Developing Individuals, Teams and Organisations

This report examines the importance of developing individuals, teams, and organizations within the context of Marks and Spencer. It analyzes key HR functions, including knowledge, skills, and behaviors required by HR professionals, personal skill audits, and professional development plans. The report also analyzes the role of high-performance working in employee engagement and competitive advantage, and different approaches to performance management.

Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Knowledge, skills, behaviours required by HR professionals..........................................1
P2 Personal skill audit of Jane Cambridge and professional development plan in her HR role.2
P3 Differences between organisational and individual learning; training and development. 6
P4 Requirement for continuous learning and professional development to drive sustainable
business ..................................................................................................................................8
performance............................................................................................................................8
SECTION 2......................................................................................................................................9
P5 Role of HPW in employee engagement and competitive advantage................................9
P6 Different approaches to performance management........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Developing individual is a process through which potential, capabilities,
knowledge, skills gets polished through different methods such as training, lectures, etc.
This helps to improve performance at work place and helps to maintain good image in
organisation. When individual perform well, this directly gives positivity to performance
of organisation (Anagnostopoulos, Byers and Shilbury, 2014). This report is based on
Marks and Spencer which is one of the leading brand in retail sector. This association
deals in clothes, jewellery, home furnishing, etc. This brand was established in 1884.
This report covers knowledge, skill and behaviour of HR professionals, factors affecting
implementation of learning techniques for sustainable growth. Apart from this, it also en-
lights contribution of employees' in high performance working and at last role of
performance management, collaborative working and effective communication.
SECTION 1
P1 Knowledge, skills, behaviours required by HR professionals
Human Resource personnel is the person which deals with employees working in
organisation. It is responsibility of HR manager to appoint personnel for organisation
from crowd. Marks and Spencer is a big organisation that operates in different parts of
country so it is the responsibility of HR manager to select best candidate a t workplace.
This responsibility can be completed if HR personnel has some knowledge, skill and
behaviour related to HR field.
Skills of HR Professional :-
Negotiation skills- HR manager should know how to negotiate with employees,
trade union, etc. related to working environment, facilities, etc. This helps to perform
business operations in effective and efficient manner. For instance: if employees
demand for extra pay then it is responsibility of manager to deal with them (Au and
Marks, 2012).
Active listening- Listening is essential skills because HR manager has to listen
problems of employees and then provide best solution to them. This provides
satisfaction to employees that managers of Marks and Spencer are concern about
them.
1

Knowledge required with HR professional
Legal and ethical knowledge- There are many laws related to employees. In
order to smooth running of business operations, Marks and Spencer has to abide the.
Hence, HR manager must have education related to laws and regulations. In case of
alterations in legal policies, it is responsibility of HR personnel of Marks and Spencer to
convey to employees.
Personnel and human resource- HR department basically deals with employees
performing business operations so knowledge related to how to deal with employees
must posses. This helps to keep long and good term relations with workers (Aubry and
et. al., 2012).
Behaviour posses in HR professional
Coordination- There are different departments in Marks and Spencer such as
purchase, production, sales, marketing, etc. So it is responsibility of HR manager to
make coordination among them. In case of any new information, managers of concern
department must be updated. While in case of performance appraisal, departmental
head convey information related performance.
Versatility and adaptability- HR manager must be versatile for accepting new
changes at work place. There is requirement of some training methods to improvise
performance of employees. Hence new and innovative method must be used by HR
manager of Marks and Spencer to maintain good environment.
P2 Personal skill audit of Jane Cambridge and professional development plan in her HR
role
Personal skill audit is process of recording and analysing skills of individual or
group. At workplace. there is requirement of different skills through which targets can be
achieved. With the help of skills audit, it is clear that in which areas employee is lacking
and actions are taken to judge what more skills are required. This is done when
employee is not compatible with required skills and knowledge. This helps to train
employees in specific area. Skill audit provides knowledge about positive as well as
negative skills of employees (Belbin, 2012).
In case of Jane Cambridge, he is the working as HR personnel in Marks and
Spencer. Below mentioned audit plan is described in three steps. According to this in
2

first step, knowledge required by him are discussed. While in second step, which skills
are lacking and in last skills which are required to be polished are discussed.
Skill Very Good Good Adequate Little or no
experience
Information
Technolog
y
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communica
tion skills
Drafting
contracts of
employment
✔
Taking notes
of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentation
s
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on ✔
3

HR issues
Skill Very Good Good Adequate Little or no
Experience
Problem
solving
skills
Make good
use of verbal
reasoning
skills, able to
handle
complex
data and
make
selective use
of
information
✔
Explore
more than
one solution
in order to
solve a
problem
✔
Consider the
ideas of
others to
help solve
problems
✔
Strengths and weakness of Jane Cambridge are discussed as under-
Strength Weaknesses
 Jane Cambridge has good decision
making skills. They make strategies
related to employees according to
norms of organisation.
 Jane Cambridge has good
supervisor skills. He can lead over
employees properly. This helps to
provide guidance to workforce.
 IT skills of Jane Cambridge is
lacking. So he is not able to
enter data related to employees
in systematic manner.
 Communication skill of Jane
Cambridge is weak, so he can
not explain his thoughts to
4

employees in impressive way.
 Jane Cambridge is weak in
conflict resolution skills.
 He does not prefer to work with
new and innovative
approaches.
Personal development plan: Personal development plan is a process to think
about which has to be taken in order to attain goals and objectives. This is the process
through which employees can polish their weak skills. This is the plan which helps to
measures skills and provide time period in which employees can learn and sharp their
skill (Holden and et. al., 2012).
Learning
Objective
Current
Proficiency
Target
Proficiency
Developme
nt
Opportuniti
es
Criteria
for
judging
succes
s
Time
Scale
Evidenc
e
Informatio
n
Technolog
y
Jane
Cambridge is
lacking in IT
skills. He is not
able to enter
and store data
in appropriate
way. He do not
have
knowledge to
frame formal
mail.
As HR
personnel, IT
skill is crucial
for Jane
Cambridge.
This
improves
efficiency at
workplace to
restore
knowledge
related to
This skill can
be improved
with proper
certification
course from
authorised
institute.
Peer
membe
rs and
colleag
ues
6
mont
hs
After
learning
this skill,
he is
able to
enter
data
proper
and
there is
less
events
5

employees. of data
error.
Communic
ation skill
Communication
is important for
HR personnel.
There are many
departments in
Marks and
Spence, so he
is responsible
for interaction
with workforce.
He wants to
improve his
communicati
on skills, so
this is
relevant and
signifiant for
collecting
feedback
from
employees.
Conferences
and
speeches
from
speakers
helps to
perform
operations in
effective and
relevant
manner.
Top
level
manage
rs and
subordi
nates
judge
Jane
Cambri
dge.
2
mont
hs
Bow
Jane
Cambrid
ge
collects
feedbac
k from
employe
es
through
personal
interview
.
Conflict
Resolution
skills
There is
dispute among
employees at
organisation,
he is not able to
resolve it.
He wants to
improve this
skills so
environment
can be cool
and calm
Online
sources,
brain
storming
activities,
etc.
Top
level
manage
rs
3
mont
hs
With
improvin
g this
skill he
will able
to
maintain
ethical
environ
ment in
organisa
tion.
Working
under
dynamic
Jane
Cambridge
does not prefer
As in external
environment
changes are
Practical
experience
at
Peer
membe
rs
2
mont
hs
Now
Jane
Cambrid
6

environme
nt
to work in
dynamic
environment.
taking place
rapidly, so it
is essential
adopt new
ideas.
organisation,
seminars
and
conferences
ge able
work
with
different
aspects
accordin
g to
external
market.
P3 Differences between organisational and individual learning; training and
development
Learning simply means permanent change in behavior due to shift in knowledge
from the experiences over time/ as a result of experience.
Organizational learning is a long process of exchange of information between
distinct levels of the organization so that workforce becomes well educated about
organizational culture. Thus it affects the decision making skills of the employee
(Langkamp Bolton and Lane, 2012). Seminars, conferences are organized by
managers of Marks and Spencer to provide knowledge related to current market trends.
Individual learning is a process of learning the skills and capabilities of their
specific work so that higher efficiency of the individual can be achieved through classes,
online sources. Newly join sales person could become Sales manager if they achieve
their targets frequently.
Differences between organizational and individual learning
Organizational learning Individual learning
Organizational learning deals with overall
development of the company in context of
knowledge, skills, abilities and
productivity.
Individual learning includes development of
each individual of the company in their
specific work.
It takes time to learn as organizational Effects after learning can be seen through
7

learning is collective in nature. individual productivity in a shorter period of
time
Organizational learning affects the
performance of the company.
Individual learning directly affects the
organizational learning.
Training and development
Training is a procedure organized by the company so that employee knowledge
and skills would be updated allied their specific roles at work. For instance, when an
new employee comes into Marks and Spencer proper knowledge of products, induction,
company's rules is provided and explained by the trainer (Liljenberg, 2015).
Development is a long process of growing in the specific work by upgrading their
skills and competency continuously over a period of time. Like knowledge of an
employee working in Marks and Spencer from past 5 years would be strong as compare
to newly joined individual.
Marks and Spencer provide training to their employees with when technique is
used to operate. There is performance appraisal before and after training. If there is no
positive result, then training method is alliterated.
8

Training Development
Training is a job oriented process as
specific knowledge related to work is
given.
Development is career oriented.
It is given for a short period of time mostly
for 1-3 months.
Development is a long process and take
years to excel it.
It is given by the trainer who has already
all the knowledge regarding the job and its
roles.
It is a self assessment process and fully
based on the quality of training.
P4 Requirement for continuous learning and professional development to drive
sustainable business
performance
Continuous learning is a perpetual process of updating and expanding
knowledge, skills and competencies so that employee will be prepared for the
unforeseen. It is crucial for the employee and company to survive in the competitive
environment. It is the only factor through which company can lead from the top
(Mahembe and Engelbrecht, 2013). For example, supportive leadership style is used in
Marks and Spencer through which subordinates can learn different things from their
manager.
Need for continuous learning :
 Uninterrupted improvement in skills and knowledge of the employees leads to
higher productivity. Through this, company gains a competitive advantage over
others. Marks and Spencer is giving regular training to their employees so that
their employees will be prepared for the unexpected. That's why they remains at
the top of the market
 Marks and Spencer gives regular training to their Sales department for their
personal growth due to which their revenue is increasing day by day as they are
9

highly motivated while working which helps the company in sustainable business
performance.
Professional development for sustainable business performance:
Its a process of continuous improving and increasing the skills and competencies
through training, sessions and continuous learning. Like Marks and Spencer regularly
gives training to the IT department so that they can be well aware of the technology
changes in the market.
Need for professional development
 Continuous development ensures that employees capabilities and skills are
match with current standards of the market. Proper training is giving for the
development and through this company would be prepared for the undesirable
circumstances also. Prepare employee for advancement is important for the
development of the individual and through this company's economic value also
improves with time (Mahembe and Engelbrecht, 2014).
 Continuous changes in work enrich employee work experience and increase their
motivation towards work. Thus company prefer to stay in the organization rather
than switching the company. By this means, Company can grow and perform
better in the future.
SECTION 2
P5 Role of HPW in employee engagement and competitive advantage
High performance working states combination of right person to work with latest
technology. This is the best way through managers are able to perform operations in
efficient manner because they use latest technique. This improve quality of product from
Marks and Spencer and employees are also satisfied. When organisation is working
with latest techniques, then they feel satisfied at work place. This boost confidence of
workforce to face competition in external market.
Employee engagement means involvement of employees in business operations.
Marks and Spencer is the organisation which operates at large scale, so it is essential
to make employees aware about working style. This is relevant for keeping employees
10

satisfied. This also helps to deliver power of decision making because workers have
knowledge about working style. With the help of high performance working, employees
have knowledge related to style of employees and hence they perform according to
culture of Marks and Spencer.
Competitive advantage means to get edge over other similar firm. Marks and
Spencer is the organisation which deals in retail sector, there is much competition in this
industry. So with high performance working, quality of product gets improved. This helps
to maintain good brand image in industry. With the help of HPW, correct personnel is
place at accurate place so this helps to perform commercial activities in appropriate
way. It enhances image of Marks and Spencer in industry and long term sustainability
can be achieved as well (Raes and et. al., 2013).
Elements of high performance working
With the help of high performance working, team work, optimal use of resources,
regular feedback, training, working in ethical manner, etc. are covered. Elements of high
performance work are proper organisational structure. Job roles are designed in
appropriate manner. As there are many employees, so with the help of high
performance working, manager provide job roles according to skills and characteristics.
Reward system is appropriate as per performance of employees. There are less
possibilities of miscommunication within association.
Outcome of HPW
Outcome of high performance working is attaining goals and objectives on time.
Marks and Spencer is able to make good brand image in industry. This is relevant to
compete with other retail sector association.
Conditions which creates high performance work system
Ethical behaviour- Ethical behaviour at work place helps to work with high
performance working system. There is requirement of some changes which are
essential and relevant to maintain decorum of organisation. This can be done when
managers of Marks and Spencer keeps eyes on working style of employees. HR
manager must interact with employees, so they came to know about mindset of
employees. This also emphasise on employee participation in business decisions and
working style (Truss and et. al., 2013).
11

Team work- Team work also helps to achieve targets which is important and
relevant for achieving targets. Marks and Spencer is big brand in industry, this brand
image can be maintained by providing employees to employees. This helps to keep
them satisfied and they give their best. Hence with the help of HPW, team's
performance gets improved.
P6 Different approaches to performance management
ACTIVITIES INVOLVED IN PERFORMANCE MANAGEMENT
Performance management is a systematic process of evaluation of an employee to
ensure that they meets the company expectations of performance. With the help of
performance management, company evaluates each employee capabilities and skills
and how they can improved that results in increase of company's performance.
Activities involved in performance management is as follows
 Activities involved in the work and their targets should be clear in the first place
then only employee would be able to attain it.
 Criteria of the evaluation should be pre-decided then only employee could
achieve it with the perfection.
 Approaches used in the performance management system should be clear and
crystal.
PURPOSES OF PERFORMANCE MANAGEMENT SYSTEM
Purpose management system consists to determine, stimulate, revamp, reward
and examine employees performance at the workplace. Purposes of PMS is as follows,
Feedback mechanism- The criteria of the evaluation for the performance
appraisal should be clear. So that employee would know the exact feedback of their
work as the risk of decreasing or increasing motivation is high due to false report
(Wellin, 2016).
Development concern- When the needs of an employee development is find
out then it helps is making the objective of the next training. Each skills required for the
job should be monitored on a daily basis then only there are chances if increase in
productivity.
Proper competencies and skills required for the specific job can only be find out
after the
12

performance appraisal. So at the time of hiring all the factors should be consider before
hiring and employee (Approaches for measuring performance of employees, 2017).
Approaches of performance management:
Performance measuring is of the important work of the managements. It helps in
deciding the bonus given to the employees and which employee requires the training at
what time. All these things are given through performance appraisal. Mark and Spencer
use this technique to evaluate the employee as well as company's performance. Major
methods for measuring performance are-
(Source: Approaches of Performance Management, 2017)
Comparative approach Result approach
In this approach,ranking is allotted to the
employees according to their work they
have performed.
In this approach, employees are rated by
the organization according to their
performance results.
Forced distribution techniques is use in
this approach.
Productivity measurement and evaluation
system technique is use in this approach.
For instance, Mark and Spencer gives In this, Marks and Spencer first identify the
13
Illustration 1: Approaches of Performance Management

ranking to every sales employee in the
company and then form a group according
to the allotted rank. Top performance
employee would be given a bonus and low
performing employee would be given a
proper training or dismissed.
objectives which they wants to achieve.
Then check that how well the objectives
given are made. Third step is how good
they are to evaluate the performance of
the employees. At last, feedback is given
to the employees.
CONCLUSION
From the above discussion it is clear that HR managers plays important role in
developing individual's skills and knowledge. HR manager must have knowledge related
to legal norms and have collaborative skills to coop up with organisational situation.
Personal skill audit helps to know that IT skills and communication skills of HR manager
is weak. While personal development plan helps to improve those skills with appropriate
measure. Individual learning will ultimately helps in organisational learning, hence
performance of company improves. Sustainable business performance can be achieved
with continuous learning and professional development. Team work and ethical
behaviour are outcome of high performance working system. Result approach of
performance management is best.
REFERENCES
Books and Journal
Anagnostopoulos, C., Byers, T. and Shilbury, D., 2014. Corporate social responsibility in
professional team sport organisations: Towards a theory of decision-making. European
Sport Management Quarterly. 14(3). pp.259-281.
Au, Y. and Marks, A., 2012. “Virtual teams are literally and metaphorically invisible” Forging
identity in culturally diverse virtual teams. Employee relations. 34(3). pp.271-287.
Aubry, M., and et. al., 2012. Organisational project management as a function within the
organisation. International Journal of Managing Projects in Business. 5(2). pp.180-194.
Belbin, R. M., 2012. Team roles at work. Routledge.
Holden, L., and et. al., 2012. Validation of the research capacity and culture (RCC) tool:
measuring RCC at individual, team and organisation levels. Australian Journal of
Primary Health. 18(1). pp.62-67.
Langkamp Bolton, D. and Lane, M. D., 2012. Individual entrepreneurial orientation:
Development of a measurement instrument. Education+ Training. 54(2/3). pp.219-233.
14

Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership. 43(1). pp.152-170.
Mahembe, B. and Engelbrecht, A. S., 2013. The relationship between servant leadership,
affective team commitment and team effectiveness. SA Journal of Human Resource
Management. 11(1). pp.1-10.
Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology. 40(1). pp.01-10.
Raes, E., and et. al., 2013. Facilitating team learning through transformational leadership.
Instructional Science. 41(2). pp.287-305.
Truss, C., and et. al., 2013. Employee engagement, organisational performance and individual
well-being: exploring the evidence, developing the theory.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Online
Approaches for measuring performance of employees. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
15