Developing Individuals, Teams and Organizations

Developing Individuals, Teams
and Organizations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals...........................................................................................................................1
P2. Personal skill audit to find out appropriate knowledge, skills and behaviours and develop
a professional development plan for a job role......................................................................3
TASK 2............................................................................................................................................6
P3. Differences between organisational and individual learning, training and development 6
P4 Analyse the need for continuous learning and professional development........................8
TASK 3..........................................................................................................................................10
P5 High performance working to employee engagement....................................................10
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Development is considered as a process or efficient way where any person or company and
also team members can enhance their knowledge in a suitable way. This makes them able to
accomplish their objectives in a good way attaining the unique advantages.In order to increase
the overall efficiency company's HR manager will use suitable skills; knowledge and behaviour
to hire most qualified candidates that further help to achieve organizational goals in less time. To
better understand the importance of topic Mark & spencer is selected and relevant task are
addressed.
The report covers, Skills, knowledge andbehaviours of HR, Various factors to determine
performance management growth. In addition to that advantage of improved work
performance is also effectively defined. Finally, report also includes collaborative work and
efficient communication that can be supported by communication and culture for business.
TASK 1
P1. Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals
It is extremely important for a business owner or a corporation to reduce
competition across world in order to enhance the knowledge and expertise, attitudes and
behaviours. If an organization assists all three of such things, it can enhance staff growth and
management skill that lead to reach desired results in specific time. In large or
small companies a person who’s accountable for optimizing a company's efficiency is really the
HR manager. According to the explained working framework Mark and Spencer HR perform
various roles and responsibilities such as hiring, training, increasing corporate behaviour etc. The
main function of HR director is to provide and arrange the employees with all the necessary
resources as it might help to enhance their productivity, experience and expertise which can be
further contributed to increased productivity of company (Boughzala and De Vreede, 2015).
There are some skills, knowledge and role plays by HR managers that are described below:
Knowledge
This really consists of learning and studying capacity to grasp new thing which are
beneficial and useful for members in context of personal and professional development.
1

Contract Law: This is a statute whereby an arrangement among private individuals
forming contractual responsibilities implementable by rule is made. The fundamental elements
required for the arrangement to constitute a properly contractual relationship are reciprocal
assent, sufficient attention, capability and legitimacy (Cheng and et. al., 2016). It is necessary to
provide awareness on these issues so that the HR experts provide expertise and support in
addressing them as the company encounters some problems.
Training and growth approaches: There have been various methods and strategies
employed by Mark & Spencer management of HR which is mainly focus to provide their
workers with timely proper and effective training so that development can be made to reach the
company goals. For example, work training, off-the-job training, player development, online
courses etc.
Skills
Communication skills: This is the method of exchanging and transmitting the knowledge
form one to another person. In Mark & Spencer, the HR managers will convey knowledge to
other staff employed inside, with the aid of effective communication. They use both oral and
written interactions way to exchange knowledge. In oral communication manager express their
views through personal communication, workshops, meetings etc. on the other side they uses e-
mail, post, report and many others in written correspondence.
Problem solving abilities: It shows an individual's competence and willingness to fix the
business or some other individual's challenges and issues. With the aid of this, the HR experts in
Mark & Spencer will provide the workers with strategies while they function as a squad.
Behaviour
Ethics: The behaviour of HR managers must be decent such that the morality of many
staff members can be solved in all of the problems. It's indeed HR department's duty in mark and
Spencer to pass important knowledge to the right employee at the right moment.
Confidentiality: This relates to the handling of personal information and HR manager will
retain the details of the every employee with themselves and never disclose any sort
of information related to employee with other worker except higher authorities (Gallant, Sherry
and Nicholson, 2015).
2