Managing Business Performance in Organization

This report discusses the importance of teams in managing business processes effectively and efficiently. It also covers knowledge, skills, and behaviors required by Human Resource (HR) officers to handle all business activities properly. Additionally, it explores employee engagement and competitive advantages within Marks & Spencer's organization. The document presents various approaches for managing business performance in organizations, including the use of technology to improve quality management systems.

Developing Individuals, Teams
and Organisations

Contents
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................4
a) behaviours, knowledge and behaviours of human resource professionals in various
departments.................................................................................................................................4
b). Personality skill audit............................................................................................................5
c) Professional development plan of Jane Cambridge................................................................6
d) Differentiate between individual and organizational or training and development...............8
e) Professional development and continues learning used for business development.............10
SECTION 2....................................................................................................................................11
i) High performance work contributes towards the competitive benefits and staff members
engagement...............................................................................................................................11
ii) Different approach used for performance management by using respective examples.......13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing individual is a process for developing plan and it is a documentation of strategies
that are planned by manager and leaders. . This process will help in achieving the business goals
and objectives. Marks and Spencer is a leading organization for providing the different types
products in marketplace and it is based on the supermarket firms This report discuss about the
Marks and Spencer that support to their employee for skill and knowledge development. This
report will discuss about skill and knowledge, behaviours i.e. requires for HR professionals
across the department. This assignment will discuss about the different performance
management plans by of Jane Cambridge Further, this report will also provide the differentiate
between organizational learning or individual learning

SECTION 1
a) behaviours, knowledge and behaviours of human resource professionals in various
departments
Human resource manager is a responsible person for controlling the whole enterprises
operations and functions in proper manner. It is essential for Marks and Spencer in order to
provide the business services and products to their consumer. There are some important
knowledge, skill and behaviour i.e. required for HR professional in order to achieve business
objectives:
Behaviours Curious- Human resource officer should be curious about their work and actively
interested towards the around Marks and Spencer. HR officer should have questioning
attitude and willingness to learn new things in the HR role (Baker, and Lakhani,2018). Decisive thinker- Human Resource officer have decisive thinker and understand or
analyse the data in effective manner. This is important part of organization to manage the
entire business activities. According to their decisive thinking, they easily provide the
indication towards the financial project success. Skilled influencer- Human resource officer influence the other employee at all level of
Marks and Spencer.
 Role Model- HR officer act with the integrity, independence and impartiality. the
objective of human resource that apply this approach and strategies according to
situations.
Skill: Communication skill- this is the primary skill of human resource officer i.e. essential for
Marks and Spencer as well. HR officer is required for communication and discussion
between the employer and employee. Communication skill gives people to strong ability
for conflict the resolutions. This skill helps for negotiating and invaluable solutions.
 Critical thinking skill- Critical thinking help Human resource officer in balancing the
complex situation in Marks and Spencer. Human Officer need to create strategically
cultivate a business environment and also work together to improve the business
operations and functions (Bezzina and Tipurić et.al.2017).
Knowledge:

 Personnel and human resource- HR officer should have knowledge of principle and
process for personnel selection, recruitment, training, lobar relations and negotiation etc. English knowledge- English knowledge is important part of organization that help in the
business and development. Knowledge of structure of English and contents such as
spelling of words, grammar and compositions.
 Administration and management- Human resource officer is ability, skill to handle the
enterprise's resource in the leadership techniques etc. HR officer is required the
qualification of management skill that help for managing the business operations and
functions in proper manner.
b). Personality skill audit
A Skill audit is necessary method for determining the individual recording of person or
group. The main objective of skill audit in the organization to determine specific knowledge and
skill for the growth and development.
Personal skill audit is the best way for individually determine the personal strength and
also develop healthy environment. It is important for employee to keep career on the track which
is mainly ambitious entrepreneur and managers.
Communication skill- communication skill is required for manager to communicate with another
staff members. It is important skill and knowledge for interacting with another person in
effective ways.
Information technology skill- Information technology uses for completing their tasks such as
power point preservation, Microsoft excess, data base, email and internet etc.
There are some important three different stages in personal skill audit :
Stage 1: Prepare and determine the employee skill audit
 Plan an effective skill audit for employee’s
 to reach towards the scope of employee and purpose
 Develop project plans. Obtain and authorize for enterprise plan
Stage 2:the changes in Marks and Spencer or staff members for achieving their skill-
 Analyze to change the skill information technology of employee in Marks and Spencer
that require for business development.

 Collaborate with the employee to understand their need and requirement. In this way, it
can be determined the specific skill and knowledge. Marks and Spencer also improve the
business process. Find the latest updates in the sector that affect the organization.
Stage 3: Analyze the result and skill development need -
 HR officer help for improving the employee skill and achieving the goals and objectives
of Marks and Spencer.
Hence, in order to carry out excellency in the present weaker areas of knowledge and
skills, it is fundamental for Jane Cambridge to prepare effective learning program. It is required
for organisation to deliver Jane Cambridge proper training and learning program to shape her
skills and qualities (Bushe and Marshak, 2018).
 Motivational skills – Motivation skill is an essential for organization that help for
increasing the business all over the world. Jane Cambridge has skill to influence the
employee towards the organization.
 Technical skill- Technical skill is the main part of Jane Cambridge to identify the need
and requirement of business in proper manner. Technical skill help for managing the
business process to find out the entire business process in proper manner.
 Communication skill- Jane has good communication skill to provide the facilities and
services to the employee and also communicate with the staff member. In this way, they
easily find out the best skill for growth and development.
 Accounting skill- Accounting skill will help for the organization to solve the problem
related the accounts. Jane Cambridge has skill to handle the problems regarding the
accounting.
c) Professional development plan of Jane Cambridge.
Sr. No. Learning
objectives
Target
proficiency
1 = Weak
Current
example
Success
criteria
Activities Time scale

5 = Strong
1 Motivationa
l skills
3 I cannot not
able to
motivate to
the
employees
and resolve
their
problems
and issues.
this will
help me in
retention of
employees
by solving
their issues.
This can be
improved by
attending
seminars
conducted
by
motivational
speakers.
3 months
2 Technologic
al skills
4 I am not
able to use
skill for
managing
the business
process.
salary
making, etc.
software
This
restricts me
in becoming
a good HR.
I need to
improve this
which will
help me in
gaining
knowledge.
It can be
enhanced
through
different
training
courses,
seminars,
etc.
4 weeks
3 Communica
tion skills
3 I am poor in
this skill as
I am not
able to
effectively
I need to
improve
this. It will
help me in
becoming a
By doing
independent
study I can
improve my
communicat
2 weeks

communicat
e with
employees.
good
negotiator.
ion skills.
4 Accounting
skills
2 I am not
able to
calculate
salary, PF,
ESIC, etc.
this affects
my
performance
.
Enhancing
this will
help me in
quick
calculation.
This can be
enhanced by
attending
training
courses.
5 month
d) Differentiate between individual and organizational or training and development
Individual Learning-this learning process is self directed which is based on the work
process for leading and increased capacity in the organization. Learning and working are
interrelated to each other. Individual learning is a capability and employee capability is to
perform that manage the entire process of organization in proper manner.
Organizational Learning – Organization learning is systematic approach which is based
on the team or group of people that combined to create effective plan for growth and
development. Employee involvement is an effective for the organization which support to
increase the business process.. It is very difficult for manager to manage the entire business
operations and functions in Marks and Spencer. Business also needs to learn the competition and
adopt the new policies for changing the environment of business. Development and learning are
essential factors that thrive knowledge and qualities of an individual (El-Awad, Gabrielsson and
Politis, 2017). For Example- Marks and Spencer also uses different approaches for managing the
business process effectively and efficiently.
Comparison between the organizational learning and Individual Learning:

Organisational Learning Individual learning
 Organizational learning is a process for
creating, using and share the idea to the
organizations.
 Individual learning is a process for
distributing and capturing or effectively
using the knowledge.
 It is typically takes one or two forms
such as individual and group of learns.
 This learning process provide the
personality growth of people. Many
people increase their knowledge with
the help of individual learning process
(Eriksson and Kadefors, 2017).
 Organizational learning is the best
process and that collective the efforts to
absorb, disseminate knowledge
(Geraldi and Söderlund, 2018 ).
 The individual learning have capacity
and ability to learn a new things and
enable to meet the demand of changes.
 It is a complex process and face many
challenging issues at the time business
development.
 It is the simplest process to learn new
things by using internet and book that
are available in marketplace.
Training and development to learning:
The organization requires good and effective employee who can perform in very well. In
Marks and Spencer, staff are required to adopt new environment and also change the response
without loss of profitability and productivity. Training is a based on instruction that provided by
trainer in Marks and Spencer. Training help for employee to improve their skill ad knowledge or
developing their positive attitude towards the organization (Gillard and White et.al., 2017).
Manager provides the opportunity to their employee.
Development is a long term process for developing the skill and knowledge which help
for organization to increase the productivity and profitability in marketplace. There are important
factors that will help for creating development.
 Performance review
 Imposed change
 Personal motivation

Organizational and individual learning are interconnected to each other for managing the
business process in effective manner. Organizational learning is basically depended on the
particular and individual learner that combined together to maintain the business plans and
strategy. Both are linked because they have capabilities to determine of enterprise operations
and functions.
e) Professional development and continues learning used for business development
It is a process for simply increase their new skill and knowledge that help in the
organization. Learning is used to reference how the learning takes places in the organization.
Company mainly focus on the employee and also help for expanding their knowledge for growth
and development of organizations.
Professional development is learning process for acquiring the academic knowledge.
Professional development is required for organization to understand the business process and
their functionality in proper manner (McClory, Read and Labib, 2017). This learning process
will help for achieving the goals and objectives of company.
Importance of continuous learning and professional development:
Performance improvement- Continues learning is increasing the performance of task in the
Marks and Spencer. This learning process help for measuring the output of enterprises process
and their procedure. Sometimes, organization also modify their process to increase the efficiency
and capability of process(Stanton and Hancock et.al., 2017). For growth and development,
Performance improvement is a necessary part to change the employee level and opinion towards
the Marks and Spencer.
Personal growth- Professional development and Continuous learning are the most appropriate
approach that help for consistent improve the self skill and knowledge. Personal growth is based
on ongoing process. There is no limit and saturation points etc.
Improve performance in current job- Performance improvement at their workplace is important
because people learn many things and improve their skill in their current job. To improve the
performance at their workplace, employee have ability to fix some priorities and also identifies
the relevant and irrelevant faces in different tasks. There are some best way to improve the
performance at work place(Stanton and Hancock et.al., 2017).
 Develop positive or mental attitude

 Improve skill and knowledge Importance of personality at workplace
Prepare employee for advancement- In marks and Spencer, Employee always ready for the
advancement of employee. This organization is plan for establishing the business process and
also recruit the employee to develop their skill and knowledge or ability towards their goals and
achievements. Succession planning is followings:
 Identifying the workforce trends or predictions.
 Analysing the cost of training and recruiting. Understanding the long term goals and target of Marks and Spencer.
Enrich employee’s work experience- Enrichment is a management process that involve for
designing jobs and it is a challenging part of employee because they have less repetitive work.
Staff member also learns new things for starting point. The main purpose of enrichment is to
make the position is more satisfying to their employee.
SECTION 2
i) High performance work contributes towards the competitive benefits and staff members
engagement
It is the main part of organization and it is a central part of marks and Spencer to discuss about
the UK economic growth and competitiveness. This is general approach for managing business
process that aim to excite the efficient employee involvement and staff members committed
towards their goals and achievements. High performance contribution engaged with employee to
provide the benefits on time to time (Ribeiro and Garganta et.al., 2017). Marks and Spencer also
planning effective strategies for encouraging towards the growth and development of company.
There are different elements of high performance work system followings: -
Active participation and team work- this is main element of HPW in Marks and Spencer. It is
required for each and every employee to participate to build the relationship with other
employee. In their way, communication help for build confidence and sharing the knowledge
and skill towards the growth and development(Stanton and Hancock et.al., 2017).
Job satisfaction- In marks and Spencer, Human resource management search the efficient
employee those who are passionate towards their work and job profile. Job satisfaction is main

element of high performance work because employee has to be completed their work on time
and according to their interest.
Ongoing training- Ongoing training is required for new candidates to improve their knowledge
and skill. Marks and Spencer is a leading organization and also provide the effective training to
their employee.
Knowledge sharing- knowledge sharing is a process for transmitting the knowledge form one
staff member to another(Stanton and Hancock et.al., 2017). It is also main element of high
performance work for building an effective relationship between the employee. In this way,
organization can achieve their goals and objectives.
Outcomes of a HPW-
High performance work system is favour between the academic and practitioners for improving
the organization performance. Most of the cases, the outcome of employee as a job satisfaction at
lower stress (Stanton and Hancock et.al., 2017). This is the best approach in the organization to
manage their business process in effective manner. This is also beneficial for increasing the
productivity and profitability in marketplace.
Conditions that create HPW
this is a set of management that create a good environment within the organization where
employees are initiated towards their goals and involvement or responsibility. High performance
is determined the need of organization and also help for evaluating the staff member
performance. There are different condition that help for creating high performance work : Annual appraisal- According to M&S, company will provide the appraisal every year
which help for increase the productivity and profitability. In this way, many employees
are dedicated towards their work to achieve all necessary goals and objectives.
 Continuous skill and knowledge development program- M&S, this organization
conducting skill development of employee which is beneficial for managing the business
process by using their knowledge and capability.

ii) Different approach used for performance management by using respective examples
It is the best technique by which the employees and managers are work together to create
an effective plan for growth and development of organization. This process is monitoring,
reviewing the overall system of business and provide the feedback to their employee.
Activities that involved in performance management-
Web based system-M&S uses modern technology which help for performing different task and
operations. For Example- M&S using marketing tools for promoting their product and services in
marketplace. This technology help for increasing the performance of entire management system.
Skill training- Training and development program is provided by organization which is required
for improve the skill and knowledge and putting their skill towards the goals and achievement.
This is also useful for managing the performance in effective manner.
monitoring and quality of performance-
Change management- Marks and Spencer changes their management system for development
according to the market trends and values(Stanton and Hancock et.al., 2017).
The main purpose of performance management system in the organization to assess and ensure
the staff member to understand their duties and responsibilities. In this way, employee to do their
work in effective manner.
Compare method for measuring the performance-
There are various type of method that help for measuring the performance of management.
Results Quality
Result is measuring method for identifying the
performance of management.
Result always depend on the quality of
products that manufactured by
organization(Stanton and Hancock et.al.,
2017).
Quality is also method of measuring the
performance of management. M&S uses an
effective technology for improving the quality
of management system in proper manner.

CONCLUSION
As per discuss, it concludes that teams in the organization is playing important for managing the
entire business process effectively and efficiently. This report is also providing the knowledge,
skill and behaviour of Human resource officer. HR officer handle all business activities in proper
manner. This assuagement also discuss about the employee engagement and competitive
advantages in the marks and Spencer organization. At next task, there are different approaches
that help for managing the performance of business in the organization in proper manner.

REFERENCES
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Management Journal, 35(5), pp.688-700.
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organization development. In Enacting Values-Based Change (pp. 87-97). Palgrave
Macmillan, Cham.
El-Awad, Z., Gabrielsson, J. and Politis, D., 2017. Entrepreneurial learning and innovation: The
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Ribeiro, J. and Garganta et.al., 2017. Team sports performance analysed through the lens of
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Stanton, N.A and Hancock et.al., 2017. State-of-science: situation awareness in individuals,
teams and systems. Ergonomics, 60(4), pp.449-466.