Organizational Development and Performance

The assignment delves into the concepts of organizational development, performance measurement, and high-performance practices. It provides an overview of different managerial approaches to assess and improve organizational health, including Lean principles, quality management, and collective leadership. The document also discusses the importance of integration in project delivery team effectiveness and the role of individual entrepreneurial orientation in business growth.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determining appropriate and professional knowledge, skills and behaviours required by
HR professionals.........................................................................................................................3
P2 Analysing a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for marketing manager....................4
TASK 2............................................................................................................................................5
P3 The differences between organisational and individual learning, training and development5
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................6
TASK 3............................................................................................................................................7
P5 Demonstrate knowledge and understanding of how HPW contributes to employee
engagement and competitive advantage within a specific organisational situation....................7
TASK 4............................................................................................................................................8
P6 Various approaches to performance management.................................................................8
CONCLUSION................................................................................................................................9
REFRENCES ................................................................................................................................10
.......................................................................................................................................................10

INTRODUCTION
Leadership and learning is indispensable from each other and to become successful both
personal and professional learning plays a very crucial role in it. In this project, efficiency of
skills, knowledge and attitude will be analysed in context to a well known retail store Marks and
Spencer, which is a merchandise store and have huge number of employees. This store operates
worldwide and have its headquarter in UK (Woodcock, 2017). Apart from this, report flashes the
need and significance of individual learning as well as training to perform sustainably in
business. This project also carries importance of high performance working practices in M&S
and their different approaches that can be applied in the company to achieve their goals and
objective.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behaviours required by HR
professionals
To achieve specific goals and objectives in an organisation, every individual need to have
some appropriate skills and knowledge required to perform their job. These skills, knowledge
and behaviour are not only act as a requirement of job but they are also required for personal as
well as professional development and growth of employees at Marks & Spencer. Such skills,
knowledge and behaviours for a marketing manager are as following:
Desired Professional Role
Knowledge Skills Behaviour
Customer and Personal
Service: Knowledge of
processes and values to
provide customer services
which includes customer
assessment, meeting quality
standards for service as well
as evaluation of customer
satisfaction (Pakdil and
Leonard, 2014).
Time Management: This skill
includes managing own time
as well as time of others while
performing job roles.
Leadership: A marketing
individual requires
willingness to lead, take
charge and provide opinions
or directions.
Communications and Media:
It is knowledge of media
production, communication,
and distribution techniques
and methods which further
includes alternative ways to
inform and entertain via
written, oral, and visual
media.
Decision-making: This skills
are required to make smart and
quick decisions considering
relative cost and benefits of
potential actions to select
appropriate action as well as
for smooth working (Pakdil
and Leonard, 2014).
Innovation: Marketing job
requires creativity and
alternative thinking to
develop new ideas for and to
provide solutions in different
work related situations.
Sales and Marketing: This is
knowledge of principles and
methods for showing,
Communication: In
marketing, communication
plays very crucial that is why
Passion for marketing: With
passion in field of marketing,
a manager can always take

promoting, and selling
products or services and
includes marketing strategy
and tactics, product
demonstration, sales
techniques as well as sales
control systems.
this skill is required to convey
effective message to audience
as well as to get the work done
efficiently by employees.
initiative to learn new
technology or processes
related to marketing so that
they can perform more
beneficially (Poksinska,
Swartling and Drotz, 2013).
P2 Analysing a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for marketing manager
Personal audit help to identify efficiency of existing skills, knowledge and behaviours
that are required to fulfil need of job role properly and beneficially as well as help to learn new
skills and improve the existing one.
Personal Skill
Audit
Knowledge Rating Skills Rating Behaviours Rating
Customer and
Personal Service
2 Time management 2 Leadership 3
Communications
and Media
5 Decision-making 3 Innovation 2
Sales and
Marketing
3 Communication 4 Passion for
Marketing
5
After carrying out a personal skill audit, individual rectify their strengths and weakness
that will support them to become a efficient marketing manager at Marks and Spencer Retail
outlet. Here in above personal skills auditing ratings are given from 1-5, where 1 is lowest and 5
is highest rating. To improve their skills and existing characteristics a Professional Development
Plan will be prepared in following manner:
KSA To
Be
Developed
Activities
Required
for
Developmen
t
Duratio
n
Developm
ent
Monitorin
g
Approach
Assessment
of
Development
Detailed
Evaluatio
n
Time
Require
d
Customer
and
Personal
Service
Training
sessions and
practical
knowledge.
8
months
Trainer
and
instructors
By taking
training
sessions I
have analysed
that I can
provide better
services to
my
customers.
Good 1st
Novemb
er 2018-
30th June
2019

Time
manageme
nt
Time-bound
debates and
challenges.
2-3
months
Senior
Manager
With use of
time-bound
debates and
challenges I
am able to
manage time
to perform
specific task
in different
situations in a
more better
way.
Average 1st
Novemb
er 2018-
30th
January
2019
Innovation New
challenges
and creative
approaches.
6
months
Team
leader and
subordinat
es
By accepting
new
challenges
and using
new and
creative
approaches I
am now able
to participate
in different
marketing
operations
more
confidently.
Good 1st
Novemb
er 2018-
30th
April
2019
TASK 2
P3 The differences between organisational and individual learning, training and development
To fulfil requirement of job as well to improve existing skills and knowledge, employees
require timely training as well as urge to learn new aspects from their personal as well as
professional environment. In context to Marks and Spencer, organisational and individual
learning can be explained as following:
Organisational Learning Individual Learning
 Brown and Duguid, 1991 describe that
organisational learning is a bridge
between working and innovating
(Organisational Learning, 2018).
 It is process of learning specific skills
and techniques that are required to
perform specific job in Marks and
Spencer.
 It is a combination of attitude, thinking
and behaviour that an individual learn
from his surrounding and experiences
of inside and outside of Marks and
Spencer (Nicholas, Ledwith and Perks,
2011).
 It is continuous process of leaning with
respect to time.
In Marks and Spencer company, training and development can be differentiated as
following:

Basis for
Comparison
Training Development
Meaning In Mark and Spencer it is a learning
process in which employees get an
opportunity to develop skill,
competency and knowledge as per their
job requirement (McCormack, Dewing
and McCance, 2011).
It is an educational process which
is concerned with overall growth
of employees in Marks and
Spencer.
Focus It is a short term approach that focuses
on present goals of M&S.
Development is long term process
and target on future development
of individuals as well as M&S.
Objective Objective of training is to improve
work performances of employees in
M&S.
Development is done to prepare
employees for future challenges.
Orientation and
Motivation
Here, job-oriented training is provided
and a trainer contributes most in
motivation an employee.
In development an individual
himself is responsible for
motivation and this process is
career-oriented approach (West,
M.A. and et. al., 2014).
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is process help in promoting and expanding existing skill-set in
response to changing business environment and developments. In M&S stores continuous
learning is required due to following reasons:
Remain applicable: It allow an individual to remain pertinent and relevantly updated.
Continuous learning ensures knowledge of new trends and adaptation in individuals and make
them updated that they would not feel left behind. It is needful for all individual at Marks and
Spencer stores to function effectively and being valuable in highly developing technological
world for which continuous learning will help them in better career planning and development
(Manley, McCormack and Wilson, 2013).
Innovation: With Continuous learning an individual can actively participate in all
business operations and able to present their innovative ideas. In M&S stores, continuous
learning will provide their employees to make active participation in business operations and
performance with innovative ideas or suggestions.
Prepare for unexpected: Lifelong learning at M&S stores allow its all members to
accept sudden and unexpected changes. With continuous learning an individual will become
proactive and will be able to find direction and support in uncertainty. This also enable them to
accept new opportunities and step out of their comfort zone and think out of the box in
unpredictable situations.
Enhance leadership skills: Continuous learning in M&S will help individuals as well as
develop their leadership skills which than results into nurturing continuous learning in other
individuals, by encouraging them to gain further education or knowledge (Langkamp Bolton and
Lane, 2012).

Professional development at M&S stores refers to a framework that contribute in
improving professional skills, knowledge, abilities and overall efficiency of employees and
company. This framework is systematic arrangement of job training and vocational expertise that
strengthen occupational learning.
Re-energize employees: Professional development program influences stability of
employees at M&S, as their knowledge and expertise in routine business activities increases and
energize them to perform smoothly. It also help in increasing retention of employees in Marks
and Spencer stores (Huczynski, Buchanan and Huczynski, 2013).
Improve efficiency: This development program at M&S stores will enhance skills of
employees and provide them opportunity to learn from colleagues in training. This development
program is best for discussing or sharing experiences and thoughts where employee can improve
their efficiencies by learning new ideas and information from discussion.
Career growth and development: Professional development in M&S stores help their
management in promoting their existing and deserving employees rather then hiring new staff
from outside. Thus it will raise confidence and trust of employees towards M&S and offer them
good career opportunities there (Goodwin and et. al., 2014).
Develop confidence: This development training at M&S limited allows it to increase
confidence and trust among their employees and other members of company. This training help
those employees having lack of necessary skills and build confidence in them towards their
work.
TASK 3
P5 Demonstrate knowledge and understanding of how HPW contributes to employee
engagement and competitive advantage within a specific organisational situation
High performance working (HPW) is process of creating a culture where transparency,
trust and open communication among all exists. It is about removing traditional hierarchical
structure that is followed in many organization and instead of having a flatter structure of happy,
engaged and motivated employees who share as well as understand vision of organization. High
performance working can be seen as an approach to manage organizations in a way that aims to
promote more effective employee involvement and commitment in order to achieve high levels
of performance. In context to Marks and Spencer, HR managers applied various practices to
achieve organization goal effectively. A company performance is totally depends on workers for
which employee's must be trained accordingly. Every individual have their own way to perform
work so HR manager of M&S should allow their workers to follow their style. There are some
practices handled by HR of M&S to provide employees with regular appraisals, job satisfaction,
allowing new techniques, reduce communication gaps etc. Some practices followed by manager
for developing employee engagement at Marks and Spencer by which high competitive
advantage can be obtained as following:
Sharing of Duties: In today's developing scenario to lead in high competencies,
cooperation require a lot to deal with complex situations. Organization needs to conduct many
practices but without involvement of employee's activities this can not be done. To conduct these
activities it is necessary to determine mission, vision, goals and objectives in advance by top
level of authority which will help in accomplishing the target. In context to M&S, managers play
crucial in allocating work to right person at right time (Dahlgaard, Pettersen and Dahlgaard-Park,
2011).

Transparent Communications: Working of organization depends on various individuals
where each one have different nature to deal with business situations. Transparency in
communication is necessary to resolve barriers among employees and engage employees to help
each-other which further help a company to grow and get success as a team. In Marks and
Spencer stores managers should allow new ideas and thoughts from their subordinates to
accomplish their goals effectively. Managers are also need to provide healthy surrounding and
atmosphere by treating every individuals equally (Bolden, 2016). Mutual understanding should
be present in resolving issues and errors to have a keen focus on objectives and targets of Marks
and Spencer group. Marks and Spencer must have people-focused culture where employees and
other members of the organization get recognition and rewards for their hard work.
TASK 4
P6 Various approaches to performance management
Performance management of employees is done to evaluate individual contribution of
each employees in development and success of a company and shared with employees during
their performance appraisal. Performance appraisal at Marks and Spencer includes evaluation of
employees, providing them with valuable feedback and creating a positive effect on future
performance. Employee performance of Marks and Spencer stores depends upon many factors
such as their job responsibilities, satisfaction level, culture and policies, compensation and
reward system, and technologies which further contribute in determining employee's productivity
and overall growth of company (Blandford, 2012). There are different approaches that can be
implemented to measure employee's performance in M&S directly or mixture of it such as:
Behavioral approach: This consists of series of vertical scales carrying different attribute
necessary for the job. This approach can be implemented at Marks and Spencer stores by using
BARS method or BOS method. The scales are based on some parameters that are decided
together by all managers and employees, which is then rated for employees on their
performances. This approach contributes in HPW practices as it help in analyzing different
behavioral parameters of employees that push them improve it.
Comparative Approach- This approach is consist of ranking an individual performance
in respect to other employees in a team and used in those firms that have small group of
employees carrying similar job profiles. It involves ranking of an employee's performance and
comparing it with other members of a group, on the basis of highest to lowest performers. In
M&S this technique can be used at department level to measure their contribution in overall
business performance. Various techniques of comparative approach are there which can help in
implementing HPW practices at M&S such as forced forced distribution technique, paired
comparison and graphic rating scale (Belbin, 2012).
Quality approach: This approach is applied to improve customer satisfaction by ignoring
errors and chance of it as well as by achieving constant development and improvements in
services. In Marks and Spencer store this approach will aim to assign employers to take regular
feedback of personal and professional skills and knowledge of employees from their managers,
subordinates and customers to resolve and improve performance issues. This technique will help
in HPW practices by improving quality of work at M&S stores as well as employee's personal
development and further it will increase customer satisfaction or company's market share.
Attribute Approach: This technique carries rating of employees on the basis of specific
parameters like teamwork, communication, problem solving, creative and innovative etc. and

employees are rated as low, medium or high on these parameters. This approach in M&S will
help in determining and improving skills of its employees and their contribution in HPW
practices in company (Baiden and Price, 2011).
Result based Approach: This system at M&S can rate their employees depending on
their performance results. Result-based approach carries a few techniques that contribute in
HPW practices such as balanced score card technique, productivity measurement and evaluation
system.
CONCLUSION
In the above report, it is concluded that a business growth and success get extremely
influenced by higher productivity and increased competitiveness among employees and
organization. Along with this, it has analyzed requirements of professional skills, characteristics
and their efficiencies as well as their requirement in business operations and growth. This report
also determined the need of personal and professional skills for marketing professionals.
However, aim of this report was to highlight need of developmental learning for individuals as
well as organizational level. It also flashes various reasons which continuous learning and
professional training is necessary in an organization, which further help in improving its
performance and productivity as whole. In addition to this, report also carries different
managerial approaches to measure performance of individuals and contribution of high
performance practices in employee engagement and organizational development or growth.

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Online
Organisational Learning, 2018. [Online] Available Through<http://www.knowledge-
management-tools.net/organizational-learning.html>