Developing Individuals, Teams and Organizations

This report explores the importance of professional knowledge, skills, and behaviors in HR professionals, organizational and individual learning, training and development, and continuous performance development for driving sustainable business performance. It discusses the role of HR professionals in maintaining human resources, recruiting talented personnel, and maintaining employee motivation. It also highlights the differences between individual and organizational learning, training, and development, and the benefits of continuous professional development in driving sustainable business performance. The report uses M&S as a case study to illustrate these concepts.

Unit 35 - Developing
Individuals, Teams and
Organizations

TABLE OF CONTENT
INTRODUCTION..................................................................................8
LO1...........................................................................................................8
P1 Professional knowledge, skills and behaviours in HR professionals......................................8
LO2.........................................................................................................12
P3 Organizational and individual learning, training and development......................................12
P4 Continuous Performance Development for driving sustainable business performance.......14
LO3.........................................................................................................16
P5 Employee engagement and competitive advantage through HPW.......................................16
LO4.........................................................................................................18
P6 Performance management approaches for high performance
growth and commitment......................................................................18
CONCLUSION.....................................................................................20
REFERENCES.....................................................................................21

INTRODUCTION
Developing individuals and teams with advance communication skills and technical
training will help to identify appropriate skills, behaviour and develop development plan by HR
officials in employees. M &S is one of the biggest retail company in UK with high goodwill
among consumers and large variety of products, clothing apparels and home-decor goods.
Motivation has high positive impacts on company employees which are directed by HR officials
to train their efficiency standards in production. This report explains importance of Continuous
Learning and professional development to drive sustainable business performance and the
increasing vital importance of High Performance working in company for supporting high
performance culture and commitment. This report also evaluates the various approaches of
performance management by demonstrating examples of high performance culture and
commitment. This report explains the various paradigms where M&S top management has built
innovation in working standards to keep employees satisfied and retained for long term in
company (Analoui, 2018).
LO1
P1 Professional knowledge, skills and behaviours in HR professionals
HR professionals have highly important in company operating structure as they have the
duties to maintain human resources, recruit talented personnels and maintain their efficiency
standards. The HR professionals are responsible for keeping the employees motivated within the
company working standards, maintain employee and labour relations for strong performance
management. The various professional knowledge, skills and behavioural traits required in
efficient HR professionals can be understood as follows :
 Organizational skills and decision-making skills are the foremost professional skills to be in
HR professionals as it is imperatively important to heir only talented skilled employees. M&S
leaders recruitment and selection process analyses employee professionalism, their experience
and professional ethics which determine their future performance (Reiche, Harzing, and
Tenzer, 2018).
 Training and development skills in HR professionals are important to bring optimum outputs
from employees and keep their passion to work efficiently on an increasing level. M&S
company top management in HR department lays vital importance to cultivate motivated

organizational culture in company for reaching the est targets with strong efficiency and
minimizing the wastage of resources.
 HR professionals should aim to maintain dynamic workforce in company where there is
established strong flexibility between them, collective working enables employees to build
competencies, learn advance interpersonal skills. Leaders have the role to being cooperation
among all team members by listening to their grievances and supporting them by addressing
their feedbacks properly.
 HR Professionals need to achieve high managerial ability for establishing high cooperative
standards in the operational structure which will maintain strong working patterns to reach the
set benchmarks. HR professionals should keep strong collaboration within all departments
employees as their functioning levels will determine production efficiency and high customers'
satisfaction services. M&S believes employees are the real brand value as they are directly in
contact with customer services at stores and inline portals (Amarakoon, Weerawardena and
Verreynne, 2018).
P2 Skill audit to identify skills and behaviors and PDP
Skill audit explains procedure of assessing employees skills through surveying and
identifying potential knowledge gaps for further long term goodwill enhancement and personal
growth of employee. Collecting data on employees skill base will facilitate long term decisions
with flexible approach and enable them to perform better with building competencies for higher
productivity targets. M&S company by skill audit principles check the present working scenario
of all employees, target their future competencies and maintain critical analysis on how the
functions are integrated for long term functionality. The skill audit of production manger will
enable deep analysis on all arenas of his current performance in producing best outputs, allotting
resources to optimum utilization among all production teams. Future work enhancement through
detailed analysis of strengths and weaknesses in production manger working criterias can be
performed through keenly acknowledging training session importance. Following are the steps of
skill audit which will help in conducting detailed productive anlaysis on all frameworks required
in job of Production Manager at M&S:
 Competency Framework: Production manager responsibilities relate to assessing project and
resource requirements, budgets and timescales with mangers along with determining quality

standards of employees in production teams. He is responsible to organize training sessions of
other team members, coordinate and maintain their working standards and motivate all
employees working under him.
 Collecting data: M&S company top management by checking data and statistics of outputs
produced under Production manager and the overall team performance working under him, can
leverage information about how his performance has been . Data of cost effective usage of
resources given in production department will be an important parameter to analyze the
efficiency with which all employees are working under him
 Dynamic business needs and objectives: The changing business scenario and dynamic needs of
company to bring high quality standards imply the working competencies of production
manager to be advanced and have research breakthrough knowledge. Through skill audit,
production manager lacking qualities can be determined and the new skills and training which
needs to be given can be acknowledged at this step.
 Training essentials: M&S company by giving training to the production managers build new
competencies, enlarge vision to bring in more fashionable clothing apparels and train all
employees working in teams to be working with the business ethics. It is largely important to
give advanced training to production manager as he is sole vision whom other employees
idealize.
Professional development plan is a constructed view on various parameters of skills and
technical capabilities which needs to be enhanced for building inner potentialities in employees
regarding their work performance. Below is professional development plan of Production
manager who has the function of regulating all tasks of production in M &S, guiding
employees working in various teams and marinating their work records for long term overview.
Professional development Plan
Skills:  I as production manager need to
gain latest technology methods
knowledge, which will help to
produce cost effective outfits and
optimum utilization of resources
through which my team
 I as production manager
needs to develop high
ethical working standards
among all team members
operating under my
supervision by using my

employees will also be
encouraged to work with high
efficiency.
interpersonal skills and
focus on improving my
leadership skills on varipus
platforms.
Strategies:  I will use internet reaserch
breakthrough results to enlarge
my knowledge and scientific
ideas of operating high equipped
machinery at production, analyze
the capital investments and
various scientific methods
through which productivity can
be increased.
 I will communicate more
often with all employees
working under my team,
listen to their feedbacks
and motivate them through
my leadership skills to
work under contingency
situations. As production
manager I will make valid
change in my working
platform by enlarging my
team vision and producing
more efficient outputs.
Time Frame:  I plan to achieve my target
within 6 months time frame
 I plan to achieve this target
within 6 months time
frame.
Evaluation:  I wil evaluate my skill target
completion by analyzing what
all new evaluation I have
implemented within production
department, how much
resources are being utilized and
what ratio of profits company is
able to achieve. Through
production enhancement there
will be various benefits on
overall working scenario and
 I will evaluate my target
completion by seeking
employees response on
their enriched work
experience ad checking the
overall data of outputs
produced, checking
turnover rates. Through
these steps I will be able to
gain practical insight on
various parameters of my

completion of targets within
time frame will help me in
gaining large appreciation from
my seniors.
team performance and
overall creativity
development through my
leadership.
Reflective statement:
Through professional development plan and skill audit evaluation I will be able to enlarge my
vision, gain new competencies and skills of working under dynamic conditions. As production
manager of my team I will be able to inculcate high working ethics within my team, use latest
technology standards and gain high productivity within outputs completion. Professional
development plan will assist me In building efficient leadership skills, connecting with my
employees through my interpersonal communication and I have maintained positive turnover rate of
all my employees successfully.
LO2
P3 Organizational and individual learning, training and development
There are various differences between individual learning, training and development
against organizational training and development which explain the various parameters on which
they gain their results, outcomes and productivity enhancement:
Individual learning and organizational learning
 An individual employee working in company seeks learning opportunities to build inner
strengths and potentialities through which they can increase their performance in their working
methods, use latest technology in production and completing their responsibilities. A person is
motivated from within to learn innovative methods in functioning, enlarge their vision through
which they also seek promotions at their job roles. It gives satisfaction at work and motivates
employee to serve better in production targets, leverages growth and completion of working
ethics.
 Whereas, organizational learning brings an overall change and evolution of company goals which
increases the parameters of working efficiency within all departments. An overall enrichment

through creative learning will promote positive synergy within company goals and help in
building internal strengths to compete with external environment. M&S company through
brainstorming employees to learn new skills and giving them platforms to bring their vision
forwards, maximizes workforce retaining synergy and also their satisfaction at working
environment (Patzelt,Behrens and Shepherd, 2020).
Individual training and development in comparison with overall organization
 Individual training and development is essential for reaching high growth in professional life as
well as academic life, where it enlarges employee vision and keen knowledge capabilities.
Through training sessions an employee overall productivity is increased , it gives satisfaction at
work and also leverages growth at job role through which employees feel motivated to deliver
more profitable outputs. M&S employees by individual training and development become
efficient in their assigned duties and make them highly responsible towards production targets.
 Organizational training and development explains overall enhancement in working potentialities
of all employees, management teams and their working ethics which highly promotes brand
value. M&S by training and development increase brand value globally in comparison with other
competitors and gain high technological integration through which overall productivity is built
within company. Through brainstorming employees and giving them platforms to showcase their
ideas, workforce is retained with motivation which also positively impacts turnover rates (Ali,
Kamaruddin and Borhanuddin,2019).
The analysis on both paradigms enable us to understand it is vitally important for
individuals and organizations as whole to learn and evolve their working parameters by gaining
knowledge on latest advanced technology usage and effective utilization of resources. The
dynamic business world in which M&S operates its business scale, retail industry is evolving
with high speed and functional efficiency which explains importance of using latest innovative
technology standards and building products as evolved preferences of customers around world. It
promotes the brand value and large financial revenue margins which elaborates importance of
training and development platforms. Employees learning training and development is essential
and important in cultivation of their commitment for company which has long term impact on
their positive synergy which upgrades their connectivity with their seniors (Alaa, Babuhair and
Moneerah, 2019).

P4 Continuous Performance Development for driving sustainable business performance
Continuous professional development can be understood as one of the most crucial
component of modern business strategy which includes parameters of professional development
in employees, through giving them innovative platforms to learn new production techniques.
Investing in employee development programs drives business forward and is a key driver for
enlarging company success and bringing synergy of growth and wisdom among employees. CPD
is highly related to sustainable business performance in company through which M&S can gain
large operational efficiency in the creative business models. Implementation of CPD process
leverages training opportunities to employees which gives them motivation at work, retain large
talented skilled workforce and for company it opens up long term profitable revenue targets.
Learning cycle theories explains implementation of CPD in organization which can be
explained through various steps and factors which management of M&S can take for building
new strengths and opportunities which will leverage long term sustainable goals and profit
margins (Andriana, Riyanto and Darmawan, 2019).
 Concrete experience: Through CPD process employees learn concrete experiences which can be
learned through brainstorming sessions, training and development platforms and various other
new techniques which leaders encourage in employees. Concrete experiences will enlarge
vision of employees working in M&S, where they will gain new innovative methods and ways
to produce latest outfits as preferences of customers. This step will broaden their quest to work
harder towards their given responsibilities and keenly motivate for further progression in their
professional careers.
 Reflective observation: At this step while implementing CPD process the experiences can be
reviewed and the course of action where resource utilization was affected by any margins either
high usage or any other factor which has lowered efficiency can be reviewed. Through
reflecting and analyzing the process employees will gain new insights of process, various new
techniques and platforms where they need to practice for reaching cost effective targets. M&S
employees through reflective observation can act on bringing more fashionable clothing
apparels, take steps to improve defects in procedure and maintain flexible working platforms.
 Abstract conceptualization: Through conceptualization step while implementing CPD practices
employees working in M&S will be able to practically gain knowledge of long term benefits on

various platforms, leverage higher outputs and determine an increased profitability. At this
formulation step management plays an active role in enlarging vision of overall company
structure, through brainstorming session’s employees feel motivated to share more innovative
ideas and enhance their potentialities through various margins (Gil-Beltrán,Llorens and
Salanova,2020).
 Active experimentation: Through active experimentation step in CPD procedures, employees
working in M&S will be able to potentially become more productive in gaining high creativity
through business models, where they can vision large talent utilization. Employees will be
encouraged to work with strong business ethics and experiment with new technology ideas and
relatively grow in production criteria’s, through which company management will be able to
leverage long term profitability.
Continuous professional development benefits:
 For employees: Through continuous professional development employees feel motivated at
work, satisfied and connects with core goals of company structure which has large positive
impact on their performance results. M&S through giving training and development platforms
to employees, building seminar sessions and brainstorming activities, they will be motivated to
work ethically and share innovative ideas with management along the sessions. This
opportunity also gives platforms to employees to showcase their ideas and determine future
integration on their job roles by promotion.
 For Employers: Through continuous professional development procedures company
management gain huge benefits by cultivating strong workforce who are satisfied and motivated
to work and are an internal strength for company. Overall productivity is enlarged through large
scale production and high skilled employees also maintain cost effective usage of resources,
which eliminates wastage. M&S company will determine various parameters of growth in
competitive business world through CPD techniques as the dynamic business world enlarges
preferences of customers to bring more innovative products and services (Jha,Pandey, and
Varkkey,2019).

LO3
P5 Employee engagement and competitive advantage through HPW
High performance working explains the various ways, methods and procedures explores
in company performance structure which encourages employee motivations levels, enriches their
vision of productivity and commitment towards their responsibilities. Employee engagement
have high correlation with HPW as by giving them platforms and opportunities to connect with
vision of company and showcase their ideas and talents, company gives employees
empowerment which has positive impacts on their performance levels. High Performance
working techniques make them productively more ethical and voluntary work given by managers
and leaders also motivates them, boosts their morale levels and bring high performance results.
Benefits of applying HPW practices:
 HPW practices of selective recruitment and intensive job training, performance related appraisals
have strong impacts on employee engagements, high performance in company production
targets and overall percentage increase in revenue targets. M&S company through exercising
HPW practices provide platforms to employees to upgrade their technical skills, innovative
breakthrough for cost effective outputs and functional become largely effective. Employees gain
an optimistic outlook towards their job responsibilities, and also feel connected with the
company goals which help an organization to functionally become highly efficient.
 HPW practices motivates employees and company workforce to keep retained in for long term
periods and leverage high performance ethics by functionally targeting cost effective usage of
resources (Julian and Ruiz,2020).Employee engagement is highly improved when there is
friendly working environment and collaborative working platforms given by leaders, through
which they stay committed to their duties and functional operations.
 HPW practices determine the vital functions and roles employees are seeking to perform in their
given assigned duty, which promotes their relative connectivity with company goals and targets.
New employees working in M&S by providing collective working atmosphere where they are
given equal opportunity showcase their skills and operatively become highly functional by the
training given to them by leaders. These practices not only affect workforce, but also positively
impact company structure and overall brand value which leads in high sustainability factor and
revenue enhancement. New employees orientation by other seniors and team mates will

promote the business values among company scenario, leverage peace and coordination among
levels.
 HPW practices help companies to gain competitive advantage in industry as when employees
workforce is satisfied and committed towards their responsibilities overall production targets of
company increases, it brings efficiency in delivery services to customers. Brand value is
developed when the workforce is committed to the company goals, and function with strong
ethical standards and the quest of motivation by leaders upgrade their performance through
various levels. M&S company can gain competitive advantage thorough practicing HPW
practices, as it leverages harmony and cooperation among workforce which also impacts their
revenue generation abilities (Berdondini and Elton, 2020).
The various situations which can justify usage and implementation of HPW techniques are in
company structure through which M&S will be able to gain high commitment and employee
engagements are as follows:
 The production team for bringing new business ideas and creativity within clothes and apparels
which M&S produce, can conduct brainstorming sessions and group discussion activities. Such
platforms will motivate employees to share their ideas, goals and creativity which will enrich
their performance skills, boost optimistic outlook towards their responsibilities and overall
revenue will be enlarged. Leaders of production department can give extrinsic motivators to
various employees on effective completion of their assigned duties within targeted time frames,
recognition platforms and appraisal practices which will leverage more contribution and
commitment.
 The HR managers have duty to productively handle orientation of new employees joining at
M&S , gaining their insights on experiences and sharing company goals with them which will
motivate them to establish free flow conversation. Leaders by HPW practices indulge in groups
discussions to gain their feedbacks about company working scenario and solve their grievances
within groups in any. The study shows when top management is connected with employees,
there is an increase in dynamic working scenario and employees are satisfied at workplace
which keenly impacts company revenue profits.

LO4
P6 Performance management approaches for high performance growth and commitment
Performance management enables management to promote high ethical business values
which formulates and connects employees working standards with each other for gaining high
performance growth and commitment towards company goals. There are various strategies and
steps through which company can built performance management and motivate employees
towards collective working and giving them an enlarged vision to promote business practices and
enhance productive revenues. Quality performance management is one of the most effective
way in formulating standards which can be used at M&S to leverage high performance growth
and commitment from employees, which can be done by various strategies which are as follows
(Douglas,Overmans and Scheepers,2019).
 Employee input and self- evaluation: Employees shall be given opportunities to gain insights on
evaluation on their performance standards by various metrics and instrumental methods in
production targets. Leaders must hold supportive nature and vision in bringing the best outcome
results in employee performance standards by functionally giving them self-evaluation
opportunities. M&S leaders by performance management practices motivate employees
working in various departments to enhance their thinking patterns and built creative horizons
which will upgrade their working capabilities and connect with company goals more
dynamically. Through interpersonal skills employees shall be able to communicate with each
other while working in teams and insights on various parameters will keep them motivated as
skill evaluation is highly important for gaining new practical knowledge.
 Manager performance evaluation: Employees performance evaluation shall be conducted
within regular periods from time to time by managers and leaders to guide them towards
gaining strong working standards for reaching cost effective results in target production. M&S
leaders should have an encouraging attitude towards employees working in company where
they shall be provided training and development platforms, techniques through which their
skills develop. These efforts will motivate employees and gain high commitment from them
towards their responsibilities at company, which will enlighten their vision and perspectives.
Mangers and leaders hold the function to be responsible towards their duties and motivate

employees by evaluating their concern, feedbacks and providing them with comfortable and
ethical working scenarios at workplace (Tweedie, Rhodes. and Martinov‐Bennie, 2019).
 Formal performance view: Employees formal performance review as one of the most important
step in performance management will make sure employees and supervisors are connected with
each other, regarding working issues and how production techniques can be built innovative.
Formal supervision motivates employees and make them upgrade their skills with advanced
technology usage, leverage positive outlook towards their commitment towards duties and
ethically make them supportive towards team members. M&S leaders and managers must
conduct formal supervision among all teams which will evaluate how much integrity employees
are working with and there is high respond to leveraging work ethics while management and
employees are collectively working. A formal performance view developes quest among
employees to gain productive insights on learning new skills and functionally becoming more
effective.
 Documentation and submission: This is one of the most important step in performance
management which will keep formal records of all production results in various teams by
employees in company. Documentation and submission will help company track records of
working performance of all employees; relatively keep an overview eye on their performance
ethics which will impact their morale levels too. Through maintaining records employees shall
be given recognition for effective completion of targets in time periods by their leaders which
will motivate their inner morale and also enrich their positivity towards assigned duties. M&S
company must formulate strong vision while documentation and evaluating employee
performance levels in various teams, guide them on their errors and enrich their mind horizons
while collective working within teams (Adivar, Hüseyinoğlu and Christopher,2019).

CONCLUSION
This report can be concluded with explanation on various horizons and key potentialities
necessary for HR executives to posses while formulating a string diverse workforce in company
as they need to hold creative outlook and productive understanding required within employees. It
also concludes M&S which is one of the biggest retail company in UK clothing industry highly
focuses in building strong human resources as its one of the biggest internal strength, largely
encouraging diverse cultural understanding and skills to produce innovative fashionable clothing
apparels. It also concludes the importance of continuous professional development methods
which are highly crucial with high technological advancement and using resources effectively, to
gain long term profits and high revenue scale. The report also concludes importance of HPW,
high performance working practices for building employee engagement and commitment
towards company and how M&S has incorporated these in their working models. It also
concludes importance of performance management which are evaluation and skills upgrading
techniques through which employees collective working ethics are built and their motivation is
built. This report concludes importance of boosting morale in employees by company managers
and leaders, for gaining their enthusiasm and the various parameters which shows how it reflects
on company long term sustainability in industry (Van, K., Dinh, P., and Cam,2020).

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