer, quality approach
help to measure the quality of standard, strategies. By identify the any weakness, manager can
make improvement by giving suggestion and guidance.
Comparative Approach:
In this approach employees of Mark & Spencer are compare on the basis of their
performance. In this it consist methods like ranking, forced distribution and paired comparison.
Manager compare the work performance of employees with other employee to measure and
make improvement.
For example, Mark & Spencer apply this comparative approach, in the employee turnover
, in this manger compare the performance of employees and measure it with other employee. If

any need arises related to training and development then they reduce the turnover by providing
best training to employees.
Collaborative working Approach:
This simply a team work, where two or more people work together and share their
thoughts and views with each other.
Mark & Spencer use this approach, when any critical task need to complete in limited
time, in this approach is being used and can measure the performance of each employee and can
make improvement in their performance (Ashdown, 2018).
CONCLUSION
From the above study it has been concluded that different skills, knowledge and
behaviour are needed to have in HR professionals of Mark & Spencer company in order to
effective management. This also been analysed that High-performance working help to increase
the employee engagement and competitive advantages in market. And through the performance
management approaches Mark & Spencer get benefit to remain sustain by giving quality
products to customers. In this continuous learning and professional development play important
role.

REFERENCES
Books and Journals
Ashdown, L., 2018. Performance Management: A Practical Introduction. Kogan Page
Publishers.
Coleman, S. and Bourne, M., 2018. Project leadership: skills, behaviours, knowledge and
values. Association for Project Management.
Colloms, M., 2018. High Performance Loudspeakers: Optimising High Fidelity Loudspeaker
Systems. John Wiley & Sons.
Gubbins, C., 2018. Knowledge and organizational learning and its management through HR
practices: A critical perspective. In Human Resource Management (pp. 171-193).
Routledge.
High performance work systems: The digital experience. Routledge.
Jain, T.K. and Sharma, A., 2019. Impact of Training and development on Employee Performance
in Retail Sector: A Review paper. Available at SSRN 331685
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Rubens and et.al., 2018. Self-awareness and leadership: Developing an individual strategic
professional development plan in an MBA leadership course. The International Journal of
Management Education. 16(1). pp.1-13.
Sanz-Valle, R. and Jiménez-Jiménez, D., 2018. HRM and product innovation: does innovative
work behaviour mediate that relationship?. Management Decision. 56(6). pp.1417-1429.
Zepeda, S.J., 2019. Professional development: What works. Routledge.
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Individual learning.2005.[Online].Available
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