Knowledge, Skills, and Behaviors Required by HR Professionals

Developing
Individuals, Teams
and Organizations

Table of Contents
LO 1............................................................................................................................................................3
P1 Knowledge, skills and behaviors that are required by HR professionals.................................3
P2 Personal Skills Audit and Personal Development Plan.............................................................5
LO 2............................................................................................................................................................8
P3 Differences between organizational and individual learning, training and development.......8
P4 need for continuous learning and professional development to drive sustainable business
performance..........................................................................................................................................9
LO 3..........................................................................................................................................................11
P5 How HPW contributes to employee engagement and competitive advantage within an
organization.........................................................................................................................................11
LO 4..........................................................................................................................................................13
P6 different approaches to performance management and how they can support high-
performance culture and commitment with examples....................................................................13
CONCLUSION........................................................................................................................................14
REFERENCES........................................................................................................................................15

INTRODUCTION
In order to be successful and build a sustainable business, organizations should
develop their employees in such a way that they perform in the most efficient way. The
main purpose behind a company to develop its individuals and teams is to enable them
to work effectively as a part of different teams and produce desired output (Bass, 2016).
The productivity of the employees is also enhanced and they are more committed to
their jobs. In order to develop teams and individuals, it is first necessary to ensure that
all of them have a thorough understanding of their job roles. If they don’t have a clear
understanding of their jobs, the management of the company should use different
training and development tools so as to help them enhance their skill set. Organization
chosen for this report is Marks and Spencer, which was found by Michael Marks and
Thomas Spencer and the job role selected is that of a marketing executive. The
company is a leading brand in providing customers with high quality home, clothing and
food products. The report describes the appropriate skills, knowledge and behaviors
that are required by HR professionals. A performance management plan is also
included with an analysis of differences between individual and organizational training,
learning and development.
LO 1
P1 Knowledge, skills and behaviors that are required by HR professionals
An individual should possess knowledge and different skills like effective
communication skills, leadership skills, complete knowledge of the various policies and
procedures of the company etc. Communication skills are important as the job of HR
professionals typically involves interacting and communicating information across
employers and employees of the company (Baxter and et. al., 2016). If the individual
applying for the job will not be able to communicate clearly, it will impact their chances
of selection for that particular job at the company. Having a complete knowledge of the
the desired job position and the specific department in the company will also ease out
their chances of being recruited and selected by the employer. This is because the
employer will be able to analyze the behavior and skills of the candidate in a more
precise manner.

Critical thinking skills are also among the important skills that an applicant
applying for a job at Marks and Spencer is required to possess. This is because they
will need to maintain a balance between different complex situations that can come up
anytime in the company. In order to resolve, the critical thinking plays an important role
(Bisbe and Sivabalan, 2017). Also, being a global company Marks and Spencer has a
diverse workforce working for it. Thus, in such a case, the individual should showcase
his/her skills of being able to work in a healthy environment wherein all employees can
work collectively as a team and thus help the company in reaching its goals and
objectives.
Another important thing that is required by individuals applying for a job at Marks
and Spencer is that they should have an expertise and complete knowledge about the
job position for which they have applied. They must be able to deal with challenges that
come up on a daily basis. These can be simple challenges like resolving issues relating
to the salary or a much more complex challenge. Therefore, weather complex or simple,
the applicants who desire to get a job at Marks and Spencer should be able to resolve
any kind of issue in an effective as well as fair manner. Time management skills are
also necessary requirements that an individual should have so as to get the different
tasks done on time without any problems or errors. This is important because
sometimes the number of tasks to be done is less, on the other hand, there can be
times when a lot of tasks have to be completed within a very little time. Therefore, time
management skills form an important place in this situation.
They should not, in any case lie in their resume while applying for the job. While
hiring an executive, the HR professionals test the knowledge of individuals pertaining to
the job role effectively so that they can make decision regarding hiring the individual
(Coetzer, Bussin and Geldenhuys, 2017). Thus, if they themselves will possess these
skills, they will be able to observe and analyze the same in the candidate also. Once the
hiring is done, training and development skills come into picture. One of the many jobs
of the newly hired individuals at Marks and Spencer is to receive training and
development from the company. This is important because employees need to remain