Organisational and Individual Development Analysis

This report provides an in-depth analysis of organisational and individual development, focusing on the significance of employee engagement and performance management. The study concludes that organisational and individual development is essential for achieving business objectives and gaining a competitive advantage. The 360-degree performance management approach is identified as the best method to analyse individual performance and improve working efficiency.

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
a) Knowledge, skill and behaviour required in HR professional.................................................3
b) Personal audit..........................................................................................................................4
c) Professional development plan................................................................................................6
M1 personal reflection.................................................................................................................7
d) Comparison between organisational and individual learning, training and development.......8
e) Needs for continuous learning and professional development................................................9
M2 Learning cycle theory..........................................................................................................10
SECTION 2....................................................................................................................................10
1) Contribution of HPW in employee engagement and competitive advantage........................10
2) Performance management approaches..................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employees are assets of an organisation and their contribution supports the firm in
accomplishing its objectives. Development of these staff members assist in improving
performance of workforce. Training and development is an essential function of Human
Resource Management (HRM) (Brewster and Hegewisch, 2017). By providing necessary
training to the employees, HR managers improve skills of the individuals so that they can
perform well and can contribute in the accomplishment of objectives. Current report is based on
case study of Jane Cambridge. Individual is working as HR officer in Marks & Spencer. Current
assignment will discuss about knowledge, skills and behaviour required in HR professionals.
Furthermore, it will conduct skill audit in order to identify strength and weakness of HR officer.
Study will compare organisational and individual training and development. Furthermore, it will
analyse contribution of Human Resource Planning (HRP) in employee engagement.
SECTION 1
a) Knowledge, skill and behaviour required in HR professional
Development of an organisation depends upon the employee of the firm. If they have
necessary skills and talent, then these people can contribute well in the success of business unit.
In the absence of skilled workforce, entity can get failed to meet with its organisational goal.
Marks and Spencer is a firm which hires candidates by looking at their knowledge and talent.
These highly skilled workers support in raising performance of the corporation (Budhwar and
Debrah, 2013).
As per the given case scenario, Jane Cambridge is working as HR officer in M&S. Person
is highly responsible to manage the workforce. But individual is required to improve his skills
and knowledge so that he can perform his duties well. There are several skills, knowledge and
behaviour that is essentially required in HR officer of cited firm (Cummings and Worley, 2014).
These are explained as below:
 Relationship building skill: HR manager of the company have to deal with many
employees. It is essential for the person to develop strong relationship with other staff
members. By this way, individual can make effective coordination with people and can

make them understand their role and responsibilities in Marks and Spencer. Further, HR
manager is responsible to analyse issues of the business and then should resolve these
issues (Erez and et.al, 2013). In order to identify the work based problems, HR officer of
the company is required to build strong relationship with staff members so that root cause
of problems can be identified and effective action can be taken to resolve these issues.
 Technical skill: It is another most important skill and knowledge which is required to be
improved in Jane Cambridge. With improving technical skill, HR officer will be able to
perform his duties well. It will support in managing operations well and improving
efficiency level of the operations. By this way, errors can be minimised and individual
will be able to perform well (George, Haas. and Pentland, 2014).
 Communication skill: It is most essential knowledge and skill that need to be improved in
HR officer of Jane Cambridge. Human resource officer is responsible to coordinate with
others. Individual has to make other staff aware with their role and responsibility. Apart
from this individual has to give training to them so that they can develop their
knowledge. By improving communication HR officer of cited firm will be able to interact
with staff members well and individual will be able to analyses their training needs. It is
the only ways through which human resource officer can make other understand with
their responsibilities in the organisation (Goetsch and Davis, 2014).
 Motivational skill: Jane Cambridge needs to improve motivational skills. HR officer has
to be able to encourage others so that staff members can perform their duties well. This is
the only way through which Human resource manager can enhance business performance
and can contribute in achieving goal of the organisation (Panahi, Watson and Partridge,
2012).
b) Personal audit
Human resource officer of the company needs to assess their skills in order to identify
skills within the person. For that, personal audit is the best way through which HR officer can
conduct self-evaluation and can identify improvement areas. This audit supports the person in
measuring strength and weakness (Purce, 2014). By this way, HR officer can prepare

development plan so that weakness can be minimised and strength can be enhanced. Personal
audit of Jane Cambridge is as below mentioned:
Strength
 Good knowledge of HR theories, models and concept: It is the major skills and strong
point of Jane Cambridge. Individual is working as human resource officer in Marks and
Spencer. Being a HR officer, it is essential to have understanding about HR policies,
theories, models. With respect to this, Jane Cambridge has good knowledge about these
aspects (Robbins and Judge, 2012).
 Relationship building skill: It is another strong point within Jane Cambridge. Individual
is capable to build relationship with other staff members. It supports the person in
analysing their needs and fulfilling these needs effectively. By this way, person becomes
able to motivate team members (Schalock and Verdugo, 2012).
Weakness
 Communication skills: Individual is unable to communicate properly with other staff
members. This creates problem in making them understand with their role and
responsibilities.
 Ineffective leadership and managerial skills: It is another drawback of Jane Cambridge.
Individual is unable to lead and manage team members. That is why people are not
satisfied with the workplace environment (Erez and et.al., 2013).
Opportunities
 Huge career opportunities in HR field
 Work in leading retail firm
Threats
 Changes in current practices and policies

c) Professional development plan
By conducting personal audit, it is analysed that HR manager of Marks and Spencer has
some strength and weakness. It is required to minimise these lacking points immediately so that
individual can perform well in the organisation. Personal development plan is described below,
that can help Jane Cambridge in minimising his weakness (Erez and et.al, 2013).
Skills Action Resources Time frame
Communication skill For improving
communication skill,
Jane Cambridge is
required to attain
English speaking
class. Individual has
to attain seminars and
have to read articles
of good
communicators. By
looking at their video,
individual can
develop their
communication skill.
Seminar hall, group
discussion, internet,
computer, YouTube
access.
3 months
Technical skills It is another lacking
point in Jane
Cambridge. For
developing this skill,
person is required to
attain training
program where HR
officer can get
knowledge about the
latest software and
Computer, training
room, internet,
equipment, seminar
hall
2 months

technical equipment.
Individual has to take
guidance of senior
staff.
Leadership skill It can be improved by
participating in
seminars and attaining
professional
conferences.
Individual can read
articles of best
leaders. This will help
in developing
knowledge about
leadership skill.
Group discussion,
books, internet,
computer, seminar
hall.
3 months
M1 personal reflection
Being a HR officer in Marks and Spencer, I have to play crucial role in the organisation. I
need to manage other staff and have to make them understand with their role and responsibilities.
From the personal audit, I have realized that I have much weakness that needs to be improved
soon. I want to become a good HR manager in the organisation; for that, it is essential to take
action in order to minimize these lacking points (Brewster and Hegewisch, 2017). My
communication skill is very poor due to which I am unable to coordinate with team members
well. My technical skills are average but I need to improve it more. Due to poor knowledge of
latest software and technical equipment, I have to face many difficulties in managing my work
and completing it properly. In order to improve these lacking points, I will have to attain
seminars and professional conferences. It will help in developing this knowledge and I would be
able to evaluate myself. These activities will support me in performing my work well and
contributing well in accomplishing goal of organisation.

d) Comparison between organisational and individual learning, training and development
Training and development is essential part of business unit, this supports in improving
skills and knowledge within staff members. It helps in raising their talent and making them able
to perform their duties well. It is the responsibility of HR manager to identify training needs of
staff members and provide them training accordingly (Cummings and Worley, 2014). By
organising training and development programs in the workplace, entities try to enhance skill,
talent of individuals so that they can perform their duties well.
Jane Cambridge is working as HR officer in Marks and Spencer, being a HR manager
person is required to have necessary skill which is lacking in him currently. Training is the
program which is organised with the purpose to develop skills and ability of workforce as per
their role in the organisation (Schalock and Verdugo, 2012). On the other hand, development is
quite differed from training. Development is the program through which entity tries to develop
the person so that individual can get better career opportunities. Training provides opportunities
to individual to enhance their skill, knowledge and abilities. Whereas development is considered
as educational process that support in personal and professional development of individual (Erez
and et.al., 2013).
Organisational learning is the aspect in which company gives training to the employees
related to skills and knowledge related to needs of entity. Whereas individual learning is related
with personal and professional development of the person. Organisational learning is the aspect
that helps the firm in accomplishing their objectives within stipulated period of time. Whereas
individual learning supports in the development of individual (Cummings and Worley, 2014).
Learning programs of corporation helps the person in identifying their strength and weakness
that creates problem in fulfilling their job in an effective manner. Whereas individual learning is
related with specific strength and weakness.
Industrial learning is the tool through which entity can raise skills of its staff members
and can accomplish its goal. On the other hand, individual learning is specific for the person
which helps the individual in personal and professional development (Brewster and Hegewisch,
2017). In organisational learning, efforts are put by higher authorities of the firm for developing
necessary skills and abilities within its staff remembers. Whereas in individual learning, person

has to take action for their growth. Individual has to done self-assessment and self-evaluation in
order to identify weakness and accordingly individual has to take action to minimize these
problems so that personal and professional development can take place.
e) Needs for continuous learning and professional development
Continuous learning and professional development is essential aspect of business units. If
people have necessary skills and capabilities then it can support the firm in accomplishing their
organisational goal (George, Haas and Pentland, 2014). Continuous learning and professional
development assists in sustainable business performance and growth of the entity. The main
agenda of Marks and Spencer is to enhance their profitability and gain competitive advantage
(Purce, 2014). In order to fulfil its goal, company is required to take action for developing skills
and professional development within its staff members. Continuous learning will be beneficial
for the cited firm in improving abilities of staff members. By this way, they will be able to
perform better in the organisation. There are various reasons for continuous learning and
professional development:
 Continuous learning and professional development are the tools that encourage human
resources in completing their responsibilities in an effective manner. By this way, entity
can get high level outcome and can grow well (Robbins and Judge, 2012).
 It provides good knowledge to staff members that help them in performing their work
effectively. By this way, entity can get competitive advantage. If people have necessary
skills and abilities then they will be able to deal with customers soundly. Through this,
quality services will be provided by them to consumers as per their needs and
requirements. It will attract new customers and they will be loyal towards the brand.
 Continuous learning and professional development supports the firm in enhancing brand
image of the entity. Creative ideas and innovative thoughts can be developed by this way
and people will contribute well in the success of business unit.
 Through continuous learning and professional development, Marks and Spencer will be
able to implement advance technologies in workplace. It will assist in improving
efficiency level of operations and completion of work in less period of time (Schalock
and Verdugo, 2012).

 This can help Marks and Spencer in raising quality of work and satisfying customers
effectively. It can support the firm in becoming market leader.
M2 Learning cycle theory
Honey and Momford
It is the learning cycle theory which pay attention on several stages; activists, reflectors,
and pragmatists. This theory explains that each person enhances his skills and knowledge from
different aspects. Activists learning style explains that people improve their knowledge through
experience (Honey and Mumford, 2017). Their experience supports them in learning new things.
Theorist learning style explain that people get to learn from ideas and truth (Erez and et.al.,
2013). Pragmatists learning style describes that individual capabilities help the person in gaining
knowledge about new things, these people convert their learning into practices. On other hand,
reflector learning style explains that people learn from watching the reality.
SECTION 2
1) Contribution of HPW in employee engagement and competitive advantage
As stated earlier that employees are the assets of the organisation; if they perform their
work effectively then it can support entity in accomplishing their goal. It is essential for
organisations to make effective strategies so that they can work better and can gain competitive
advantage. High performance of workforce is the tool through which entities can accomplish
their goal and can gain success in the market (Brewster and Hegewisch, 2017).
High performance working is the tool that helps in enhancing engagement of employees.
Company puts its hard efforts to improve skills of workers so that their performance can be
improved. It helps in enhancing employee engagement and they become able to deliver quality
services to the organization (Cummings and Worley, 2014). In addition to this, engagement of
employees can be enhanced by gaining trust of these people, if firm has strong relationship with
its workforce then it can perform well and can meet their objectives. By developing strong
bonding with the staff members, company can gain trust of the people and can make them loyal
towards the brand. It will be beneficial for Marks and Spencer in gaining competitive advantage
(Goetsch and Davis, 2014).

If cited firm offers rewards and recognition to its staff members then they will work well.
It will encourage them to execute their work in a better way and put their best efforts to meet the
organisational goal. This motivation will support in raising business performance of workforce.
It can support the organisation in gaining competitive advantage and sustaining in the market for
longer duration (Schalock and Verdugo, 2012). Benefits of high performance working for Marks
and Spencer are as following:
 It can support in gaining high level output. Employees can feel satisfied and they put their
hard efforts in order to enhance quality of work. This can help the firm in gaining desired
results.
 High performance working supports in gaining competitive advantage. This is because
skilled employees can conduct work effectively and they can provide quality services to
customers. Thus, entity will be able to gain competitive advantage (Erez and et.al., 2013).
 High performance working will support in minimising errors and wastage. With the help
of this, entity will be able to make control over its unnecessary expenditures. Thus, cost
will be minimised and organisation will be able to increase its profit.
2) Performance management approaches
Performance management (PM) is the tool that helps the firm in measuring the
presentation of its workers. HR manager of the company measure execution of the employees
and on this basis, company offers them reward and recognition. It provides feedback to
individual performance in the organisation (Robbins and Judge, 2012). It is the great tool through
which higher authorities can identify loop fall in the operations and they can make effective
strategies to resolve such problems. PMis done by higher authorities of Marks and Spencer.
Various approaches of performance management are as following:
 Collaborating working: It is an approach in which workers work together in order to
accomplish common goal of organisation. In this method, managers of Marks and
Spencer observe performance of workers and identify their capabilities to work
collectively. This supports in analysing skills, ability of workers and measuring their
performance (George, Haas. and Pentland, 2014).

 360-degree appraisal feedback: It is another performance measurement tool in which
managers take review and feedback of the person from their colleagues and seniors. After
getting feedback of the person’s performance, they measure it. Furthermore, this helps in
giving grade to employees and on basis of this grading, management takes further action
to appraise the person.
 Group activities: It is another performance management approach, in which higher
authorities of Marks and Spencer organise group activities and allot some tasks to
employees. In this activity, managers of the company observe individual execution and
they measure their level of performance (Brewster and Hegewisch, 2017).
CONCLUSION
From the above report, it can be concluded that organisational and individual
development is an essential aspect which supports the firm in accomplishing its objectives. It is
crucial that employees of the organisation perform their duties well, for that, managers are
required to conduct training and development programs for them so that their skills and
knowledge can be improved. Employee engagement is the tool that helps the firm in gaining
competitive advantage. Through enhancing employee engagement, entity can make people loyal
and raise their working efficiency. From the above study, it can be articulated that 360-degree
PM approach is the best way through which higher authorities can analyse individual
performance and can work to improve their working efficiency.

REFERENCES
Books and Journals
Brewster, C. and Hegewisch, A., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A., 2013. Human resource management in developing countries.
Routledge.
Cummings, T. G. and Worley, C. G., 2014. Organisation development and change. Cengage
learning.
Erez, M., and et.al., 2013. Going global: Developing management students' cultural intelligence
and global identity in culturally diverse virtual teams. Academy of Management Learning
& Education, 12(3), pp.330-355.
Erez, M., and et.al., 2013. Going global: Developing management students' cultural intelligence
and global identity in culturally diverse virtual teams. Academy of Management Learning
& Education, 12(3), pp.330-355.
George, G., Haas, M. R. and Pentland, A., 2014. Big data and management. Academy of
Management Journal. 57(2). pp.321-326.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organisational excellence. Upper
Saddle River, NJ: pearson.
Panahi, S., Watson, J. and Partridge, H., 2012. Social media and tacit knowledge sharing:
developing a conceptual model.World academy of science, engineering and technology.
(64). pp.1095-1102.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Robbins, S. P. and Judge, T., 2012. Essentials of organisational behavior.
Schalock, R. L. and Verdugo, M. A., 2012. A Leadership Guide for Today's Disabilities
Organisations: Overcoming Challenges and Making Change Happen. Brookes Publishing
Company. PO Box 10624, Baltimore, MD 21285.

Online
Honey and Mumford, 2017. [Online]. Available through<http://resources.eln.io/honey-and-
mumford-learning-styles/>.