Suitable Knowledge, Skills, and Behaviours for HR Professionals

This report discusses the suitable knowledge, skills, and behaviours needed by HR professionals for the development of teams and organizations. It focuses on the HR manager role in Marks and Spencer, examining the differences between individual and organizational learning, training and development, and the values of professional development and individual learning within the company.

Developing
Individuals, Teams and
Organisations

Table of Contents
Table of Contents
INTRODUCTION -.........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Find out suitable and professional knowledge, skill and behaviour that are needed by HR
professional......................................................................................................................................3
P2 Examine a whole personal skill audit to determine proper knowledge, skills and behaviours
and creates a professional development plan for a specific role of job...........................................5
TASK 2............................................................................................................................................7
P3 Examine the differences between organisational & individual learning as well as training &
development.....................................................................................................................................8
P4 Examine the factors which is need in company to professional development and continuous
learning..........................................................................................................................................10
TASK 3..........................................................................................................................................12
P5 High performance working to employee engagement..............................................................12
TASK 4..........................................................................................................................................13
P6 Different approaches to performance management..................................................................13
CONCLUSION..............................................................................................................................15
REFERENCE.................................................................................................................................16

INTRODUCTION -
Growth and the development of individual or organisation is depended on human
resource manager of a firm. It is the responsibility of HR manger to perform various function and
activities in order to identify necessity of staff member afterwards provide them appropriate
resources which aids in enhancing & improving their skills and knowledge (Paul, 2019). This
report is carried out on Marks and Spencer company to understand about what are the skill,
knowledge and behaviour is needed in HR manager for the development of team or company. It
is a British retail firm which operates their business globally for enhancing productivity and
profitability of corporate. This organisation is famous for their good quality and luxury products
which possess innovative and creative features. This assignment explains difference between
individual and organisational learning, training and development as well as the values of
professional development and individual learning within company. furthermore, this report also
covers how high working performance and different approaches of performance management
helps company to accomplish predetermined goal or objective.
TASK 1
P1 Find out suitable and professional knowledge, skill and behaviour that are needed by HR
professional.
For controlling and performing more effective and efficiently, professionals of human
resources needs to perform various activities & role for dealing different situations. For this they
need to possess some knowledge and skills for proper allocation of resources as well as to create
and manage people or employees of firm in order to resolve their problems while performing any
task. Manager of Marks and Spencer performs various function and possess different skills and
knowledge to deal with difficult situations in an easy way (Major, 2016). This will improve
productivity and enhance sale and profit of firm. Along with this it helps in determining the need
of training and development session for workers of corporate to achieve better result which gives
benefits to company for operating long run. Some of skills, behaviours and knowledge is
discussed below in context of HR manager of Marks and Spencer:
Skills
 Team management- this is the basic skill that a human resource manager need to possess
in order to manage their team members. In this a good quality leadership style is required

which influence or motivates team members to work effectively and efficiently for better
output along with this they need to be a conflict resolver which resolves problem of each
employee while performing any task or project (Mackay, 2017)
 Organising of people or resources- organising of people means managing of employees
in a effective and appropriate manner within company where as people refers to
employees or workers who performs task for a company to attend predetermined goal.
Proper allocation of people is essential for determining the capabilities and potential of
peoples. And for resources it is important in order to reduce by-products. This will aid
company to enhance performance by providing training and development session to
employees.
Behaviour
 Ethical behaviour – It is the responsibility of HR profession to maintain healthy and
positive workplace environment. For this they need to ensure ethical behaviour with all
staff members within company for maximization of sales and profit. It aids company to
attend their predetermined goal or objective as well as increase market shares with the
growth of revenue. It enhances the motivation of employees too (Long, 2018).
 Equally treating behaviour- In an organisation there are various workers which are from
different culture and background for this it is the responsibility of HR manger to provide
equal treatment to all employees who are at same position within firm. In context of
Marks ans Spencer, HR manager make sure that all employees get equal and benefits in
order to maintain workforce environment. This will remove inconsistency and biases
within firm.
Knowledge-
 Taxation- In context of Marks and Spencer, HR manger need to know about taxation
regulation in order to manage employee compensation within company. As they have to
deal with various taxation which affects the profitability of organisation as well as there
are various factor that influence the satisfaction of employee in terms of taxation
(Huffington, 2018).
 Law and regulation- in order to run company smoothly company needs to flows some
rules and norms that are made by government. And this essential for HR manger to have
great knowledge about that rules and regulations. HR manager of Marks and Spencer

follows some rules such as FDA, SEC, FTC, EPA to run their operation in effective
manner for betterment of organisation (Proctor, 2018).
P2 Examine a whole personal skill audit to determine proper knowledge, skills and behaviours
and creates a professional development plan for a specific role of job.
Personal skills refer to strength, weakness, capabilities and knowledge that a person
possess in itself. The evaluation need of this is arise when an individual want to enhance their
self-knowledge for performing in better and effective manner and that is turned as personal skill
audit. This will aid people in identifying the issues that where they are lacking and how they
overcome these issues. As well as this will help them in getting knowledge that what are that
manoeuvre by which they could perform effectively without any wastage of resources. In which
an organisation can help them to audit their personal skill and then provide them some training
and development session so that they can enhance their knowledge that is required for
performing a particular task in an innovative and creative manner (West and Markiewicz, 2016).
In context of M&S, they can use this technique in order to do detailed analysis of their mangers
and staff members about performance. This will aid employees to become stronger and smarter
as well as lead in getting competitive advantage to firm. These elements possess strength and
weakness which are discussed below:
Strength- I, John David working as a professional manager at M&S organisation. They
offer me this position on the basis of mu skills and knowledge that I have. Some of my skill that
I possess a very good leadership style with excellent communication as I can manage whole team
members and communicate with them in an effective manner which helps company to maintain
workforce environment. There are number of chances come where I resolves conflicts among
employees in easy ways along with this I can perform all difficult task very easily with my
professional knowledge and that makes me feel good and motivated. M&S is a very large
organisation where there are lots of employees who perform task and they very well know about
their role and responsibilities. I help out them by motivating them and encouraging their
performance. As well as help them in order to perform in effective manner for the achievement
of predetermined goal of company. My Interpersonal skill is also very good within company
which helps me getting growth and success along with this aids me to perform all my roles very
well.

Weakness – In professional, my major weakness is I have less knowledge about
technology and that is very essential due to regular changes of technology in market. For
attracting huge number of people towards product it is very important to launch innovative and
creative product. And for this I have had face so many problems whiling dealing with
technologies. Another weakness that I have is lack of time management skill. I am not able to
manage time properly and that leads me to down my moral sometime. For getting success in life
and company is is very crucial factor. My managing time and getting knowledge I can accept
both challenging and big task or projects and that will increase my moral and motivates me to
perform well. Along with this I have lack of attention due to heavy work load and that I can
overcome by managing time in effective and proper way. All these weaknesses consume my time
and become obstacle for me to perform better.
Personal Development Plan- It refers to development of plan that is based on goal
setting, awareness, values etc. The need of personal development is arising when an individual
want to overcome its weakness or for self-improvement. For this they need to use proper
strategies and plan that are needed for the successful implementation of project and this will aids
people in order to manage their skills and knowledge with the benefits for enhancing
performance along with this its aids to maximize the productivity of individual projects
(Popescu, 2016). This will help an individual to do its overall development and growth while
maintaining the future requirements. In which employees can know about their potential and
capabilities. Presently Marks and Spencer devise personal audit of workers on personal skills
which help them to know about their capabilities and potential along with weakness. For
improving the capabilities of individuals, personal development plan helps company for
overcome the weakness and that is described below:
PERSONAL SKILL AUDIT
Skills-
Lack of technical knowledge
Current ability-
My skill related with technical is very low which leads me to rate 2 out of 5
Targeted ability-

My target is to achieve this 5 out of 5 in this filed in order to understand about technology
for introducing innovative and creative products. This is very important for an organisation as
well as for me too.
Objectives-
In M&S firm it is necessary to have knowledge about technology because this will help
out me to change technology of company for the success and growth of firm.
Activity for the development-
It could be done by providing training and development session related with new
technology.
Time limit-
For getting knowledge about technology I need 1 month to for raining my technical skills.
Skills-
Time management
Current ability-
The assessment of operation for instance I use to rate myself in this 2.5 out of 5 star.
Targeted ability-
In this my target is to achieve this 4.5 out of 5 star through enhancement of skills and
talents.
Objectives-
In this my main aim is to manage both easy and difficult task within in a given time or
before time that will aids company to accept more challenging task or projects.
Activity for the development-In this I can get suggestion from my superiors or higher authorities
as well as with my subordinated for managing time properly. Along with this I can improve this
by joining some training and development session related with time management for overcoming
this issues.
Time Limit-
For me 2 months is sufficient to element this weakness and this will lead to improvement
of time management skill.
TASK 2

P3 Examine the differences between organisational & individual learning as well as training &
development
Primary purpose of any company is to accomplish their organisational goal within a
stipulated time. For innovative and creative workers need to enhance their skills and knowledge
and this this the responsibility of HR manger to identifies the need of training and development
sessions. In context of M&S, training and development is the main important factors that
increase knowledge and skill of employees as well as motives workers to work smoothly (Lynn
and Kalay, 2016) This will also provide information about new technologies which can achieve
changes in firm. This is carries out for the purpose of retention.
Individual learning - Personal development is the basic which adds professional qualities
and that welfare system to reach optimisation. When an individual learns something new skill or
idea which indirectly increase the productivity and profitability of company. Those workers who
learn new techniques must share with co-workers for the benefits of individual learning.
Differently, if workers move on to other job then knowledge will also move with them and
organisation will have stuck there.
Organisational learning –It refers to gaining of knowledge related with the function and
activity of firm that is adopted for working flexible with changing environment which increases
efficiency. It is the process of transferring knowledge within organisation. As a company get
experiences then it need to enhance over time. Organisation should be innovative and creative so
that they can develop a base of knowledge during that time.
Difference between individual learning and organisational learning -
Basis Individual learning Organisational learning
General This learning need training and
development session for
improving skills and quality of
staff member. This will aid
workers towards development
and growth. This is necessary
in any organisation for the
achievement of predetermined
In this each worker get
training and development
session in group basis. In this
individual gets benefits on
team basis related to product
that they receive during
session.

goal as well as for employees
to fulfil their personal goal
(Fritz, eschenesand Pandey,
2018).
Purpose The purpose of individual
learning is to enhance the
skills and quality of employees
that could aids company in
achieving knowledge in new
market.
Primary motive of this
learning is to inform or aware
about new thing to employees
and this will have held for
adopting new technology.
Difference in training and development sessions-
Training and development is the process of skill enhancement of employees within
company providing information and instruction on how to perform specific task in innovative
and creative way to increases efficiency. It aids company to maintain organisational culture and
improves quality and safety with moral and image of corporate.
Training Development
Training is meant for operative and process.
Motive of this is to develop additional skills.
The initiative for training is taken by
management in order to meet present need of
employees. This is a short term process
Whereas it is meant for executives with the
purpose of development of total personality.
this is a long term process which is conducted
on regular basis. In this initiative is taken by
workers itself with the aim of meeting future
needs of workers (Coolen, Draaisma and
Loeffen, 2019).
In context of Marks and Spencer, they use this technique training and development for
increasing the skills and knowledge of all staff members of company as well as for the
motivation too. In this instruction is also provided to perform a particular task with an effective
manner. This will aid company and employees both in order to reach their goal.

P4 Examine the factors which is need in company to professional development and continuous
learning.
Learning and professional development both is important aspect in context of
organisation. It is essential process of any company because it helps to employees in career as
well as organisation perspective. It refers must be learn new things in every day so it is great for
an employees and adding value in company. Marks & Spencer is one of the leading British
retailer across globe. It deal in various segment majorly famous for fashionable clothing segment
(Strode, 2016). It deals in various segment accordingly they provide work culture to their
employees and they learn lot of things. Their learnings help in growth of business and easily
achieve the goal of organisation. It is also help to evaluation of performance of employee in
order of 360-degree performance appraisal (Alexander, 2018). There are various function and
operation of company so must be provided timely conduct training and development programme
so it easily run functions of company. Superiors help subordinates in their work and influencing
accordingly guide them about work. HR manager of play vital role in entity. It is responsible for
provide a training on time so it is learning lot of new things and it is help lot for itself
development and career progress as well as provide sustainable business mode. It is influence lot
team leader guide their team member and also provide information to HR regarding the
employees to need a training & development in particular field.
Decreasing productivity-: In that reference continuous learning and development is
essential when reduce in productivity of organisation. It is including those when a decrease
productivity and firm face lot of problem regarding operation and function of organisation so
must be providing training for employees to improve performance. Employees performance
impacts work of company which is required continuous learning programme. Marks and Spencer
provide training for employees in order to boost profitability and develop brand image in the
market. It is easy to achieve a target when employees are capable to doing such things and
increase productivity of company (Armstrong, 2016).
Reduce sales: When company face those situations their competitors take advantage and
it impacts reducing sale. Ion context of Marks and Spencer invest to attract and retaining their
talent because it helps to increase in productivity and boost sale revenue of company. Employees
well trained and up to date in knowledge so that they can respond according to the company's
changing needs. Continuous learning means lot for a company to show its employees they are

worth investing in. It also helps in boost sales, take competitive advantage and create new
customer segment easily. Marks & Spencer developing their employee’s personality through
provide training of professional development and learning in order to also develop more
flexibility in their operation and functions (Dahama, 2019).
From the above concept, continuous learning and development is essential for an
organisation in order to boost sales and increase profitability. It is essential due to dynamically
changing business environment so must be employee required those skills which is help in career
progress. In Marks & Spencer conduct both type of programme individual and organisation
learning programme in order to continue increasing knowledge. This is very important aspect
because changing economic climate demands that they employees must be up to date knowledge
and flexible according to changes.
Learning cycle theory:
Learning cycle refers to the learning stage, experience and knowledge are used for
positive outcome. Stages of learning cycle theory is discussed below-
 Concrete Experience- It implies to the learning of different situations which also
increases the critical thinking of the individual for professional development.
 Reflective Observation- It refers to the learning of experiences which is faced and use
this in practical way.
 Abstract Conceptualization- This says about learning different theories so one can use
this for professional development.
 Active Experimentation- To verify the correct theories used as a model for the better
performance.
Professional development plan
TARGET Action to achieve Status TARGET Date
Improvement in
communication skills
with critical thinking
Allows to improve the
ascents related to
languages
IN process 11/10/20
Having experience in
reputed industry
Developing contacts
within firm.
Identifying &
understanding the
Pending 11/21/20

areas which have been
focused.
Become more
knowledgable to
achieve merit in
courses
Forces to attend
lectures and seminars
to getting deep
knowledge.
In process 12/24/20
TASK 3
P5 High performance working to employee engagement.
High performance working is defined as the system of enhancing competition and
developing healthy working environment at work place. The involvement and participation of
employees and managers in decision making resulted in employee engagement. This function is
most vital to support working culture at work place. This function is related with technology,
employee’s performance and business structure. In today’s world high performance system is
getting more focused in the corporate world. Proper implementation of this system enhanced
productivity & rapid growth of the company. HR Manager of Marks & Spencer designed
research report in order to manage performance of the employees.
Marks and Spencer needs to develop competitive environment at the market place by
developing innovative & creative working environment. There should be focus on new trend
arriving at the work place so that sales of firm can be enhanced (Savolainen and Ikonen, 2016)
Marks & Spencer should be flexible in performing their business activity according to demand of
product at the market place. In relation to high performance working helps management team of
Mark & Spencer helps to analyse and evaluate performance index of employees. Employees
encouragement and motivation leads to hard working and achieving their targets on given
duration. HPW helps firm in effectively utilising all business resources and enhancing
performance index of employees so they can easily achieve success in their business activity.
Transparent Communication -The open communication system maximises
performance system of the employees. Mark & Spencer have used open communication policy
for motivating employees at work place in order to gain success in their operations. Transparent
communication system helps in bringing loyalty, trust and motivation among the employees.

Within this communication system both employees and employer are mainly focusing on
common goals and objective this result in maintaining discipline at work area.
Shared Responsibility: Marks & Spencer is the biggest clothing retailer industry at the
market place and they should share their roles & responsibility with employees for developing
employee engagement at work area. Sharing of roles & responsibility helps company in
providing bonus, incentive, appraisals which in turn motivate employees for enhancing
performance at work area and achievement of set goals & target ( Bourbousson, Feigean and
Seiler, 2019).
High productivity & profitability: High work performance plays an important role in
enhancing productivity this resulted in job satisfaction among all the workers, development of
knowledge and skill. High performance working helps employees to tackle different situation
and accomplish desired goals.
Benefits of HPW :
• High performance working creates positive and healthy workplace environment that
creates a good image of company at marketplace.
• It gives better outcomes as well as better financial results.
• Additionally, it gives strength to each employees for performing better so that they will
able to compete with competitive world.
• High performance working tends to better profitability, productivity with better
responsiveness to consumers and greater flexibility are the outcomes of applying of HPW
TASK 4
P6 Different approaches to performance management
Performance refers to continuous and consistently improving performance of an individual
& team in organisation by setting particular goals or objectives. It is time consuming process but
is effectively and needed to be used by every enterprise. In relevance with M & S, manager of
make assure that performance is increased at continuous level so that it is easy to make effective
decisions regarding growth & development. The manager of firm makes ensure that every
department consistently improve their performance so that objectives are achieved in proper
manner. So, chosen company uses different approaches which are mentioned below-

Comparative approach- It is most effective approach which is used by Marks &
Spencer as in this method comparison is being done on basis of past & present data then
accordingly graphs, charts are prepared to measure performance. By doing comparison, it is easy
to make decision regarding performance of firm & employees at all al aspects. To use it, reliable
credentials are required so that comparison is done in correct way.
Attribute approach- This is another method which is adopted by company because in
this characteristics, traits are measured of every individual which are useful in team coordination,
problem solving, discussions etc. By measuring of such attributes it is easy to analyse
behaviour& progress of level of every individual. Moreover, mixed rating scale is being adopted
by enterprise (Salas and Bisbey, 2019) .
Behavioural approach- Further arises behavioural method in which BARS elaborated
as Behavioural anchored rating scale is used for determining the areas of jobs of their
subordinates. context with chosen entity, it will help them in understanding every individual
attitude properly.
Collaborative Approach: This is defined as educational approach in which learning
activity involves group of students working collaborate with one another for solving problem or
development of a product. Learning is an active business process where information is collected
for developing new framework.
Result method- It is another effectively used method in which progress is measured on
basis of result. To do this M & S use PROMES which is known as productivity measurement &
evaluation system. Another one is also used which is Benchmarking & Balanced scoreboard
technique. It is important to use this sop that decisions regarding performance of employee are
made in appropriate manner.
After analysing above paragraph, it is seen that it is crucial to measure performance of
company, employees so that improvement areas are being identified in proper manner.
Furthermore, appropriate approaches are to be used for improving progress & performance both
at consistent level. It is duty of manager & HR to be aware about these methods so that progress
is improved in most efficient manner (Huang and et. al., 2017) Also, detailed analysis is needed
to be maintained for achieving objectives & goals. Other than these methods, PM involves
several procedures which is further explained below-
 Developing a recruitment plan for making job description clear.

 Improving progress talented employees are being hired.
High performance culture and committed support company in many ways like it provides
focus towards execution of strategies, as everyone is engaged with their roles and regulations.
As well as it increases productivity, profitability and consumers satisfactions. It delivers
consistency in leadership and management practices by improving organisational agility.
360 degree feedback: This the best method to measure the performance of employees
within firm by this entities of company will able to engage themselves in order to take regular
feedback from all authorities, workers and colleagues. Form this significant tool, management
team carry out process for taking anonymous or confidential feedback so that conflicts will not
arises and equality will be maintained.
CONCLUSION
From the above report it has been concluded that skill and behaviour of HR professional
plays an important role at Marks and Spencer for hiring talented employees who will enhance
production thus resulting in achieving set business goals and target. There should be main focus
on organising training and development activity which will result in growth of employees.
Managing performance of employees at Mark and Spencer can be done with the help of HPW for
achieving competitive gains at market place. Training helps in achieving set vision of
organisation by which firm can develop plans for expanding business operations therefore
enhancing their overall profitability scale.

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