Developing Individuals, Teams and Organizations

This document discusses the importance of developing individuals, teams, and organizations. It covers topics such as appropriate knowledge, skills, and behaviors required by HR professionals, personal skill audit, differences between organizational and individual learning, and the need for continuous learning and professional development. The content is relevant for HR professionals and anyone interested in enhancing their knowledge and skills in the workplace.

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.
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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).
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P2. Personal skill audit to find out appropriate knowledge, skills and behaviours and develop a
professional development plan for a job role.
Professional development plan is also defined as a specific strategic plan or a worker
development project. Mark & Spencer HR management can implement this strategy to report the
priorities and strategic aims of the company to achieve these mission and targets (Hawkins,
2017). Mostly with assistance of this schedule, the management team can support employees
throughout career success and human advancement. The primary objective of this program is to
promote the group develop long-term and short-term professional goals in order to further
enhance the workers' skills.
Requirements Personal
audit(rating
0-10)
GAP Remedial
action/ strategy
Deadlines for
remedial
action
Knowledge
Contract Law 6 Necessity to
implement
changes to
understanding of
law of contract.
Using features
supported law
course work to
continue making
this
improvement.
1.5 months
Training and development 9 To obtain detail
knowledge about
specific training
and
advancement met
hods and
strategies.
Joining online
workshops and
initiatives,
research and
growth sessions
and conventions
to acquire
information in
different
teaching
approaches.
3 months
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Skills
Communication 7 Necessity to start
making the
writing skills for
future
improvement.
Making this skill
better with the
support of
reading novels,
developing talent
courses etc.
1 month
Problem solving 8 Improvements
towards this
specific skill are
required.
This ability may
be increased by
completing many
case studies
concerning
various events.
2 months
Behaviour
Ethics 7 Need
enhancement in
the
communication
with staff of
correct
information.
To obtain
the information
with the support
of various data
analysing
method about the
appropriate
manner
for transferring
data on the
internet.
Ongoing
Confidentiality 8 Necessity to start
making data
security and
cyber security.
Make the books
focus on
improving and
refresh the
Ongoing
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knowledge.
Personal skill audit indicates how to discover strengths and weakness and when there is a
need to create a healthy environment for a worker. Identifying a particular person's strengths and
limitations is critical and essential. Recognizing the weaknesses at all levels is helpful to make
better improvement at initial stages. Mark & Spencer HR manager are thus responsible for
seeing these areas with the support of audit process (Healey, 2017). The company's workers can
get details regarding their vulnerability with the aid of this tool, so that they can make changes
inside them.
Objectives Very good Good Adequate Little or no
experience
Information technology
Use of the word in Microsoft
office
√
Use Excel Calculator
Use their Database √
Using HR Technology expert √
Use the Website √
Using the E-mail
Using PPT. √
Communication Skill
Formulating employment
agreements
√
Notes taken from disciplinary
proceedings
√
Write notes √
Produce relevant content for
presentations
√
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Carrying out a preparation
session
√
Conflict / Complaint Resolution √
Interview √
Advise on Strategic decisions √
Problem solving skills
Exploit interpersonal thinking
capabilities effectively
√
Able to manage structured
details and use the knowledge
selectively
√
Start exploring upwards of one
alternative to fix a problem
√
According to the delineated PDP as well as skill audit, this can be analysed that there are
several skills such as effective communication, solving problems etc. which are beneficial for
worker. This is because they can monitor their positives and negatives and suggest adjustments
with the assistance of such plans. This will be beneficial to their professional and personal
development as well as job creation in future.
TASK 2
P3. Differences between organisational and individual learning, training and development
Organizational learning: This is a mechanism in which knowledge is produced,
organized and distributed inside the organization. Mark & Spencer’s manager maintains a
learning guidance to all elements with daily development and with a certain period of time that
will focus on improving the working structure (Housley, 2017).
Individual learning: This procedure aims people clarify Mark & Spencer organizational
learning and help in person learning which is related to all stakeholders such that effective job
scheduling can be carried out. This comprises of total performance management such as
speaking about job, mental level and individual’s physiological wellness.
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Difference
Basis Organisational Individuals
Definition In this way the company accumulates
and provides a learning process for
every worker.
Individuals are educated in this
system but not all participants have
to be qualified in all groups,
classified by their agencies.
Aim The primary goal is to reorganize the
functioning of M&S and start making
them smooth manufacturing of goods
that increase the revenues for year.
The main goal is to design all
members in about their disciplines in
time to prevent any wrong decisions
or confusions.
Difference between training and development in organisation:
Basis Training Development
Meaning This method seeks to have all
participants well known in their
positions at Mark & Spencer. This
method is time intensive but is
viewed as an expense.
Manager of M&S development is
also critical in keeping the staff up-
to - date. All team member should
be aware of the new innovations that
leads to higher success in upcoming
time.
Aim To meet goals of enhanced sales and
better standard of service.
In respective company trained
employees can provide great service
and good customer satisfaction
which help to increase brand value
all over the world.
Development provides the
opportunity to the organization's
corporate goal and as well as its key
to solving problems in the
company(if any).This method is
designed to help manager to make
new adjustments towards rules,
norms, laws and circumstances
which has become an obstacle to
company's growth (Alqudah and
Razali, 2016). This works towards
enhancing the consistency and
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qualitative performance of M&S.
Number of
Individuals
Many All member's
P4 Analyse the need for continuous learning and professional development.
Continuous learning process is one of the most effective and crucial aspect for an
organisation that not only enhance performance and productivity of influence but also assure in
the day to maximization of their long-term profitability (Cass, 2020). With the assistance of
continuous development programmes entity can make significant development in knowledge,
skill and competency of their workforce on regular basis. This will further allow individual in
workplace structure to maximize their daily basis performance through which they can easily and
effectively able to conduct their day to day work with more efficiency. With the help of this
entity can ensure high performance and productivity of both organisation and workforce in a well
defined and stipulated manner (Reuvers, 2020). Thus, due to the significant importance of
continuous learning aspect it is essential for Marks and Spencer HR professional to formulate
strategic plans and undertake policies and measures to create environment in which they offer
continuous learning to their employees. In this HR manager is required to evaluate or analyse
organisation in complete and proper manner as to identify skills and knowledge required by
employees for entity objectives and goals. However this has been identified that the significant
need of continuous learning mainly arises when employee’s productivity reduced due to increase
in competition, change in technology etc. In order to overcome all these factors negative factors,
continuous learning proves to be effective tools.
Reduce in productivity:
It has been identified that there are number of reason that lead towards decrease in
performance and productivity of employee in an organisation, this is the time when they need
continuous learning in their workplace environment through which the performance can be align
with entity objectives and goals. In context with Marks and Spencer it has been identified that
performance of employees are reducing on continuous basis. Thus, in order to overcome this and
enhance employee’s productivity and skill, company is required to provide them efficient
learning and development sessions on periodical basis as to enhance their performance. With the
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help of this company can not only able to accomplish corporate goals in best effective manner
but can also assure job satisfaction of employees.
Thus, it is essential for large working organisation like Marks and Spencer to provide
different type of learning programs that are continuous learning and professional development to
their employees on regular time interval as to drive their performance towards company
objectives. In accordance with the above mentioned scenario it has been identified that in order
to overcome continuous decreasing performance level of employees with the assistance of both
learning processes entity can effectively enhance knowledge and skill level of their employees
under professional executive. For this HR manager of entity devised a plan to organise special
form of training session to workers in order to provide entity different departments with highly
trained purpose. In addition to this HR manager of entity also devised plan through which they
keep proper and continuous record of employees performance on daily basis as to compare
current performance with past. This will allow them to add required skills and knowledge of
employees (Bayraktar, 2020). It will effectively allow company to make significant reduction in
labour turnover which is one of the most important roles of HR manager. In addition with this
with the assistance of regular continuous learning employees can also share their problems and
views that establish strong relationship between management and workforce. Thus, this has been
identified that continuous learning and professional development is a crucial and most important
tool that allow Marks and Spencer to gain more competitive advantages in respect of industrial
sector.
Advantages of learning process mentioned below:
Abilities lead an employee to become confident:
Continuous learning provide different type of advantages in this one of them include,
with the help of more efficient skills and knowledge workers in organisational workplace
structure enhance their confidence level through which their performance can be boots in best
effective manner. In addition to this with the help of their confidence that can have significant
capability to encourage other individual that generate sense of positive competition which is
beneficial for company profitability.
Growth of an individual and organisation:
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Continuous learning programs not only aid employees by maximizing the performance but it
also offer number of advantages for organisation as with the help of efficient and skilled
workforce leading entities like Marks and Spencer can allow themselves to gain maximum
competitive advantages and they can also measure increase in overall productivity level of entity
along with maximum loyalty from employees towards organisation.
TASK 3
P5 High performance working to employee engagement.
High-performance working is defined as strategic approach that management undertake in
organisational structure with an aim to improve performance of employees. According to the
report presented at Confederation of British Industry workshop high performance working as
well as commitment and culture is supported by collaborative working performance management
and effectual interaction (Haas and Cummings, 2020). In this by undertaking use of high
performance Marks and Spencer can allow their employees to engage in entity decision making
process through which they can assure sure maximum advantages. This has been identified that
organisation is looking forward to enter in new market segment in which there are also leading
competitions present. In this they are required to serve their customers with innovative services
and products. For this HPW process proves to be effective for which management can assure
effective collaboration with employees and entity through which they can enhance their
performance. Mention below significant contribution of high performance working is being
defined:
Transparent Communication:
This is one of the most important aspects that allow employees to make themselves aware
with the plans and strategy of organisation (Lowman, 2020). It has been identified that Marks
and Spencer with the use of flexible and effective communication tools and techniques assure
transparent flow of information through which performance of employees can be duly enhanced
effectively.
Shared responsibility for results:
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In this Marks and Spencer aim towards enhancing employees contribution and
engagement in entry operations by sharing their responsibilities and results. In this entity also
appreciate and reward employees for their hard work in order to enhance their performance.
High productivity and profitability:
High performance working enhance productivity and profitability of all the department of
organisation through which entity can not only provide immense level of job satisfaction to their
employees but can also assure their long term sustainability. High performance working allows
Marks and Spencer to assist their employees to overcome complex situation with an ease.
TASK 4
P6 Different approaches to performance management
Performance management is defined as a procedure that includes different type of activities
in order to fulfil organisation performance objectives from their workforce. With the help of this
entity can effectively manage performance of their employees by engaging in the process of
systematic managing and regular monitoring of daily basis performance of employees in order to
compare their performance parameters with pre-determined goals (Brown, 2020). Performance
management allow organisation to enhance overall productivity of their employees and further
utilise their skills, knowledge and talent for accomplishment of entity goals in order to gain
maximum competitive advantages. Employees are one of the most important revenue generation
sources of an organisation thus it is essential for entity to strengthen their performance. In
context to Marks and Spencer it has been identified that management of entity undertake use of
different type of approaches of performance management in order to duly manage employees’
performance as to align their behaviour towards maximum profitability.
Comparative approach:
This approach mainly emphasise upon ranking employees performance. Comparative
approach includes comparison which is done by undertaking intensity of performance. In this
Marks and Spencer management undertake use of force distribution, graphic rating and more as
to measure daily basis performance of employees.
Attribute approach:
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In this form of approach different attributes like innovation, problem solving and
teamwork is included through which Marks and Spencer effectively manage employees
performance by taking advantage of mixed rating scale. In addition to this with the assistance of
this approach organisation can also allow their employees to undertake effective measures
through which they can maximize their overall performance ratio.
Behavioural approach:
Marks and Spencer by undertaking use of BARS (Behavioural anchored rating scale) or
BOS (Behavioural observation scale) approach can effectively measure different dimensions of
jobs of their workers, it further allow them to identify frequency in relation to employees
behaviour in terms of their performance.
Result approach:
Marks and Spencer provide regular training and development session to their employees
according to their performance. In this they undertake use Balanced scorecard and ProMES
(Productivity measurement and evaluation system). Further it has been evaluated that with the
assistance of this approach entity can maximize overall productivity of their workers by
considering regular feedbacks (Sutherland and Janene-Nelson, 2020). In addition to this
company also engage in operations of converting strategies into operations.
Quality approach:
This approach mainly emphasize upon consumer satisfaction. In this Marks and Spencer
management assure that there is less or minimal errors under take place in their workplace
structure as to enhance their product services and processes efficiency as serve customers in best
effective manner. For this system and personal factors are duly considered by organisation in
which entity engage in the function of identifying expectation of consumers and to satisfy them
accordingly.
Collaborative approach:
Is approach is a combination of all the above mentioned approaches, with the mixture of
this Marks and Spencer can not only enhance employees performance but can also segregate
them according to their needs and further enhance their performance to remain sustainable in
marketplace.
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In addition to this, it also allows entity to formulate positive workplace environment that
allows staff members to perform their daily basis operations effectively (Vesa, 2020). Further it
has been identified that performance management system also include.
 Formulation of proper recruitment plan by developing clear job description.
 To maximize business performance as well as productivity by recruiting talented,
qualified and skilled employees for different department.
 Provide right clear guidelines as well as direction to employees for individual in
workplace structure as to further align their behaviour towards objectives and goals of
entity.
 Keep regular track on performance of employees on individual basis.
 Regularly conduct training and development session in order to minimise employee’s
weakness and maximize their skills.
 Provide attractive rewards and compensation benefits to employees according to their
performance.
CONCLUSION
As per the above mentioned report this has been concluded that in order to enhance overall
productivity and profitability entity is required to engage in the process of continuous
development of the team and individual performance. For this HR professional play a significant
role as they are having responsibility to undertake strategic measures, tools and techniques to
provide continuous training and development programs to employees. Along with this with the
assistance of HPW method company can effectively enhance employees performance that allow
them to gain maximum competitive advantage along with long term sustainability.
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Gallant, D., Sherry, E. and Nicholson, M., 2015.Recreation or rehabilitation? Managing sport for
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leadership. Kogan Page Publishers.
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