Developing Individuals, Teams and Organisation - Desklib

This report discusses the importance of developing individuals, teams and organisations. It covers topics such as skills, knowledge and behaviours required by HR professionals, personal skills audit, differences between individual and organisational training, need for continuous professional development and more. The report also includes a case study of Mark & Spencer. The theories of learning cycle have been applied to analyse the significance of implementing continuous professional development.

Developing individuals,
teams and organisation

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY .................................................................................................................................4
P1 Determine proper skills, knowledge and behaviours which are required by professionals of
HR ..............................................................................................................................................4
P2 Evaluate the personal skills audit in order to identify proper skills, knowledge and
behaviours and also create the professional development plan for a specific job role ..............5
M1 Give a proper professional skills audit and professional development plan which
demonstrates the evidence of personal evaluation and reflection ..............................................7
P 3 Evaluate the differences between individual and organisational training, learning and
development ...............................................................................................................................7
P4 Evaluate the need for continuous professional and learning development to drive
sustainable business performance ..............................................................................................9
M2 Apply theories of learning cycle in order to analyse the significance of implementing the
continuos professional development into critical terms ..........................................................10
D1 Produce a coherent and detailed professional development plan which sets out the goals of
learning and training into context of cycle of learning to achieve sustainable performance
objectives of business ...............................................................................................................10
P5 Demonstrate that how HPW contributes to engagement of employees and competitive
advantage within the particular situation of organisation ........................................................10
P6 Analyse dissimilar approaches of performance management and demonstrate with
particular examples that in which manner it contribute high performance culture and
commitment ..............................................................................................................................11
M4 Analyse the different approaches into critical terms and make judgements on how
effective they can be to support high performance commitment and culture .........................12
D2 Provide proper synthesis of knowledge and information resulting in proper judgements on
how HPW and mechanisms used to support HPW lead to improved employee commitment,
engagement and competitive advantage ...................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Team development refers to the process where the leaders can find the balance into easier
form between their requirements and the goals of the project as well. Team development is
important because it ensures that the team can thrive from the perspective of long run. Engaging
team development also ensures about the team development into number of ways. The individual
members of the team also learn about their duties, personal potential and work which which is
dynamic within the team(Ashdown., 2018). In the present report, Mark & Spencer is taken into
consideration. It is a major multinational retailer of British which is headquartered in
Paddington, London, England. The present report will cover discussion about skills, professional
knowledge and behaviours which are required by the professionals of HR. In addition to this, the
report will cover analysis about personal skills audit and also about the differences between
organisational and individual learning, development and training. Moreover, the report will cover
discussion about the continuous professional and learning development to drive the sustainable
performance. The report basically consist of how HPW contributes to engagement of employees
and also about different approaches to performance management.
MAIN BODY
P1 Determine proper skills, knowledge and behaviours which are required by professionals of
HR
There are certain knowledge, skills and behaviours which are required by the HR
professionals which has been defined into the following manner:
At the organisational level, it is important to have communication skills, expertise at the
administrative level, recruitment and selection skills, HR reporting skills, team work skills etc.
HR professionals requires knowledge regarding the related field such as HRM knowledge and
expertise and also need to have knowledge regarding the command of technology. The
behaviours which has been required within the business environment is that the employee should
be proactive in terms of nature and should be analytical and data driven as well(Chaudhary and
Panda., 2018). At the organisational level, it is important to have awareness regarding the culture
and need to have sensitive nature as well. The individual should be expert in terms of active

listening and also need to have advising nature so that they can positively contribute into context
of challenging situations.
In context to Mark & Spencer, at the organisational the professional of HR requires
certain kind of behaviour, knowledge and skills as well. The individual should have basic
understanding about the relevant field and also need to have knowledge regarding the different
kinds of technologies so that they can easily contribute at the organisational level. Within the
business environment of Mark & Spencer, it is important that to have basic understanding about
the behaviours which are required at the organisational level. For instance, the individual should
be smart enough to handle different kind of situations and also have professional nature so that
they can maintain balance into their both kinds of lives (Cherkowski., 2018). There are certain
basic skills which are essential from the perspective of HR professional such as communication
skills, analytical skills,
strategy creation and also need to have team work as well. Apart from this, they have required
the decision-making skill, strategic planning, time management skill and also need to have skill
regarding how to set the goals. The goal-setting helps the organisation and the employees to
work with their more potential power. So its very important that to adapt these parameters into
positive manner with the right kind of approach. These are the main skills, knowledge and
behaviours which has been required by the professionals of HR of the organisation of Mark &
Spencer.
P2 Evaluate the personal skills audit in order to identify proper skills, knowledge and behaviours
and also create the professional development plan for a specific job role
Personal skill audit refers to the written document which clearly outlines the skills which
the individual currently have and how much the advanced skills are those skills. It also document
about the skills which has been required for dream job where the gaps are in their skill set and in
which manner the individual gain the skills which has been required(Crawshaw and et.al., 2020).
In context to Mark and Spencer, individual should consider personal skill audit so that according
to changing period of time they can update their according to changing requirements. Skill audit
basically reflects about the skills and abilities which has been required in order to achieve the
requirements of future which has been defined into the following manner:

Communication skill: It is the skill which is very important from the professional point of view
of Mark & Spencer. With support of effective communication skill, it is easier to convince the
client into positive terms.
Leadership skill: It is the skill which is very necessary in order to manage the team,
subordinates and groups as well. With support of leadership skill, it is easier for the workforce to
produce the desired outcomes(Dooren and Hoffmann., 2018.).It is easier to analyse different
personalities and manage the individuals who have differences in their traits of personality.
Technical skill: It is a necessary skill within the operations in the recent period of time. With
support of technical skill, the team can be managed into effective terms with proper efficiency
and scientific measures as well. It is the skill which can be used for managerial activities of the
organisation of Marks & Spencer.
Professional development plan can be developed for the profile of HR assistant manager
which has been defined into the following manner:
What do I want
to learn?
What do I have
to do?
What support
and resources
will I need?
How will I
measure
success?
Target date for
review?
Communication
skill
This skill can be
developed
through
communicating
with more
number of people
I will discuss with
my senior
manager within
the company
I will make sure
that I have
attended all the
high priority
training
programmes
which helped me
in developing this
skill
Post 30 th
September
Leadership skill This skill can be
developed
through
implementing it
into the real life
I will take support
from the
previously
experienced
seniors and
I will measure the
success through
achieving the
goals and
objectives of the
Post 30 th
September

situation and by
taking initiative
for the new start
up business
consider the
examples of
successful leaders
organisation
according to the
desired
requirement level
Technical skill This skill can be
developed
through writing
things which are
related to tech
and by making
stand out
differently as
well.
This skill requires
knowledge from
the internet and
from the practical
perspective it is
important to have
support from the
experienced and
knowledgeable
seniors as well
I will measure the
success through
accomplishing
task within sert
period of time
according to
technical
perspective
Post 30 th
September
M1 Give a proper professional skills audit and professional development plan which
demonstrates the evidence of personal evaluation and reflection
According to professional skills audit it is easier to find out which skills are very
important and which skills are very necessary which needs to be develop into positive manner.
This audit also help in terms of identifying how the strong skills can be used or implemented into
practical life of the organisation (e Cunha and et.al., 2018). The professional development plan
act as the roadmap which gives a proper guidance about the further steps which needs to be
taken by the individual for their further future development and growth as well. In context to
Mark & Spencer, the professional skill audit help the employees to develop themselves into
positive manner whereas professional development plan gives the confidence level to the
individual to work with more potential level. So these two parameters helps the individual for
doing the analysis for the further development and growth.

P 3 Evaluate the differences between individual and organisational training, learning and
development
There are certain differences between individual and organisational training, learning and
development which has been defined into the following manner:
Individual learning is basically focused on the enhancement of knowledge and skills in
order to do the job into better terms whereas organisational learning is focused on the solving of
problems on the behalf of organisation. From the perspective of individual training, the major
focus is towards helping the employees in terms of doing the job into better terms whereas
organisational training is about the overall growth of the organisation(Fransen and et.al, 2020).
In the case of individual training, it has the narrow scope as it is the part of development whereas
in the case of organizational training it has the broader scope. From the development
perspective, individual development is very important so that they can perform better into
collaborative terms whereas in the case of organisational development it is mainly about the
overall growth of the employees and also it is more suitable for the managerial staff.
In context to Mark & Spencer, it has been observed that the individual and organisational
learning, development and growth is very important. From the perspective of learning at
individual level, they are more focused on the enhancement into the knowledge and skills as
well. In the case of organisational learning, it is about creating something unique and implement
into practical terms so that it will help in their further growth. At the organisational level of Mark
& Spencer, it is very important that to have proper training of organisation so that they can make
certain amendments regarding the working procedure according to changing requirements. From
the perspective of individual training, it is necessary that to have the individual training so that
the employee can upgrade themselves according to brand new requirements as well(Jungert and
et.al, 2018). From the perspective of individual development, it is necessary that with the
changing period of time they have raised their level so that they can make some difference into
their personality and mould their personality into better terms. In the case of organisational
development of Mark & Spencer, they have changed certain parameters or add certain things at
the organisational and remove the unnecessary requirements. In the case of individual

development, they move towards the better version by hiding or improving their weaknesses
rather than removing it from their personality. So these are the main differences between
individual and organisational learning, training and development.

P4 Evaluate the need for continuous professional and learning development to drive sustainable
business performance
For driving the sustainable business performance, it is very important to have continuous
professional and learning development which has been defined into the following manner:
Continuous and learning and development refers to the concept of professional
development where employees have been given with this opportunity in order to learn into
simultaneous terms while working into appropriate terms. It basically ensures that team has to
develop the habit of acquiring, skills, abilities and knowledge in order to help them for becoming
better at their job roles(Lemmetty and Collin., 2020). At the organisational level, continuous
development is important who has the potential to expand themselves regarding the employees
skill sets and also increases the skills as well. It also contribute into context of knowledge
retention and also generate the new ideas and perspectives. They have also contributed into terms
of boosting the morale level and raises the overall performance of employees as well. From the
organisational point of view, it is important that to have continuous learning because this kind of
learning help in terms of making happier and also more fulfilled in their careers and lives as well.
It also contribute in terms of maintaining the stronger cognitive functioning when they get older.
In context to Mark & Spencer, for having the sustainable business performance, it is
important that employees should focus on the continuous learning and development. When
employees learn on the continuous basis then they learn on the each single day due to which
these small developments lead towards the bigger change. Continuous learning and development
also increases the confidence level to a next higher level due to which employees do their work
with their full potential(Rudman., 2020). Continuos learning and development also lead towards
the enhancement in skills, knowledge and experience which will result into enhancement into the
overall performance of the business into positive terms. When they learn at the professional
level, then it will enhances their personality from the professional perspective due to which they
feel more confident and result oriented for their upcoming life whether it can professional and
personal lives. So for achieving the sustainable business performance, it is important that Mark
& Spencer should focus on their continuous professional and learning development. That's why
it is important that to have proper development and learning from the professional point of view.

M2 Apply theories of learning cycle in order to analyse the significance of implementing the
continuos professional development into critical terms
For analysing the significance of implementing the continuous professional development,
it is important that to apply the Kolb's learning cycle at the organisational level. This learning
cycle basically include concrete experience, reflective observation, conceptualisation and active
experimentation as well. This theory help in terms of understanding the importance of
continuous professional development because this theory is majorly focused on acquiring the
knowledge from every new experience (Sawyerr and Harrison., 2019). So this theory is closely
related to the concept of continuous professional development where the use of it makes the
organisation more effective and efficient in terms of their work. It has been observed that the use
of continuous professional development at the organisational level of Mark & Spencer with
support of learning cycle theory can be effective up to a certain level of extent. So its necessary
to understand its significance into positive manner with the right kind of approach.
D1 Produce a coherent and detailed professional development plan which sets out the goals of
learning and training into context of cycle of learning to achieve sustainable performance
objectives of business
Within the professional development plan, there are certain skills which can be set from
the perspective of development such as time management , communication and analytical skills.
According to the professional development, these skills development lead towards the proper
growth and development within the organisation due to which individual can easily achieve their
goals(Schleicher and et.al., 2018). They can also develop their personality through continuous
improvement due to which on every single day they work towards reaching to their final goals.
In this manner, sustainable performance can be achieved through professional development plan.
P5 Demonstrate that how HPW contributes to engagement of employees and competitive
advantage within the particular situation of organisation
High performance working basically refers to the approach of managing the organisations
which aims towards stimulating the the more effective commitment of employees for achieving
higher level of performance.

There are certain characteristics of high performance working which basically include
participative leadership, open and clear communication, effective decision-making, valued
diversity and managing conflict. In context to Mark & Spencer, high performance working is
very important because without high performance working employees can't be engaged towards
their work and can't give their full potential in their work(Sousa and Rocha., 2019).When there is
pressure of high performance then employees will work more harder for their goals and the
environment of healthy competition also gives an edge to perform better. For creating the
competitive advantage at the organisational level in order to achieve objectives and goals, it is
very important that high performance working should be considered into serious terms. This
parameter gives an extra edge to perform into out of box manner due to which it provide unique
and more qualitative services to the organisation. When there is parameter of high performance
working, then the employees have to work with their more concentration power due to which
they can give their best in terms of performance level. In this manner, high performance
working contributes to employees engagement and competitive advantage at the organisational
level.
P6 Analyse dissimilar approaches of performance management and demonstrate with particular
examples that in which manner it contribute high performance culture and commitment
There are different kinds of approaches of performance management which are defined
into the following manner:
 Creating a well defined performance roadmap: It is important to create an extensive
road map for the organisation in order to achieve its purpose. After creating the
roadmap,it is important to present it to their team in such a manner which is easy to
comprehend (Torlak and et.al., 2019). The main idea is that to make the performance
roadmaps inclusive with opinions, ideas and perspectives from employees which holds
the different expertise and strengths as well.
 Reward exemplary performance: For keeping the employees more motivated and
engaged, it is important to reward and recognise the work into best manner. The key to
performance management is about the culture of rewarding the exemplary performances.
It has been observed that at the organisational level employees would be driven with to

take the performance to the new horizons when they feel their contributions are being
recognised.
 Introduce mentorship programs within the workplace: At the organisational level,
employers are able to manage the learning of their employees into constructive manner
then they are able to perform into much better terms when its about the performance
management (Vaughan and et.al., 2019).The mentorship programs within the workplace
proves out to be the great idea in order to get the performance into continuous terms.
At the organisational level of Mark & Spencer when they set a target for every individual
and create the environment of rewarding that employee then there is healthy competitive
environment has been created. With this kind of situation, it has been observed that employees
start working more harder and give their full potential level in order to achieve their goals into
fast pace manner. When this kind of competitive environment has been created then it contribute
towards high performance culture and commitment as well. Through this example, it has been
proved that it contributes to high performance commitment and culture as well.
M3 Evaluate the benefits of applying high performance working with justification to a particular
situation of organisation
At the organisational level of Mark & Spencer, when they have to achieve their vision
with a specific period of time then the application of high performance working contribute on a
larger scale. High performance working lead towards working with more potential level and
gives their best in order to perform into out of box manner (Ward and et.al., 2018). It has been
justified that when employees work more harder then the benefit of high performance working
can be observed within the resultant outcome. So its very important that to understand this fact
that the benefits of high performance working lead towards the achievement of goals of the
organisation into positive terms. That's why the benefits of high performance working is very
important from the organisational growth and development point of view.
M4 Analyse the different approaches into critical terms and make judgements on how effective
they can be to support high performance commitment and culture
There are different approaches to performance management which can be applied to the
organisational level of Mark & Spencer but it can't be applicable into every type of situation. It
has been observed that every situation demands different kind of approach towards performance

management so its very important that to use these approaches into efficient manner.These
approaches are very supportive to a very higher extent and also contribute in terms of high
performance culture and commitment as well.
D2 Provide proper synthesis of knowledge and information resulting in proper judgements on
how HPW and mechanisms used to support HPW lead to improved employee
commitment, engagement and competitive advantage
When there is higher pressure of qualitative performance then employees will perform
according to their higher extent then it will automatically results into the desired outcome(Wu.,
2019) So at the organisational level of Mark & Spencer, it is very important that to perform
with their full potential so that employees performance can be enhanced into positive terms and
creates the competitive advantage as well.
CONCLUSION
The above stated report concludes that team development is very important from the
organisational point of view. It has been concluded that there are certain skills, knowledge and
behaviours which has been required by the professionals of HR. It has been determined that
personal skill audit is very significant and the professional development plan is necessary for
further development and growth of an individual. It has been observed that there are certain
differences between individual and organisational learning, training and development. There is
need for continuous professional development for the the sustainable performance of business.
High performance working positively contribute into context of employee engagement and act as
competitive advantage within the situation of organisation. At the organisational level, there are
different approaches of performance management which can be further used in terms of proper
development and growth as well. These approaches also contribute into context of high
performance culture and commitment as well. So in the overall manner, development of
individual, team and organisations is very important.

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