Developing individuals, teams and organisation

This report discusses the skills, knowledge and behaviours required by HR professionals, skills audit and professional development plan for HR professionals, and the difference between organizational and individual learning & training and development. The report evaluates the skills of HR professionals at Marks & Spencer and provides a professional development plan to improve their team management and decision-making skills. It also explains the difference between organizational and individual learning & training and development.

Developing individuals,
teams and organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Evaluate suitable and professional knowledge, skills and behaviours required by HR
professionals................................................................................................................................3
P2. Prepare a skills audit for identifying knowledge, skills and behaviours and develop a
Professional Development Plan...................................................................................................6
M1. Examine a detailed skills audit with Professional Development Plan which demonstrates
the evidence of personal reflection and evaluation......................................................................8
P3. Differentiate between organizational and individual learning & training and development.8
P4. Determine the need for learning and professional development continuously in order to
drive sustainable business performance.....................................................................................10
M2. With the application of learning cycle theories, analyse the significance of implementing
continuous Professional Development.......................................................................................11
D1. Make a PDP which correctly sets out learning goals and training in relation to the learning
cycle...........................................................................................................................................11
P5. Show perceptive of how HPW contributes to workforce engagement and competitive
advantage within a specific company situation.........................................................................11
M3. Measure the benefit of the application of HPW in relation to a specific organisational
situation along with some justifications.....................................................................................12
P6. Critically examine the various approaches to performance management and illustrate some
of the specified examples...........................................................................................................13
M4. Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment.......................................................................................13
D2. Give knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.................14
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15
Books and Journals....................................................................................................................15

INTRODUCTION
It Human resource department is the department which makes hiring for new employees
within the organisation. The effective employees hired by human resource department leads to
increase in achieving the goals of the organisation effectively and quickly (Bjorvatn and Wald,
2018). The selection of effective individual employees, leads to development of effective team
and this is how the performance of whole organisation enhances. For the purpose of
accomplishing this report the selected organisation is Marks & Spencer. This company basically
deals in retail industry. The company was founded in 1884 by two persons that is Michael Marks
and Thomas Spencer. The headquarter of this company is in London, UK. They have certain
brands which are serving across the world. The workforce of 78000 employees of company is
ready to serve it's customers at anytime. The topic which are being covered within this report are,
the skills, knowledge and behaviour required by an human resource professional in order to
make hiring for effective employees. The professional development plan which is made by
human resource manager to evaluate the performance of employees. The types the learning that
is organisational learning and individual learning which effect performance of workforce. With
this, the difference between training and development and lastly the high performance working is
also being discussed.
TASK 1
P1. Evaluate suitable and professional knowledge, skills and behaviours required by HR
professionals.
As there is human resource department within the organisation which over afters the
hiring and employees satisfaction process, like this there are other departments also which are
present within the organisation. Each department have it's own functions, importance, roles and
responsibilities for creating an smooth functioning of the operations within the organisation
(Fang, Nguyen and Armstrong, 2022). The human resourced department has to maintain
coordination with each and every department. They have to check the availability of new
employees in each department. With this they also look afters the training and development
programme of employees, as they have to make arrangements according to it. For performing all
these activities a human resource department should be effective enough. This can only be

possible when they have adequate amount of skills and knowledge along with the positive
behaviour to deal or handle with the situation.
The skills that the human resource professionals of Marks & Spencer follows are stated below -
Skills
 Communication skills – Communication is the key, at the time of hiring employees to
delivering the important information to employees it is crucial to have an effective
communication skill. The human resource is the bride this is why they should have the
effective communication skill to lead the team (Ganz and McKenna, 2018)). At the time
of taking interview, the human resource professionals have to interact with the candidate
and this is how they represent the company also. If the communication of candidates are
not effective enough then the candidates will interpret the wrong image about the
company in it's mind. The people working under human resource department has an
effective communication skills due to which they are able to manage a good relationship
among the whole organisation. By having an effective communication skill the
employees use to listen them carefully and obey the instruction provided by them.
 Team management skills – Team is group of people having different attitude, by having
different behaviour the employees are not able to connect with each other and hence the
productive decreases. The human resource management of Marks & Spencer evaluate the
individual behaviour of employees and transfers them to that vacant position where they
can remain positive and are able to adjust with others. With this, they have to coordinate
with each department and have to work as a team. For production an effective output it is
required to have the team management skills, as they have to guide other along with
enhancing the motivation of employees.
 Decision making skills – The skills of taking decision is very crucial, as at every point of
time the human resource department have to take decision. This process starts when they
have to decide which candidate they have to select so that they can produce the desired
output for the company. The next important decision they have to take at the time of
framing policies. The policies made by human resource department is for the benefit of
employees but then also they have to e value either the employees will feel comfortable
by the changes made them them. The human resource professional of Marks & Spencer

are proactive as well as reactive according to situation. This is how they take decision
according to situation for the betterment of productivity of whole organisation.
Some other skills such as technological skills, analytical skills and problem solving skills
should by developed within the human resource department of Marks & Spencer for being more
effective and productive for performing smooth functioning of company.
Knowledge
 HRM knowledge and expertise – The people working under human resource
department should be well aware about the functions which the human resource
department of organisations have to follow (Haddon, 2018). Hiring of candidates is not
the solo responsibility that the human resource department has to follows. This is why
they should be aware about all the working. The human resource department of Marks &
Spencer have a well knowledge about the functions as well as the legal rules formed by
the legislative bodies such as regarding employees welfare policy such as pension
scheme, provident fund scheme and so on. Recruitment and selection – As the people beehives that the human resource department
have the only work that is hiring candidates. The process of hiring involves the
recruitment as well as section process. The professionals of human resource of Marks &
Spencer knows it very well, at the time of selection they conducts certain test for the
candidates which helps them in analysing the skills, knowledge and behaviour of
employees. They professional focus on hiring candidates having adequate amount of
skills instead of having higher qualification degrees.
Behaviour
 Trustworthiness & Transparency – Whenever the employees faces any problem they
directly went to human resource department to share the problems faced they them. This
is because the human resource department is responsible for taking care of the
requirements of employees, they are the only one who focuses on framing such policies
though which employees satisfaction and retention enhances (Holbeche, 2018). This is
why the human resource professional of Marks & Spencer not hide any facts form the
employees when they are hiring candidates. This is how they can build trust and
satisfaction level of employees increases, they will retain in organisation for longer
duration of time.

 Solution Oriented – In case the employees of organisation is facing some issue then they
will only went to human resource department, so they should have the adequate among of
knowledge that they are able to solve the problems faced by the workforce. The solutions
provided by Marks & Spencer human resource professional enlaces the motivation of
employees. With the effective communication skills they are able to influence employees
and provide solutions of their problems.
P2. Prepare a skills audit for identifying knowledge, skills and behaviours and develop a
Professional Development Plan.
There are certain skills that they human resource professionals should have, so the
smooth functioning of organisation (Lee, Hallak and Sardeshmukh, 2019). The evaluation of
those skills in terms of rating is considered as skills audit.
Skills and and Competences Score to Self Score by Others
Communication skills 7 9
Team management skills 8 6
Decision making skills 9 6
The above mentioned audit indicates that, the communication skills of human resource
professional of Marks & Spencer is quite goods, though which they are able to influence it's
workforce. With this, the team management skills of human resource department is less effective
and they have to work upon it to be a good human resource professional.
Professional Development Plan (PDP)
The human resource processional wants to have all the required skills to be a good
manager, this is why they make action plan through which it can be improved (Ling, Ning,
Chang and Zhang, 2018). This action plan made by them is considered as professional
development plan.
Skills Importance Actions Taken Time
Communication
skills
The employees do not
listen to person who
can't even speak
The action or steps
that the management
of Marks & Spencer
1 months

effectively. In order to
influence employees
and make work done
by them without any
extra efforts, it is
curial to have any
effective
communication skills.
can take for enhancing
effective
communication skills
is to make interaction
with the team. When
the good
understanding is being
developed they the
effective
communication takes
place.
Team management
skills
Team work is
considered as the most
effective form of
work. As the output
generated by them is
more productive. The
team have different
members have
different behaviour so
to move them in one
direct and showing
correct direct to them
the skill of team
management is very
crucial.
The employees can
start working together
when they have good
relation among each
other. In order to
improve it the human
resource management
of Marks & Spencer
conducted so many
sport activities though
which the team work
quality enhances.
3 months
Decision making
skills
For the smooth
functioning and better
productivity of
employees the
The employees of
Marks & Spencer are
free to take the crucial
decisions through
2 month

decision making skill
is required.
which the goals of the
organisation can be
achieved quickly.
M1. Examine a detailed skills audit with Professional Development Plan which
demonstrates the evidence of personal reflection and evaluation.
To measure the skills that the employees working within the organisation have the skill
audit is performed. With this skill audit the amount of skills that the employee have is evaluated.
The skills where they are lacking for that the training and development programme is being
conducted by human resource department. The actions that the human resource professionals can
take to make them improvement is the skills is termed as professional development plan.
P3. Differentiate between organizational and individual learning & training and
development.
The learning done by the employees have certain motives. Some employees are self
motivated to learn new things for future aspects (Nève-Hanquet, Llanwarne and Crespel, 2019).
These employees so not forces on organisational goals, instead them are self centric, such
employees learning is considered as individual learning. Where as, some employees are not
focuses towards self learning, so for such employees the management develops training
programmes, where they learn and contributes towards achieving the goals of organisation. They
are more focused towards achieve the goals of organisation so that they are being rewards in
monetary or non- monetary aspects.
Basis Organisational learning Individual learning
Meaning The learning which is
conducted by the human
resource department to it's
employees in order to make
them aware about the new
things and the organisation are
able to get competitive
advantages.
The individual learning is the
own or self learning that is
done by the employees for the
betterment of their future.
Purpose The main purpose of The main purpose of

organisation learning is to
move the direction of
employees towards the
achievement of organisational
goals, mission, vision and
objectives.
individual learning is to clear
the self path that will help
them in building bright future.
Benefit The goals of the Marks &
Spencer could be achieved
more quickly when proper
training is provided to
employees. They will become
more creative and provide the
effective solution of any
problem that is being faced by
the company.
The employees will be self
benefited by individual
learning, as they will develop
the skills which is curial for
them.
Difference between training and development
Basis Training Development
Meaning For the first time at the joining
of the employees, to tell them
the responsibilities that they
have to perform within the
organisation after they start
working is called as training
(Passmore, 2018).
To make the employees aware
about the upgradation that is
taking place within the
organisation is development of
employees.

Aim For performing the work in a
better way is the main aim or
providing training to the
employees.
The development programme
focuses on the overall growth
of it's workforce.
Scope of learning The scope of training is less, as
limited things are being
delivered to the employees of
organisation.
The learning is never ending
process, with the change in
time the leaning keeps
constant So, they have vital
options.
Orientation The training is orientated
towards the job of workforce.
The development is oriented
to improve the career of
employees.
P4. Determine the need for learning and professional development continuously in order to
drive sustainable business performance.
The learning is never ending process, this is because the organisation Marks & Spencer
provides training and development to the employees. This is how they keeps on learning and
make self improvement and also are able to achieve the objective of company. The continuous
learning makes the employees boosting it's confidence and performing the work they wants to
achieve (van Assen, 2020).
The benefits that is being achieved by Marks & Spencer by using the concept of continuous
learning is mentioned below
 Being innovative – The employees get to learn about number of thing when they are
involved in continuous learning, this makes them creative and are able to generate
innovative ideas for the company Marks & Spencer.
 Cost reduction – The company is able evaluate the loop holes they are facing within the
organisation Marks & Spencer by involving in continuos learning process. This is how
the unnecessary cost which is being incurring will be reduced and the management will
become effective.

 Beat competition – The competition which is being faced by Marks & Spencer can be
reduced by continuous learning. As the employees will become creative and develop new
things for organisation, this is how they will get competitive advantages.
 Achieving goals quickly – The employees will be able to achieve it's goals quickly when
they are aware about the market trend which is being happening in the market. This is
how the goals of the organisation set by the management of Marks & Spencer will be
attained effectively and quickly.
M2. With the application of learning cycle theories, analyse the significance of
implementing continuous Professional Development.
Learning is they only way by which the goals of the organisation could be achieved
quickly. They learning can be performed either by self motivation power that learning is
individual learning. They organisation Marks & Spencer focuses of both employees, this
enhances the satisfaction level of employees.
D1. Make a PDP which correctly sets out learning goals and training in relation to the
learning cycle.
Professional development plan makes the employees more effective. The goals of the
organisation could be achieved more quickly by the training provided to them. The training
conducted by the human resource department is for the welfare of the employees. The objective
of human resource department is to make employees feel satisfied.
P5. Show perceptive of how HPW contributes to workforce engagement and competitive
advantage within a specific company situation.
High Performance Working is a kind of working culture with is provided to the
employees working within the organisation (Arora, Athavale, Maggu and Agarwal, 2021). They
tries to provide transparency within the organisation, which boost the performance of employees.
As they will feel motivated that they are being valued and hence increase in their satisfaction
level. With this, at the time of taking any decision Marks & Spencer uses decentralised way to
get the ideas and opinions of employees. The human resource department also makes a rewards
policy for the employees working within the organisation, for accomplishing the task
successfully. It is the responsibility of middle level managers to provide necessary feedbacks to

low level mangers and deliver the important information by top level manager for lower level
managers.
The features for having High Working Performance within the organisation are as follows -
 Employees engagement – With the implementation of high performance working the
working of workforce is being monitored by the leaders or managers (Peeters, Van De
Voorde and Paauwe, 2022). This makes the employees in understanding the mistakes
performed by them. By identifying them the productivity and engagement of Marks &
Spencer employees enhances.
 Resolving disputes – The working culture of the organisation converts into ineffective
and bad culture when the conflict among the employees arise. To make free the
organisation from this situation, the human resource department of Marks & Spencer use
to conduct many sports related activities, which enhances the employees interaction and
the situation of conflict could be avoided.
 Healthy communication – By these fun and sports activities the communication among
employees takes place, which leads to building trust among each other. The employees of
Marks & Spencer feels comfortable while sharing ideas and this is how the healthy and
effective communicate takes place between the employees.
The competitive advantage could be availed by the management of Marks & Spencer, in
the form which are stated below -
 Skills development – The human resource professionals of Marks & Spencer evaluate
the working condition of workforce and analyse the amount of training required to which
employee (Cohen, Yagil and Carel, 2021). This is how they provide them with the
effective sum of training and make they aware about the changes which are taking place
within the environment.
 Disclosure of significant information – Each and every organisation have it's norms out
of which one is to keep the work confidential which is being performed by them. To
share that information is considered against the companies policy. The human resource
department of Marks & Spencer deliveries this policy to it's new joiners.

M3. Measure the benefit of the application of HPW in relation to a specific organisational
situation along with some justifications.
The efforts made by human resource department in the area of protecting the interest of
employees within the organisation is considered as High Performance Working. The human
resource professionals of Marks & Spencer makes all possible efforts to develop interest and
retain it's employees for longer duration of time. The high performance working makes the
employees feel productivity and develops interest towards organisation.
P6. Critically examine the various approaches to performance management and illustrate
some of the specified examples.
Performance management indicates that the set goals by management is meeting the
expectation of what has being achieved in actual (Pohlt, Schlegl and Wachsmuth, 2019). The
effective and efficient output is being produces by employees of Marks & Spencer by following
performance management process.
The approaches of performance management in context to Marks & Spencer are as
follows -
 Goals establishment – To achieve success it is most important to set the goal for the
organisation as well as for the employees. This is how the workforce of Marks & Spencer
came to know what activity they had to perform.
 Plan development and execution – Plan refers to the action plan which the management
of Marks & Spencer will undertake or frame to achieve goals. With this, further they will
implement the decided strategies.
 Measuring – In order to check that the implementation which is done by the
management of Marks & Spencer is effective or not and if not then what necessary
modifications could be made.
 Provide rewards – Providing rewards to employees for good performance makes them
more effective. With this the other employees also feels motivated to perform well and
get rewards.
M4. Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment.
The approaches used within the organisation of Marks & Spencer provides a proper
guideline to human resource department for beginning to end. These approaches starts form

setting up the goals, they development of plan along with it's execution. They the higher level of
authorises measures the plans which is being implemented and this process is ended with
providing rewards.
D2. Give knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.
High performance working makes the organisation Marks & Spencer is getting
competitive advantage by making improvement in the skills of employees, this is how they get
aware about the current and future changes in advance. When the employees feels motivated
their retention rate and satisfaction level also enhances.
CONCLUSION
From the above report, it can be concluded that, human resource department requires
certain set of skills, knowledge and behaviour in order to hire an appropriate candidate for the
organisation. By performing organisational learning by the employees, the companies will be
benefited and get competitive advantages. Moreover, training and development programmes are
crucial to be performed within the organisation on regular basis to make employee productive.
Along with this, using high performance working and performance management approaches
completive advantages could be achieved.

REFERENCES
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