Developing Individuals, Teams and Organisations - Marks & Spencer

DEVELOPING TEAM
&
INDIVIDUAL

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P.1. Determine appropriate and professional knowledge and skills and behaviours that are
required by HR professionals......................................................................................................1
P.2. Analyse a completed personal skills audit and develop and Professional development
plan..............................................................................................................................................3
P.3.Analyses the difference between organizational and individual learning, training and
development. ..............................................................................................................................5
P4 Analysing the need for continuous learning and professional development for driving
sustainable business performance...............................................................................................7
P5 Demonstrating understanding of the way high performance contributes to employee
engagement as well as competitive advantage............................................................................8
P6 Evaluating the different approaches to performance management and demonstrating the
way they support high performance culture as well as commitment..........................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Team working is very essential part of the company. It promotes an atmosphere that
fosters loyalty as well as friendship (Martin and Manley, 2018). Team-working is the essence of
the organisation whether it is profitable or non-profitable organisation. For the smooth working
of the organisation it is very important to share the purpose as well as common goals which can
only be achieved by the team working skill. Cooperation is very essential for the company in
order to achieved the organisational goals and objectives. This present report is context with
Marks & Spencer company. It is one of the largest British multinational retail organisation of
United Kingdom. Its headquarters are located in London, United Kingdom. The revenue of the
company is £10.622 billion in 2017 and about 84,939 employees are working in the organisation.
This present report will cover appropriate and professional knowledge, skill and behaviours
which are needed for HR professionals.
P.1. Determine appropriate and professional knowledge and skills and behaviours that are
required by HR professionals.
There are number of departments and job post in the organisation, but human resource
department is the key of organisation success as well as smooth functioning. It is very important
to have appropriate skill, knowledge and behaviour within HR professionals. This is because the
functions of HR are not only limited to a single activity but they have to handle multitasking
activity and functions. HR managers of the company deal with all the issues as well as problems
related to performance management of employees, development of firm, compensation, training
and many other activities of company (Caligiuri, P. and Lundby, K., 2015). The HR team of
Marks & Spencer is very skilled, efficient and knowledgeable as they are dealing with all
important affairs of the company as well as help in achieving the desire goals and objectives of
company.
Here are the following skills, behaviour and knowledge which are very necessary to have
in HR professionals or managers in the Marks and Spencer-
SKILLS
Active Listening- This is also one of the most important skill that are required by the HR
professional. They should have to give full attention to what people are saying and taking time in
order to understand the points being made.
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Speaking Ability- This skill is the key attribute that is very important for HR to have as
without this skill, he/she will not call as professional HR. The Marks and Spencer issues and
problems cannot be solving if HR managers does not have speaking ability (West and et.al.,
2014). In addition to this, HR should have ability to speak in front of crowd.
Coordination- This is another skill of HR which is also very essential in the adjusting
actions in relation to others action in a systematic manner. Coordination makes the work fast and
efficient within Marks and Spencer.
Communication- This skill is the backbone of HR mangers. It is very essential that each
and every small or big information should be communicated effectively and properly to all
employees so that miscommunication does not arise in Marks and Spencer (Serrat, 2017).
KNOWLEDGE
Human Resources and Personnel- This is the key knowledge which is very important
for HR managers or professionals. They should know the actual procedure of recruitment,
election, compensation, benefits, training, employee's relations, negotiation as well as the
personnel systems of information.
Management and Administration- This is another important that is very important to
have in HR managers or professionals at Marks and Spencer about the complete knowledge of
principles of business and management. This involve strategic planning, resource allocation,
leadership technique etc.
English Language- In today's era, English is very important in the organisation. HR
professional should have complete knowledge of English and fluency in speaking (George and
et.al., 2017).
Law and Legislation- This is also one the most important thing that HR should know. It
is very essential that HR managers of Marks and Spencer should have complete knowledge of
laws and legislation such as labour law, wages law, health and safety act etc.
BEHAVIOUR
Adaptability and Flexibility- To become a professional HR or to have professional in the
personality or behaviour, it is very important that HR should have the behaviour and attitude of
adaptability and flexibility in their nature. HR manager of Marks and Spencer should be
consenting to listening as well as learning both and to accept the changing priorities and working
requirements.
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Adding Value- Actively engage in the broad business, as appropriate, and look to provide
information that positively contributes to influencing business decisions. Continually strive to
improve own working processes as well as organisation too (Kislov and et.al., 2014).
Integrity and Ethics- Integrity and ethics is also one of the most important behaviour that
need to have in personality and attitude of HR. HR of Marks and Spencer should be honest and
trust in their behaviour. They must give respect to all employees working in the organisation.
They should speak in very nicely.
P.2 Analyse a completed personal skills audit and develop and Professional development plan.
HR managers are the core people of the company. It is very essential to determine the
skills of HR in order to identify the key strength and weaknesses of my own work so that I can
become one of the best HR manager in Marks and Spencer. In order to identify the skills and
weaknesses, personal audit is the best way (Bedwell, Fiore and Salas, 2014).
Therefore, I use SWOT analysis tool in order to determine the key strength weaknesses,
opportunities and threat at Marks and Spencer.
STRENGTH
 I have the skill of active listing as I give
full attention to what people are saying
and I also take my time in order to
understand the points being made.
 I have good Speaking Ability as I used
to solve issues and problems in the
company very smartly and I also speak
in front of crowd like in companies
functions and meetings.
 I am very Coordinative person as I
adjust the actions in relation to others
action in a systematic manner. It makes
the work fast and efficient within
organisation.
 I have complete knowledge of
recruitment, election, compensation,
OPPORTUNITIES
 I have a good opportunity to become
HR head of Marks and Spencer.
 I also have to many opportunities of
taking part in training and development
programmes to raise the knowledge and
skill.
 Opportunity of enhancing the skills are
also available at Marks and Spencer.
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benefits, training, employee's relations,
negotiation.
WEAKNESSES
 I am impatience person.
 Knowledge in computer is also less.
 I also get frustrated and not able to take
right decision at right situation.
 Writing skill is not good.
THREAT
 Job of HR is very high pressured.
 Responsibilities are very huge.
 Politics is also present in Marks and
Spencer which also put me back. .
Personal Development Plan
SKILLS TO BE
DEVELOPED
ACTIVITIES BY
WHICH SKILLS
ARE DEVELOPED
EVIDENCE TIME DURATION
Patience By taking control on
impulses and proceed
calmly when any
difficulties are arisen.
By taking feedbacks
from friends, peers,
seniors, employees etc.
1 month
Writing Skill By taking complete
knowledge of
grammar, spelling and
sentence formation.
Through external
coaching.
By reading the blogs
and of content writers.
By giving trial to my
teacher and through
the result and
feedbacks from
friends, peers, seniors,
employees.
1.5 months
Knowledge in By attaining training By giving trial to my 2 months
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Computer organized within
organisation.
Through external
coaching.
By practising more on
computer.
teacher and through
work outcomes.
P.3.Analyse the difference between organisational and individual learning, training and
development.
It is fact that if any person wants to learn anything, he/she can grab the opportunities
which are available in the organisation or from another place. There are ample of opportunities
which are available such as individual learning and organisational learning. The skill of the
person is enhanced by using the opportunities which are available. Marks and Spencer also
provide great opportunities for their employees to develop and grow (DuBois and et.al., 2015).
Individual Learning- When any person or individual learn from his/her own experience is
known as individual learning. This is a method of teaching in which content, technological
instruction as well as pace of learning are based upon the abilities along with the interest of
learner. Marks and Spencer organize training and development programmes which help
employee to raise their skill and knowledge. Distance learning, Resource based learning,
Computer based learning and Direct Private Knowledge leaning are the four main types of
individual learning.
Organisational Leaning- When any person or individual learn from the organisation is
called as organisational learning. In order to achieve the desire goals and objectives organisation
provide training to employees. It is benefited for both employees and organisation.
Difference between organisational and individual learning
Organizational Leaning Individual Leaning
 Individual or person learn for his/her
for the sake of company (West and
et.al., 2014).
 Individual or person learn for his/her
own purpose.
 It is short team learning.  It is long termed learning.
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Training and Development
Training Development
 It is the process of learning in which a
person get opportunity to develop skill,
knowledge and competencies as per the
demand of job.
 It is educational process which is
concerned with the overall development
of the individual.
 The goal is short term in training.  The goal of development is long
termed.
 Present condition or situation is
focussed by training such as present
skill, knowledge and behaviour.
 In development, future of the individual
is focused.
 Job Oriented activity.  Career Oriented activity.
 The goal of training is to improve the
performance of employees at
workplace.
 The goal of development is to prepare
the employees for future (Katzenbach,
and Smith, 2015).
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P4 Analysing the need for continuous learning and professional development for driving
sustainable business performance
At an individual level, continuous learning can be referred to as practices facilitated by
person on daily basis for increasing their knowledge. Learning is very much important for both
employees and organization. Continuous learning is needed by an individual for keeping
themselves update with the latest business trend which will assist them in improving
performance at workplace. It crucial for marks and Spencer organization for improving business
performance. Strong continuous learning abilities are required for successfully adapting to
changing life as well as work demand (Salas. and et.al., 2017). Continuous learning at workplace
includes reviewing of experiences. It also involves examining of values, policies, assumption and
practices. Continuous learning at individual level is needed for developing the core competencies
as well as skills which are required for performing various activities at workplace. At a
professional level, continuous learning is required for developing more skills for providing an
appropriate response to changing environment. Continuous professional development help an
individual in ensuring that a person capabilities keep pace with the current standards of others in
the same field. It has enabled marks and Spencer organization to deliver professional services to
their client. Continuous learning as well as professional development assist employees in making
their significant contribution in driving firm towards success.
In context of marks and Spencer, business entity has made lot of investment on
developing employees which has played important role in context of reducing the cost of
recruiting new candidate. Continuous learning by employees has assisted an enterprise in
catering to the changing need of business. It has helped in ensuring the employees' engagement
in business activity which is very much crucial in context of maintaining business performance
as well as accomplishment of desired objectives. Continuous learning as well as professional
development opportunities provided by marks and Spencer has enabled workers to increase self
confidence and it has helped business entity in increasing employee morale. In addition to this,
continuous professional development plays an important role in enhancing the quality ODF an
individual life (Shuffler, Diazgranados and Salas, 2018.). At level of organization, continuous
learning is needed for driving firm towards success. Continuous learning also support business
entity in gaining the competitive advantage in the market. It also supports firm in providing the
high level of satisfaction to customers. Continuous learning also supports management in
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managing the various issues, challenges and risk in systematic manner. It supports management
in reducing the employee turnover rate which further assist in maintaining the business
performance. Human resource manager in marks and Spencer organization is required to ensure
that the right information or learning has been transmitted to employees, as this factor can have
negative effect on organizational performance. Continuous learning as well as professional
development enables an individual to get satisfaction from their job.
Marks Spencer can utilize kobls learning cycle. As per the knob a personal starts to learn
new things by actively participating in business activities. There are mainly phases involved in
learning cycle these are concrete experience, active experimentation, abstract conceptualization
and reflective observation. kobls states that learning includes the acquisition of concepts as well
as abstracts which can be applied to different situation.
P5 Demonstrating understanding of the way high performance contributes to employee
engagement as well as competitive advantage.
High performing working in an organization often result into increase engagement. High
performing workers encourage an organization for facilitating innovation and help business
entity in gaining competitive advantage. It is very much important for human resource manager
in marks and Spencer to develop the high performing culture, as this will help an enterprise in
improving business performance. In addition to this, it will also support an organization in
increasing productivity as well as profitability (Albrecht and et.al., 2015. ). High performing
culture at workplace will support management in ensuring the engagement of employees in
business activities. It will also support manager in encouraging other people to improve their
performance and increase their participation in various activities. Marks and Spencer provides
fair wages , training and learning opportunities to its employees which has provided them
satisfaction which is very much important for maintaining an effective culture at workplace.
It is required by human resource manager in marks and Spencer organization to develop
an effective reward system, as this strategy will assist management in maintaining high working
environment. It will also support manager in motivating employees to make their significant
contribution in driving an organization towards success. In addition to this high performing
culture within an enterprise motivates workers to develop creative thinking as well as inspires
them, to share their ideas which can be utilized by marks and Spencer in resolving various issues
or for expanding business. High performing culture in marks and Spencer has aid firm in
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reducing operating cost. It has enabled management to ensure an effective as well as efficient
utilization of business resources. High performing performance culture has helped marks and
Spencer organization in retaining the existing employees and has help business entity in
attracting new talented workers. It has also helped marks and Spencer organization in increasing
productivity as well as profitability. High performing environment promotes innovation which
assist an enterprise in gaining competitive advantage.
P6 Evaluating the different approaches to performance management and demonstrating the way
they support high performance culture as well as commitment
Performance management can be defined as procedure of measuring or analysis the
contribution made by an individual in achievement of objectives by firm. There are several
approaches which can be utilized by manager or leader in Marks and Spencer for measuring the
performance of employees. Every performance appraisal approach has uniwue characterstics as
well as suitability. It is very crucial for human resource manager in marks and Spencer to select
an appropriate approach for performance measurement, as this factor might have direct as well as
significant effect on employee's behavior at workplace. Utilization of an appropriate performance
management techniques supports management in making right decisions related to the
terminating or retaining employee (Sessa and London, 2015. ). The different approaches to
performance management are:
Comparative approach : This performance management approach is the best suitable for
measuring performance of an individual in a group. In comparative approach, manager give rank
to workers performance in comparison top other people in a team. Graphic rating scale, paired
comparison, forced distribution are some technique which can be utilized for measuring
performance using comparative approach. Limitation of this approach is that it can only be
utilized with a small group of employees with similar job profiles. Advantage of comparative
approach is that it helps in ensuring rewards are given to top performers.
Attribute approach: The different parameters such as problem solving skill, communication ,
team work, creativity etc are set for measuring performance of person. In this approach manager
using the rate workers in a scale of 1 to 5. Disadvantage of this approach is that there are high
chances of biases by manager. Advantage of this approach is that it is accurate at identifying
only the best and the worst performers.
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Behavioral approach : It is considered to be as a traditional approach to performance
management. In this approach, employees performance is measured in terms of their attitude
during the time of task. The personal observation technique is utilized by manager in marks and
Spencer for analyzing the behavior of worker.
Result approach: In this approach , employees performance are measured in terms of result
produced by them. It is considered to be as an effective approach for encouraging workers to
improve productivity.
Quality approach: This approach emphasizes on improving customer satisfaction by reducing
errors and achieving continuous service improvisation. In this approach, workers performance
are measured on the basis of quality of their work.
It is required by manager or leader in marks and Spencer to provide regular guidance,
instruction and feedback to customers, as this will assist them, in ensuring completion of task in
systematic manner (Anitha, 2014). In addition to this, it will also enable employees to identify
the area as well as need for improvement.
CONCLUSION
It has been concluded from the assignment that at organization level continuous learning
is important in order to drive firm towards success. Study has also concluded that continuous
learning at individual level is crucial for fostering career growth. It has been concluded from the
assignment that human resource manager in an organization has specialized knowledge about
the field and they also have good communication as leadership qualities which makes them
different from other people at workplace. Project has also concluded that selection of suitable
performance appraisal approach is very much important, as this factor have direct effect on
workers' behavior.
There are various strategies have been suggested in the report which can be suited by
manager in an enterprise for engaging workers. The different approaches to performance
appraisal have been recommended which can be utilized for analyzing the contribution made by
an individual in specific activity.
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REFERENCES
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Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management. 63(3).
p.308.
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Learning & Education, 13(2), pp.171-186.
Caligiuri, P. and Lundby, K., 2015. Developing Cross-Cultural Competencies Through Global
Teams. In Leading Global Teams (pp. 123-139). Springer, New York, NY.
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Salas. and et.al., 2017. Situation awareness in team performance: Implications for measurement
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Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer,
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Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
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Shuffler, M.L., Diazgranados, D., Maynard, M.T. and Salas, E., 2018. Developing, sustaining,
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