Developing Individuals, Teams and Organisations

Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.............................................................................................................9
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives...............................................................................................................9
TASK 2..........................................................................................................................................10
P3 Analyse the differences between organisational and individual learning, training and
development..............................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.............................................................................................11
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development. ........................................................................................................12
REFERENCES..............................................................................................................................15

INTRODUCTION
In order to solve any problem in an organisation, performance development is very
essential as it will enhance the overall performance of the company. Individual and teams
development plays a major role in improving the job threatening performance gap which can be
done by fixing the unproductive behaviour of the people working for the company. Developing
the teams and individual usually means to increase the capacity of performance in the
organisation. When the workforce is efficient enough to perform and works effectively for the
goals of the company, it leads to enhancing the performance of the organisation and result in
team work with a sense of commitment and belonging (Berber and Lekovic, 2018). Team work
can be ensured when the members of the team, work mutually by supporting each other. The
organisation chosen for this report is Marks & Spencer, a leading multinational retailer in UK
which specialises in home products, selling clothes and the food products. The headquarter is
situated in London, UK. This report shall cover the knowledge, behaviour and skills required by
HR professional, factors required for implementing and evaluating the inclusive learning and
how High performance working can contribute to employee engagement and the competitive
advantage. Further it will deal with performance management, effective communication and
collaborative working in high performance culture and commitment.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource are considered as the real asset of the company which are behind the
face of the organisation who work hard to achieve the goals and objectives of the company. The
HR manager must ensure that plan, organise, control and direct the personnel of the company in
such a way coordination is build between them so that they can collectively work towards
organisational goal (Browne and et. al., 2016). The HR Manager of Marks & Spencer must
possess such knowledge, skill and behaviour so that it can build a competent workforce which
shall work for the benefit and success of the company.
Knowledge

The HR professional of Marks & Spencer must possess following knowledge so that iot
can bring out the best from its workforce who shall work for the growth and success of the
company. The knowledge required by HR professional are- Human Resource and Personnel- The HR manager of M&S must acquire the knowledge
of recruitment and selection of the personnel so that efficient staff is appointed in the
company. Apart from selecting the right candidate, it must have knowledge of providing
adequate training and development so that it can acquire new skills or improve its
existing skills which shall contribute in achieving the goals. The knowledge of providing
right amount of compensation and benefit must also be there so that the HR can increase
the morale of the workforce when needed.
 Administration and Management- The HR of M&S must possess the knowledge of
management principles so that strategic planning can be done in efficient manner. It must
also have the knowledge of resource allocation and leadership technique so that it can
lead the team in right direction with right amount of manpower and resources in order to
prevent wastage (Davenport and et. al., 2016).
Skills
The HR manager of Marks & Spencer must acquire the following skills so that it can
plan, analyse and manage the workforce effectively. The skills which must be possessed by the
HR professional are as follows- Critical Thinking Skills- The HR manager must possess the skills of critical thinking so
that it can use its reasoning and logic in order to identify and evaluate the strength and
weakness of the staff. After analysing it, the HR manager can take out the right employee
at right time for the right job so that organisational goals are achieved effectively without
any roadblock.
 Active Listening Skills- The HR professional of M&S must have the skills of active
listening so that it can pay full attention to its workforce and what they are speaking in
order to find best solution for their issues (Elizabeth, 2018). This skills also includes
taking time for understanding the arguments of others and not interrupting in between at
inappropriate time so that complete information is reached effectively and solution can be
made for solving the conflict.
Behaviour

Behaviour of HR plays a major role in retaining the excellent workforce and building
coordination between them. The HR manager of Marks & Spencer must possess itself with the
following behaviour so that it can retain its valuable staff- Trustworthiness and Transparency- The HR manager is the one to which staff turn up
for an example. The HR must have trustworthiness in its behaviour so that employees can
speak up to him without any issue. They play a role of confidante when employees have
conflict with each other so it is very important that HR professionals must have
trustworthiness and transparency in its behaviour. The right amount of confidentiality and
transparency results in trustworthiness when the HR possess right listening skills.
 Purpose oriented- The HR of M&S must have the understanding of the purpose of the
business so that it can acquire such staff which shall contribute in fulfilling the objective.
For the secret of business and individual well being, the HR must have the knowledge of
the purpose so that it can inspire great action from the staff (Fong and et. al., 2018). So
purpose oriented behaviour is necessary to be acquired by the HR manager of M&S.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Personal SWOT analysis
The HR professional must possess with requisite knowledge, behaviour and skill so that it
can efficiently manage the workforce of the company and can collectively contribute to the
overall objective of the company. The SWOT analysis shall be done in order to analyse the
strength, weakness, opportunity and threats which helps in becoming an professional HR
(Garavan and et. al., 2020). This tool is used to analyse the skills which can help in career
development. The personal SWOT analysis is given below-
Strength Weakness
 My main strength is my team working
skills where I manage the team
effectively and move forward to
achieve goals of the company.
 As a HR professional, I am possessed
with a skill of time management where
 As a HR professional, I am weak in in
listening skill where I interrupt others
while speaking and don't listen to them
with full attention.
 Another weakness of mine is that I
lack transparency. I am unable to

I actively manage my time and that of
others so that the valuable time can be
utilised in working.
communicate with my employees
regarding strategies, policies and many
other.
Opportunities Threats
 As a HR professional, I can adopt the
opportunity to develop the knowledge
of management and administration so
that I can manage my manpower and
resources well.
 Another opportunity for me is to
develop the skill of effective training so
that I can train my workforce
efficiently to increase their
productivity.
 The major threat for me is the
competition which is around the
market. Every person nowadays has
become career oriented and are focused
in acquiring all relevant skills required
to perform the job effectively.
 Another threat as an HR professional is
the changing market conditions which
may become hurdle in analysing the
market situation.
Personal Skill Audit
The personal skill audit for a job role of HR professional is discussed below which will
help in sorting the skills which are already developed and which need to be developed in order to
perform the roles and responsibilities effectively for the organisation.
Skills Bad Average Good Excellent
Human
Resource and
Personnel
*
Administration
and
Management
*
Critical
Thinking Skills
*
Active
Listening Skills
*