Developing Individuals Project

This project analyzes the role of Human Resource Management in developing individuals within Marks & Spencer, a global retail giant. It explores key HR functions, including knowledge, skills, and behavior of HR professionals, individual and organizational learning, and the impact of high-performance working on employee engagement and competitive advantage. The project also analyzes different approaches to performance management and their contribution to a high-performance culture and commitment. Desklib provides past papers and solved assignments for students.

DEVELOPING
INDIVIDUALS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Knowledge, skills and behaviour of HR professional.................................................................1
TASK 2............................................................................................................................................7
Difference between individual and Organisational learning.......................................................7
TASK 3............................................................................................................................................9
Ways in which HPW contributes to employees engagement and competitive advantage..........9
TASK 4..........................................................................................................................................11
To analyse ways in which performance management improves high performance culture and
commitment...............................................................................................................................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Growth of every company is highly depends upon performance of its employees. In this,
HR managers plays an essential role in order to achieve organisational goals. Thus, it is
important for HR manger to provide proper training and knowledge to its employees to reach its
desired ambitions in time (Fulton and et. al., 2012). This report is about Marks and Spencer a
large global organisation which operates in UK and deals in selling of clothing, home products
and luxury food products to its costumers. The project is discussing about skills, knowledge and
attributes of HR professional within the organisation. Along with this, factors are also included
in this report which are related with learning and development to drive sustainable business
performance. High performance working is also evaluated in this report which contributes to
employee engagement and competitive advantage within an organisation.
TASK 1
Knowledge, skills and behaviour of HR professional
Every organisation wants to gain high profitability and efficient working techniques in
order to complete its tasks. In this regard, it important for an organisation to have a professional
HR manger which deals with every activities. In this, they should have the ability to improve
their knowledge, skills and behaviour to perform well. In this context, HR manager of Marks and
Spencer have appropriate skills to manage entire working of the company. Thus, some
knowledge, skills and behaviour of HR professionals are as evaluated under the following
statement.
Knowledge of HR professional: Knowledge is a information and facts which a person
acquire through education and experience. In context of Marks and Spencer, HR manger have
various knowledge to manage business activities.
 Government Laws: It is important for HR manager to have sufficient knowledge about
government laws (Martínez-Rodríguez, et. al., 2012). In this regard, Marks and
Spencer operates its business in various countries, so it is important for HR manger to
have sufficient knowledge about government laws for running its business in a ethical
manner.
 Rewards and incentive programmes: Proper knowledge of rewards and incentives
helps company to keep its employees happy and loyal to the company. The HR manager
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of Marks and Spencer should also have sufficient knowledge of rewards and incentive in
order to make their employees stay for a longer period of time (Dharmowijoyo, Susilo
and Karlström, 2014). Company should give rewards and incentives such as,
promotions and appraisal to its employees according to their performance at workplace.
Skills of HR professional: Skills are an ability and capacity of an individual to perform
specific tasks. The HR manger of Marks and Spencer have different skills and abilities to
organise their daily agenda and complete their tasks in a systematic manner.
 Strong and appropriate communication skills: This is an important and basic skill of
HR manger which helps them to make positive relations with its employees. With the
help of this skill, employees can easily share their opinions and ideas with their manger.
In context of Marks and Spencer, if the communication skills of HR manger is effective
and strong, then it would help them to interact with its employees easily.
 Problem solving skills: It is also an essential skill mangers which helps them to resolve
issues of business related activities. The HR manger of Marks and Spencer, should also
have this skill of solving concerns raised by their employees. If they easily resolve issues
then employees never hesitate to share their problem with them.
Behaviour of HR professional: Behaviour is a way in which a person behaves in
response to a particular situation (Cozolino, 2014). The way of behaving of manager should be
good and trustworthy towards its employees. Under this, HR manager of Marks and Spencer
should also have professional behavioural skills at workplace.
 Acceptable behaviour: In an organisation, it is important for manger to have an
acceptable behaviour at workplace. The manager of Marks and Spencer should also have
this behaviour in order to manage performance in a fair manner.
 Transparency and trustworthiness: In this, the manager of Marks ans Spencer should
be trustworthy and transparency in nature so that employees can share their issues with
them openly and honestly.
Personal Skill Audit
Personal skill audit is a way by which an individual can identify strengths and necessities
to develop a healthy atmosphere.
Abilities Very Good Good Adequate Little or no
experience
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Skills
associated to
information
technologies
Usage of MS word ✔
Usage of MS excel ✔
Usage of data as
well as information
✔
Usage of Internet ✔
Usage of E- mail ✔
Usage of Power
point
✔
Usage of HR
specialist software
✔
Abilities Very Good Good Adequate Little or no
experience
Communicati
on ability
Draft
contracts
which are
connected to
occupation
✔
Written down
notes which
are linked
with
disciplinary
processing
✔
Formulation
of reports
✔
3

Evolve
materials
which will aid
at the time of
presentation
✔
Render
training as
well as
development
programs
✔
Sort out
conflicts
✔
Interview ✔
Give advise
on those
difficulties
which are
linked to
Human
resource
✔
2 Conflict
solving
4 Time
management
Skill Very Good Good Adequate Little or no
Experience
Problem
solving
abilities
Easily handle
tangled data
and
information,
an effectual
verbal
reasoning
abilities and
in addition
✔
4

select
adequate info
which help in
problem
solving
To sort out
issues
effectually
person will
find out many
solution to opt
best from
them
✔
Take
assistance of
other
individuals to
resolve
troubles in a
proper way
✔
Strength: As mentioned above in Personal Skill Audit, as a HR manager of a company
the main strength of mine is information technologies which assist me in taking quick decisions
within the organisation.
Weakness: According to the above personal audit, my weakness is poor communication
skills that I am hesitating to communicate with employees and conveying information to them. In
addition to this, problem solving is also my another weakness in which sometimes I failed in
determining actual reasons of the issues.
In addition of this, for converting weakness into strength I have prepared my personal
professional development plan which help me in attaining opportunities at workplace.
Serial No. Learning
objectives
Current
proficiency
Targeted
proficiency
Development
opportunities
Time scale
1 Problem
solving
3 5 In Marks and
Spencer as a
HR manager of
a company it is
important for
1 to 2.5
months
5

me to solve
issues which
are arriving in
business
activities. In
order to resolve
this issue of
problem solving
I will
communicate
with my
employees and
try to solve the
problems which
are taking place
in organisation.
2 Effective
communicatio
n
3 5 Under this, it is
important for
me as manager
to communicate
effectively with
my employees
to reduce the
communication
gaps between
us. It helps me
in developing
proper
coordination
with them and
they also will
2 to 3 months
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not hesitate to
communicate
and share their
issues with me.
CPD: It refers to continuous professional development which helps company in developing their
skills knowledge and abilities. This also assists to manage overall working of organisation. It I
beneficial for M&S as it provides an overview of professional development. It also uncover gaps
between skills and capabilities. By this company can enhance its performance and productivity
level.
PDP: It stands for professional development plan. The manger of company creates this plan
which helps them to identify necessary skills and resources to support staff members. This is also
beneficial for M&S as it identify skills and capabilities of employees. By this company can
provide necessary training to employees who lacks in particular areas.
TASK 2
Difference between individual and Organisational learning
Individual learning: It is a process by which an individual increase its knowledge at
their own level to achieve academic goal. In context of Marks and Spencer, HR manager
conducts training and development programme on the basis of individual requirements
(Sarringhaus, MacLatchy and Mitani, 2016).
Organisational learning: In this process of learning, the managers of Marks and
Spencer gives training session to the whole staff of employees on the basis of organisational
requirements to achieve company goals.
Differentiate between Individual and Organisational learning
Individual learning Organisational learning
 It is process which deals with personnel
development of individual according to
their requirements.
In this, training is given to the whole team of
employees according to overall needs of an
organisation.
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 Under this, the time of giving training
is not fixed. It is concern on improving
level of performance.
In this process, learning is given in a fixed
period of time.
 It is a long term process as company
provides training on regular basis to
individuals.
It is a short term process as training is given
according to assigned projects and tasks.
 It helps staff members to enhance their
knowledge and skills.
This helps organisation to enhance overall
level of performance and productivity.
Training and Development
Training process allows managers to strengthen skills and abilities of employees which is
required to improve. On the other hand, development program brings all employees at a same
level of skills and knowledge (Mattson and Wood, 2014). They both are essential for company
to met with its desired goals. In context of Marks and Spencer, training and development session
is conducted in the company to bring its employees at a higher level. It helps employees in
improving their overall performance and foster growth at their workplace which is helpful for
company in achieving goals in time. Thus, some differences between training and development
are as evaluated under the following heads.
Differentiate between Training and Development
Training Development
 This process allows employees to get
opportunities to develop their skills and
knowledge according to the job
requirements.
Under this process, it looks after the overall
growth of employees.
 The main objective of this process is to
improve work performances of
employees.
The main motto of this process is to prepare
employees for future challenges and situations.
8

Continuous learning: In this, an individual enhance its skills and level of knowledge in
order to develop future opportunities. The managers of Marks and Spencer, provide continuous
learning to its employees in order to achieve company objectives. This learning is given to
employees to brings changes in their perspective.
Professional Development: It is a training process in which formal education and
professional knowledge is given to the employees to perform best at workplace (Brunsdon and
et. al., 2015). In this, the managers of Marks and Spencer organises this session and gives them
professional training in order to reduce gap between semi-skilled and professional workers.
These sessions provided by company plays an essential role in development of employees
abilities and assists organisation to achieve its desired goals. In this context, Marks and Spencer
apply Kolb's learning style theory to analyse the importance of implementing continuous
professional development within the organisation (Richard, et. al., 2017).
Kolb's learning style theory
This theory is given by David A. Kolb which involves four stages of learning cycle are
described as follows.
 Concrete Experience: In this theory, it has been stated that if the employees of Marks
and Spencer have to learn something then they have to a perform their tasks. They cannot
learn by simply reading and watching it.
 Reflective Observation: This is the second stage of learning in which the employees of
Marks and Spencer firstly notice others and then make their own observations.
 Abstract Conceptualization: Under this theory, the members of Marks and Spencer
creates theories in order to explain their experience (Kreuter and et. al., 2013). The
main motto of this theory is to develop new concepts that they can apply in future.
 Active Experimentation: The members of Marks and Spencer use this theory in order to
solve issues of business activities. The main objective of this theory is to test the concepts
and discover new ways of improvements.
TASK 3
Ways in which HPW contributes to employees engagement and competitive advantage
High-performance working is specified as a practice which improves the capacity of a
firm to recruit, select, attract and develop high performing personnel. It is a general tactics to
9

manage company and helps in increasing the involvement and commitment of workers towards
company and associated activities. It helps individuals to appropriately use the skills that they
have which benefits the firm in gaining competitive advantage. HPW is about creating an
atmosphere which includes trust, transparency and open communication for all employees
within an organisation (Browning, Thompson and Dawson, 2014). It helps in improving the
involvement and working capabilities of workers. In the case of Marks and Spenser, employees
at workplace will be more engaged , motivated and eager to do competing tasks. HPW involves a
chain of processes that will results in the effective performance of staff. Several policies and
practices also includes in this working culture. HPW approach is broadly defined into three
segments. Following are the impacts of HPW in context to marks and Spencer.
Involvement of employees within M&S will improve effectively. They will feel more
enthusiastic while carrying out their specified tasks. Rewards and benefits motivates the
employee to give their best performance. In reference to M&S incentives and benefits for
workers will improve the overall performance of the company.
HPW contribution to employees engagement:
Employee engagement is an approach through which members of a firm contributes
towards organisational success. HPW practices develops a positive belief and attitude which is
linked with workers engagement (Brown, 2015). These belief leads to an effective performance
of working staff. Employees engagement is necessary in competing with the challenging
business environment. In M&S, workers involvement is highly associated with factors like profit
margins, employees retention and enhanced customer satisfaction. Employees engagement
involves several aspects which is linked with the overall performance of the organisation. In
reference to Marks and Spencer, cognitive aspect is concerned with the belief of employees.
Workers belief about its working atmosphere , seniors and company will describes their
involvement in work.
Emotional aspect will decide whether the employee's attitude is positive or negative
towards the firm. Behavioural aspect of workers engagement in M&S will depends upon the
extra efforts of staff member. Workers will be eager to devote their extra time and energy if they
will feel more engaged towards work (Hoption, 2014). Managers play an important role in
achieving high engagement of employees through HPW. High job engagement will benefit the
Marks and Spenser in following ways:
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 High work engagement will leads to more profit margins and increased growth rates.
 Investment of discretionary efforts by workers will increase the overall reputation of
brand in business world.
 Healthy work environment will generate. This will helps in resolving the internal issues
within organisation at a faster rate.
 Promotion and incentives opportunities provides motivation to skilled workers for more
engagement in the outcome of firm.
HPW contribution to competitive advantages:
Competitive advantage is defined as an attribute that allows a firm to outpace its rivals.
Advantages often includes skilled labour, location, availability of raw materials, advanced
technology. HPW increases competitive advantage of M&S by providing its customers high
quality products. Advertising also plays an effective role in increasing competitive aspect as it
improves brand loyalty among clients (Boud, 2012). HPW systems allows to recruit qualified
employees, improves their productivity in a way that workers itself became competitive
advantage. In context to M&S, the culture of firm is tacit and specific. It is not possible for other
firm to imitate their working culture. This will also work as a strong competitive advantage for
the organisation.
Competitive advantage is of two types: comparative and differential advantage. If M&S
produces a product more efficiently in comparison with its rivals. This will be comparative
advantage for M&S as client will choose the cheaper and better product. For Marks and Spenser,
differential advantage is when the firm launches new item and outpaced their rival companies.
Advanced digital technology and positive brand identity leads along with enhanced internal
system leads to overall competitive advantage.
To achieve sustainable advantages M&S needs to revise efficient and challenging strategies.
Sustainability is achieved when rival is unable to copy the tactics that the firm is applying (Kahl,
2018). As once an organisation achieves advantage, other companies will try to capitalize their
similarities. To achieve sustainable competitive approach M&S must follow four aspects:
 proper value should be given to the needs and requirements of the customers.
 The products must be standardised and available at only authentic stores.
 Items produced by the company must not be substituted by the rival organisations.
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Following will be the merits of increased competitive advantage to Marks and
Spenser:
 The firm will be able to provide standardised goods and products to their clients at a
lower price and in a desirable way (Myrtveit and et. al., 2013). Clients tends to choose
cheaper and good quality substitutes.
 Due to increased sales, the profit margins and market share value of the organisation will
be more in comparison with its rival parties.
 Investment of detailed working framework by employees will enhance the overall brand
reputation in business world.
TASK 4
To analyse ways in which performance management improves high performance culture and
commitment.
Performance management is a process according to which HR team and employees plan
and review the work targets and objectives. Along with annual performance, it assesses progress
of the working staff. The ultimate goal of this approach is to enhance worker's effectiveness. In
reference with M&S, this increased potency will results in the enhanced overall contribution of
employees towards the firm. This also supports in executing activities in a efficient, useful and
detailed manner (Blain-Moraes and Chau, 2012). This will improve the knowledge level of
each employee in the company. Management practices which results in high performance are:
The job descriptions must be designed appropriately and in clear wordings. Supervision
in relation with different tasks should be carried out effectively. Every employee must be given
training and orientations to enhance their lacking skills. Working environment should be positive
and impactful so that workers can work in harmony.
A communication is called effective if all the parties involved in the discussion
understands the message clearly and listen carefully what is being discussed. The shared
information must contribute towards the success of organisation. There are several issues that
are barrier in effective communication among employees of Marks & Spenser. Misinterpretation
of words among receiver and sender can results as a barrier in communication. Sometimes
employees are not allowed to access information which leads to organisational failure.
Difference in Opinions, attitude and way of thinking can also leads to an infective
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communication among employees of M&S (Palmier‐Claus and et. al., 2013). To overcome these
problems employees must be given proper training. Workers of Marks & Spenser should
incorporate understanding, politeness, listening ability towards their behaviour to resolve the
above mentioned issues.
Different approaches to performance management are outlined below:
 Collaborative working approach: This partnership approach includes the ways by which
two or more than two firms works together. Companies can either have informal alliance
or they can go for complete merger. Collaborative alliance can be permanent or for a
short time period (August and Shanahan, 2017). In context to M&S, this partnership
will results in mutual benefits for the merging firms and related employees. Employees
will take more interest in working due to the changing working scenario. They will learn
new strategies and concepts which will increase their working effectiveness. Performance
factor will increase exceptionally. They will act more committed towards their specified
tasks. These all aspects will results in improved working potential and commitment of
workers towards work will improve which results in high working performance of M&S.
 Comparative approach: In this approach employees are ranked from higher to lower order
according to their performance. This approach ensures benefits and rewards for the hard
working employees. By providing proper training to top performers of M&S, they can be
achieve high position within the firm. Those employees which are in lower ranking can
improve their working skills. This will be a win-win situation for all the working staff.
Performance of staff members will improve which will further results in high level of
commitment towards work. Benefits and rewards will encourage the working staff to
deliver their best performance and their commitment towards company will improve
which leads to HPW.
 Attribute approach: In this system, workers are ranked according to specific parameters
like teamwork, innovation, creativity etc. This approach will be very helpful for
employees of M&S. Along with increasing their issue resolving skills their creativity and
communication skills will also enhance. In this approach employees will be rated high,
medium and low. Workers whose skills are not good enough can improve their skills set
to match up the level of top performers. This will have a positive influence on the work
culture of Marks and Spenser (Pakpoor and et. al., 2013). For example, Creativity of
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employees will results in introducing new concepts and ideas to perform business
operations in desired way. This will helps M&S to increase their revenue and profit
margins as company will achieve high work performance. Due to high competency
among employees working performance at organisational level will enhance.
 Behavioural approach: This approach is an old way to rate working performance of
employees. It includes different rating scales such as BARS and BOS. BARS includes
seven to nine vertical scales. The parameters of these scale are decided by all the
employees together. Raking is given to employees on the basis of their works. In working
environment of M&S, this approach will motivate the workers to work hard so that they
can improve their ranking. Improved ranking will results in high work performance and
more commitment towards the work. For example, employees which are ranked less will
try to improve their performance to achieve higher rankings in hope to attain bonus from
company side. Improved ranking of employees will results in overall improved high work
performance for M&S. (Buss and Plomin, 2014).
 Result Approach: This concept is straight-forward, in this approach employees are judged
in accordance with their performance result. An effective way to carry out this approach
is to use balance scorecard technique. It involves perspectives like finance, customer,
growth and operations (Almeida and et. al., 2013). The major benefit of this approach
to M&S is that it converts different strategies into operations with a more realistic view.
Along with considering internal factors this approach will also consider external factors
like outside growth. The overall performance of the company and the working culture
will reach towards a new height. For example, to increase their working performance and
productivity, management in M&S can benefits employees with appraisals, incentives
and bonus according to their performance. This will results in high performance working
as every employee wants to receive benefits and appraisals in return of their hard-work.
 Quality approach: The main target of this approach is to improve the satisfaction level of
clients. This can be achieved by decreasing errors and improving the quality of service. In
reference to M&S, this approach will results in several benefits. Feedbacks from peers,
customers and seniors regarding performance can be taken from time to time (Murphy,
and Verden, 2013). This will be helpful in resolving the performance issues in a more
competent ways. High performance results in better working culture and high
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commitments towards the assigned targets. For example, More satisfaction of customers
will results in more positive outcomes and achieving targets for M&S in specified time
will be easy. This will motivate employees to work more hard and their dedication level
toward organisation will enhance.
CONCLUSION
From the above mentioned facts, it has been concluded that to run an organisation
efficiently, effective skills along with knowledge and good behaviour are required. For a
sustainable performance both inclusive learning and new developments plays crucial roles. To
create a healthy working environment, it is essential to build both individuals and team groups
within a company. The prime task of human resource professionals is to understand the needs
and requirements of the working staff members. HPW results in better engagement of workers
and increases the competitive advantage to a great extent. Along with it, there are various
approaches of performance management that will helps in achieving the targeted results.
Committed employees tends to work hard and brings high performance and productivity which
results in the organisational development.
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