HR Consultant Report of a UK Based Company

This HR consultant report focuses on the knowledge, skills, and behaviors required by HR professionals in a UK based company. It also discusses the differences between organizational and individual learning, training and development, and the need for continuous learning and professional development. The report concludes with an analysis of different approaches to performance management.

HR consultant report of a
UK based company

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2 Personal skills audit and Personal development plan............................................................3
TASK 2............................................................................................................................................7
P3 Differences between organisational and individual learning, training and development......7
P4 Analyse the need for continuous learning and professional development.............................8
TASK 3............................................................................................................................................9
P5 High performance working to employee engagement...........................................................9
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management.............................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource department in an organisation play significant role within an
organisation. In this process related to hiring, recruiting, selecting, training and recruiting is
being done with an aim to increase work place efficiency of entity (Amabile, 2012). It has been
identified that with the help of proper training and development organisation can ensure long
term sustainability in marketplace and can achieve organisational goals in a well defined manner.
It also helps in managing employees and further increase their skills as to increase company
growth opportunities. In addition to this, by providing training and development secessions to
employees overall productivity of employees can also increased that will lead entity to enlarge
their business growth within particular industrial segment. Present report has been conducted on
Marks and Spencer. Company operate their functioning as leading organisation in retailing
industry. M & S was founded in the year 1884 while having headquartered in London, United
Kingdom. Entity offer high quality food, clothing and food products. In addition to this company
also provide luxury products within marketplace. In this report formative discussion has been
made on, knowledge and skills that are required by HR professional of company. In addition this,
report will include personal development plan, difference between individual and organisational
learning, training and development. Along with this, need for professional development and
continuous learning is covered in this report. Lastly, project cover the aspect related to different
approaches to performance management.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human resource professional determine as a part of company which is mainly related
with dimensions of individual. These individuals effectively deal in human relations in an
organisation that basically initiate from recruitment to employee relation. It refers as a procedure
in which steps related to acquiring, developing, motivating and maintaining of individuals in
being done with an aim to increase overall workplace productivity of entity.
It is important for Marks and Spencer to engage in the function of making regular
modifications in their policies and strategies. With the help of this company can effectively
ensure their long term sustainability in marketplace. It is important for organisation to hire
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potential candidates those who posses effective knowledge related to different aspects as well as
have effective innovative skills. With the help of this entity can effectively able to fulfil
organisational objectives in a well defined manner (Berry, 2011). In addition to this, manager is
required to develop knowledge, skill and efficiency workers as to ensure significant market
positioning. It has been identified that leaders and manager hold the potential to develop
interpersonal skills of employees by offering them regular training and developing measures.
CPD (Continuous development process) is termed as a process in which activity related
to increasing interpersonal capabilities of employees in being done within Marks and Spencer. It
has been determined that entity have duly opted for HRM with an aim to offer increase
employees skills and potential through regular training and developing measures. Manager of
entity is required to posses certain set of skills as to direct employees in a well defined and
effective manner.
Communication skills:
Communication is one of the most important skill that are required to be undertaken by
an management in order to ensure ensure effective relationship with employees. In context with
Marks and Spencer, by formulating effective communication between employees and
management lead entity to accomplish organisational goals in a significant manner. Negligence
of positive communication will affect entity in number of ways and can further decrease overall
profitability base of organisation. Thus, it becomes essential for HR manager of M & S to posses
this skill and guide employees towards goals in best effective manner.
Leadership and management skills:
It is essential for every manager within organisation to have well defined management
and leadership skills as to influence and encourage employees within organisation in a well
defined manner. By having effective effective leadership and management skills managers
within Marks and Spencer can effectively able to achieve organisation goals within estimated
time. In addition to this, it also help them to have proper understanding of abilities, skills and
knowledge that are required by an employees as to increase production level efficiency of entity.
Behaviour which is essential for HR Professionals
Equally treating skills:
This has been identified that each and every employee posses different potential, skills,
capabilities, knowledge etc. that are required by a manager to understand as to treat all
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individuals within workforce in a equal manner by avoiding favouritism. In context with Marks
and Spencer, by treating all employees equally lead organisation to generate more loyalty from
employees against company.
Ethical behaviour:
It is essential for manager to perform their activities and functions in a ethical manner as
this impact upon company operations in number of ways. In relation with Marks and Spencer, by
operating functions in ethical manner duly increase productivity, efficiency, profitability and
motivation level of individual. Further it has been determined that, as M&S perform their
functions in retailing industry thus, it is essential for manager to conduct their functions ethically
as to increase organisation image in marketplace in best effective manner.
Knowledge which is necessary for HR Professional
Laws and regulations of government:
It is important for Human resource management within an organisation to have proper
understanding of laws and legislations that are framed by government and are required to be
abide by organisation within retailing segment. It is essential for M&S HR manager to make sure
that all the legal laws and legislations are abided within company workplace structure as to
perform organisational operations in a legal manner.
Taxation:
HR of entity is having responsibility related to generating salary of employees in time
effective manner. Along with this, they are also required to have formative knowledge related to
tax redemption. In M&S HR manager is required to gave proper knowledge related to taxation as
to guide workers with different policies, taxation schemes and rules.
P2 Personal skills audit and Personal development plan
Personal skills audit :Personal skill audit defined as an essential tool as it allows an
individual to determined identification to own capabilities, knowledge and skill and evaluate
strength and weakness in order to make significant increase in self efficiency. With the help of
personal skill audit individual can gain proper insight related to the area in which they required
improvement. In addition to this, it also help them to attain knowledge related to manage work in
best effective way. Further it has been identified that, personal audit plan is being undertaken by
organisation as to effectively evaluate employees performance with the help of proper training
and development sessions. With the help of this, M&S can effectively able to evaluate HR
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professional within entity and can gain formative information related to their level of
performance at organisational workplace. Mentioned below strength and weaknesses of them are
defined:
Strength :-
I perform my work in Marks and Spencer as HR professional, thus in order to operate my
functioning by being on that job in best effective manner it has been analysed by me that, I
posses effective communication skills (Hirst and et. al., 2011). With the help of this, I make
formative and efficient communication within individuals with entity as to make them
understand organisation objectives and roles in best effective manner. This aid to understand task
within organisation in a well defined manner as to fulfil them while ensuring significant success.
With good communication skill I can even deal with complex situations in a best effective
manner while ensuring significant growth opportunities. In addition to this, it has been signified
that effective communication skill aid me to encourage employees and subordinates within
organisational workplace structure of Marks & Spencer and further motivate them
accomplishment of organisation goals and objectives in significant manner.
Weaknesses :-
It as been determined by me that, there are some certain weakness that duly affect my
overall work performance in number of ways. Major weaknesses that has been posses by me is
time management. In this it has been identified that I can effectively able to manage small tasks
in time effective manner but as to manage task of larger scale I face difficulties to manage
activities as per according to time. In addition to this, other weakness that has been hold by me is
technological skill. This skills play significant role in today's world that are required to be adopt
by HR professional within an entity. Thus, it has been concluded that by working as Marks &
Spencer HR professional, it is essential for me to have formative knowledge of time management
and technological skill in order to increase organisational growth.
Personal Development Plan :
Personal Development plan is being undertaken by an individual with an aim to
overcome their weaknesses with the assistance of plans and strategies. In addition to this, PDP
plan also assists individual to determine measures through which they can improve their skill in a
significant manner while ensuring more growth opportunities. With the help of Personal
Development plan Marks and Spencer HR professional can undertake their personal skill audit
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through which they can improve their capabilities and quality by analysing own weaknesses and
strength (Pinjani and Palvia, 2013). Mentioned below Personal Developing Plan in context with
respective entity HR professional is being given:
Skills Current
ability
Targeted
ability
Objectives Activity for
the
development
Time limit
Time
management
The rating
of mine
for time
managem
ent which
I use to
give
myself is
about 3
stars out
of 5
My target in
this, is to
improve my
skills of time
management
and come to at
least 4.5 star
out of 5.
Main objective
that has been hold
by me while
making
improvement in
my time
management
skills is to
manage large and
small tasks in
time effective
manner.
In order to
make
significant
improvement in
my time
management
skill, I will take
guidance of my
seniors by
observing them.
In addition to
this, I will also
undertake
sessions as to
learn managing
activities
according to
proper time.
As to
improve my
time
management
skill, time
limit of 90
days is
required by
me.
Lack of
Technical
knowledge
It has
been
identified
that, I
have bad
technologi
Target that has
been hold by
me is to
effectively
increase my
knowledge
In order to
perform my job in
well defined and
efficient manner,
it is required by
me to have
In order to
make
significant
improvement in
technological
skill, it is
In order to
make
improvement
in my
technological
skill
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cal skills,
this makes
me rate
my this
skill 1.5
star out of
5.
related various
technological
aspects at
accomplish 5
stars out of 5.
formative
understanding of
technology as it
allow me to
implement
advanced and
innovative
technological
measures at
workplace and
increase overall
productivity and
profitability of
organisation in a
significant way.
essential for me
take advantage
of different
training and
developing
measures and
increase my
technological
skills as to
implement
innovative
techniques at
workplace
while ensuring
high efficiency
in performance.
estimated
time period of
60 days in
being
required by
me.
The time
period which
is required by
me for
improving my
skills of
technology
will be about
60 days.
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TASK 2
P3 Differences between organisational and individual learning, training and development
Each organisation is having the aim to maintain the growth and develop their staff
members by providing them training sessions so that their can enhance their skills and implement
these in performing their task effectively son that this will help the firm in attaining the goals
and objectives. In context with Marks and Spencer, the firm is providing the training and
development programmes to their employees so that they can learn about the new technology
and can adopt the changes accordingly.
Individual Learning: With the help of this strategy employee can effectively able to
identify their skill and capabilities (Approaches for measuring performance of employees. 2018).
It has been identified that M&S offer regular training measures to their employees in order to
increase their skills and knowledge.
Organisational Learning: This method allow employees within organisation to know
about new technology that are being adopted in M&S. Company provide training to their
employees in order to make them learn about use of technology. This will allow organisation to
make significant increase in knowledge and skills of workers.
Difference between Individual learning and organisational learning
Individual learning Organisational learning
In this process skills and capabilities of
employees are being evaluated in order to
provide them training to increase their
performance. Individual learning main motive
is to increase skills and knowledge of
individuals in a significant manner.
In this learning method, training method is
conducted as to bring something new within
organisation. Main motive of organisational
learning is to increase skills of employees.
Difference between Training and development
Training Development
This activity indicate towards improvement This is a system in which organisation mainly
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of employees performance by offering them
regular training secessions. Main aim of this
is to increase overall work performance
ability of employees as to increase
organisational productivity.
focus towards making improvement in
employees. In this skills of workers are
developed in accordance with their knowledge
and skills. This process is being done at regular
interval.
In relation with Marks and Spencer, entity provide different training secessions to their
employees in order to motivate them towards organisational goals. It help company to increase
capabilities and potential of workers within organisation that helps in creating organisation string
image within competitive marketplace.
P4 Analyse the need for continuous learning and professional development
Continuous learning process is a method that allow an organisation or individual to make
regular evaluation of their competencies, skills and knowledge and undertake effective measures
to improve performance (Pinjani and Palvia, 2013). Manager of Marks and Spencer is required to
take advantage of continuous learning process and improve their employees performance as to
ensure more competitive advancements.
Reduce in productivity :
If organisation see decrease in productivity level of employees them they are required to adopt
continuous learning measure as to increase their skills and competencies. Within Marks and
Spencer by offering regular training to employees company aim towards increasing their
performance in best effective manner. In addition to this, it also help them to improve overall
productivity level of employees as to fulfil organisation goals and objectives within time
effective manner.
Thus, it has been identified that, within large organisation Professional development and
Continuous learning are required as to increase performance of employees in best effective
manner. Within Marks and Spencer, managers are required to analyse performance and
capabilities of each and every employees and provide them with necessary developing measures
as to increase their overall knowledge and efficiency. In addition to this, as to reduce labour
turnover manager of entity is required to offer employees with healthy workplace environment as
to maintain strong relationship. With the help of this company can ensure high profitability while
increasing overall productivity of employees.
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Advantages of learning process mentioned below:
Abilities lead an employee to become confident:
It has been identified that when individuals finish their work in time effective framework
then it automatically lead them towards boosting their overall level of confidence. With the help
of this, other individuals can also encourage towards competition that will increase overall
performance of organisation in best effective manner.
Growth of an individual and organisation:
By offering different learning programmes managers within Marks and Spencer can
effectively able to increase skill and efficiency of their employees while ensuring high
profitability.
TASK 3
P5 High performance working to employee engagement
High performance is termed as an approach that are being undertaken by top authorities
within an organisation as to make significant improvement in employees performance (Seibert,
Wang and Courtright, 2011). As per report presented at Confederation of British Industry
workshop high performance work commitment and culture is duly get supported by effectual
interaction, collaborative working and performance management. With the help of high
performance working M&S can effectively able to organisation can gain more strategic
competitive edge with marketplace.
It has been identified that M&S is planning to enter in new marketplace within which
large number of competitors are present. Thus, company is required to offer unique and
innovative services to customers. In this HPW process aid managers to formulate significant
collaboration among workers and further stimulate them accomplishment of organisational goals
in best effective manner. Mentioned below contribution of HRW is being given:
Transparent Communication:
It is essential for an organisation to make sure that employees within entity are aware
about each and every essential and related information and strategies. For this, M&S is required
to take advantage of flexible communication methods as to ensure effectively flow of
information. This will not only aid company to gain more loyalty form employees but also
benefit them to increase their overall profitability rate in best effective manner.
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Shared responsibility for results:
It is important for Marks & Spencer to share results and responsibilities with employees
and further reward then with benefits and awards as to boost morale of employees. With the help
of this, company can effectively able to fulfil their objectively in best effective manner.
HPW benefit in ensuring high competitive advancements in number of ways that are
defined below:
High productivity & profitability:
With the help of HPW organisation can increase profitability of overall organisational
unit in best effective manner. It has been identified that HPW benefit entity to make their
employees adaptable and overcome complex situations with great ease. This will not only allow
entity to fulfil organisational goal in time effective manner but also benefit them to increase
employees performance subsequently.
TASK 4
P6 Different approaches to performance management
It is important for Marks & Spencer to ensure that there is less labour turnover within
organisation. For this company is required to undertake use of performance management as to
strengthen skills and capabilities of employees. Mentioned below different approaches of
measuring performance is being defined in relation with Marks and Spencer:
Comparative approach:
In this employees are evaluated by ranking them by undertaking comparison of
performance. In this Marks & Spencer by taking advantage of forced distribution, graphic etc.
can effectively able to measure performance of employees.
Attribute approach:
In this attributes like innovation, solving and teamwork is being consider by employees.
All these attributes can be effectively measured by M&S by taking advantage of mixed rating
scale. With the help of this employees can effectively able to undertake effective measures
through which they can increase their overall level of performance.
Behavioural approach:
With the help of BOS (Behavioural observation scale) or BARS (Behavioural anchored
rating scale) Marks and Spencer can effectively measure different dimensions of their employees
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jobs. In addition to this, frequencies in relation with employees behaviours in context of their
performance are being determined.
Result approach:
By taking advantage of Balanced scorecard technique as well as ProMES (Productivity
measurement and evaluation system) can make significant increase overall productivity level of
employees by undertaking their feedback into consideration.
Quality approach:
Marks & Spencer believes their customers as their highest priority thus, they offer high
quality products and services to them in order to offer them effective satisfaction (Goetsch and
Davis, 2014). In addition to this, company by taking advantage of effective strategies as to make
reduction in errors as can satisfy customers in more efficient manner.
Collaborative approach:
It include mixture of above given approaches. M&S can effectively differentiate them in
accordance with their preferences and can increase employees performance. With the help of this
employees can ensure their long term sustainability within market. Performance management
system mainly include:
 Creation of adequate plan as to form clear job description.
 Hire qualified and skilled candidates as to increase productivity of organisation and
employees significantly.
 Offer right direction to individuals as to fulfil organisational goals in best effective
manner.
 Track and regularly monitor employees performance.
 Conduct training and development secessions as to overcome employees weaknesses and
increase their skills.
 Offer attractive reward, benefit and compensation to employees as per according to their
performance.
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CONCLUSION
As per according to above mentioned report, it has been concluded that skills, knowledge
and behaviour of HR professional in company can effectively lead entity to retain their
employees for long period of time. Performance of employees can be increase with the help of
HPW. It also allow entity to provide different training measures to employees by evaluating
different approaches as to increase overall profitability and productivity level of employees and
organisation in a significant manner.
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REFERENCES
Books and Journals
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School.
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pp.186-206.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
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teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Williams, C. L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new
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Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >.
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