Developing Individuals, Teams and Organisations

This document discusses the importance of developing individuals, teams, and organisations in the field of HR. It explores the knowledge, skills, and behaviours required by HR professionals. It also analyses the differences between organisational and individual learning, training, and development. The document highlights the need for continuous learning and professional development. Additionally, it evaluates different approaches to performance management.

Developing
Individuals, Teams and
Organisations

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................1
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours....................................................................................................................................4
TASK 2............................................................................................................................................7
P3. Analyse the 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. Demonstrate understanding of how contributes to employee engagement and competitive
advantages....................................................................................................................................9
TASK 4..........................................................................................................................................11
P6. Evaluate different approaches to performance management and demonstrate with
particular examples....................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Development of individual and team is the accountability of human resource manger of an
organisation. HR administrator has to execute certain roles and responsibilities to find out the
need of their group members and offer then with right sources which assist in developing their
knowledge and abilities. The key purpose for excel execution in a top ranked company is the
extent of work execution of the workers and effectiveness of team within them. The
interconnection among the ability of a person, team and establishment that authorize the
organisations to take into consideration the growth and training of individual as the important
resources of firm (Widmann and Mulder, 2018). This written report is based on Marks &
Spencer which is major British multinational retail sector organisation. This venture was
incorporated in 1884 and is headquartered in London, England, UK. This document will discuss
several skills, knowledge and behaviour that a HR administrator must have to perform its duties
in effective manner. Further, it will also explain difference among individual and organisational
learning and training & development in addition to essentialness of constant learning and
professional development. Along with this the document will describe about high performance
working practices and assistance of performance evaluation in term of developing the
productivity and operational skills of their workers to accomplish consumer fulfilment.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
Knowledge- It is the awareness, acknowledgement, knowledge and intelligence that have been
acquired by experience. It is a fact or coordination of knowing something with familiarity gained
through association or information.
Administration- It is an activity of preparation and works required to manage the
operation of a plan or company. In M&S, it is a range of actions associated with supervising and
administrating the form that an establishment or corporation functions.
Employment- It is in about a person who performs full time and part time under an
agreement of employment weather verbal and written, articulate and inferred and has known
roles and responsibilities (Gao and Bernard, 2018). In M&S, it is a relationship among two
parties based on a agreement where work is paid for other entity is the employer and other is the
1

workforce. Employees in some areas may get gratuities, incentives, bonuses and stock
opportunities. In some kinds of employment, workers may gains advantages along with payment.
Advantages can consider medical facilities insurance, accommodation and many more.
Training- It is an activity of offering information about new and innovative things and
technologies to employees so that they can make development in their capabilities and
knowledge (Rupprecht and et. al., 2019). In M&S, the administration of respective firm conducts
several kinds of training programmes so that workforce can gain information about developed
information and techniques and make improvement in their several skills.
Communication system and procedure- Communication method is a conversation
among workers and seniors. In this process, the manpower make opinions, feelings, information
acknowledged or known by other through writing, speech and movement.
Skills- It indicates to ability and competency of a person which gain from sustain, systematic
efforts involving thoughts capabilities to carry out hard work. There are several kinds of skills
that are essential for the development of HR professionals.
Leadership skills- It is an important skill which is crucial for HR professionals because
this ability assist in leading and directing manpower of respective firm so that they can perform
their duties and responsibilities in effective manner.
Problem solving skills- It is another essential ability of HR manager and with the
assistance of this skill they can make their contribution in resolving or offering effective
solution. So that conflicts can be resolve which are occurred within organization and among
teammates.
Time management skills-It is an activity of skilfully utilising time to accomplish and
complete a particular activity within the time constraint. It is framed combination of activities,
tools systems and technologies.
Planning and organising skills- It is another effective skill that is also important for HR
professional because with the help of this skill, individual make plan and organise work in
effective manner (Ahmed and Kassem, 2018). So that set target and aims can be accomplished in
effective manner.
Communication skills- It is an activity and procedure of giving or exchanging of
knowledge, messages or by talks or writing. In company it is essential for the workers to connect
individual for business, political, professionals, religious, social and purposes. These acts need
2

human being for interaction and reaction as well as exchange data, thoughts, plans, make
determination, rules, proposals, contracts and agreements.
Behaviour- It is impacted by a range of forces, both intrinsic and extrinsic. It is the range of
activities and processes that are made by system and artificial entities in conjunction with their
non-government (Gee and Cooke, 2018). The behaviour that is needed by HR professionals are
as under:
Self control- It is the capability to regulates an individual’s behaviour, ideas, activities,
feelings and emotions. It is a cognitive activity that is crucial to regulate workforce behaviour in
reference to attain particular aims.
Teamwork- The act of performing collaboratively with a unit if individual in respect to
attain an aim. In the company when individual work together regarding a common goal, creating
a favourable workplace and supporting each other.
Integrity- It is a fundamental value that HR managers search in the workers that they hire.
It applies the knowledge, abilities and values of a profession.
Personal SWOT Analysis
Strengths- The capability may vary each individual to other also it mentions the abilities
obtained, certifications accomplished, educational qualifications and connections with
influencers and what else can do better than most of others.
Weaknesses- It is what task and project excused because of lack of confidence, if what
others including weaknesses that unconfident about capability improvement and qualification as
well as other weakest area such as unfavourable working habits and managing skills.
Opportunities- The new way to approach the successes is the growth options such as
technology, internet, software, industry development and opportunities in marketplace. Along
with this, proposal from experts, strategic connections more over advantages from network,
knowledge, conferences and additional languages.
Threats- It refers as the realised obstacles that in opposite or existing still the moment
like rivals, confront from modifications also threat o shifting techniques (Cooke, Gardois and
Booth, 2018). The SWOT analysis be capable to prepare based on the reflected oneself,
moreover the analysis offers data and can recognise the demands to be perform and place issues
to position.
3

Reflective statement- The preceding defined SWOT analysis is important for an individual to
handle career as an HR manager. In fact, a career of HR professional based on a range of
components that were mentioned in the SWOT analysis. This framework is crucial for individual
to prepare the personal development plan as per a person’s weaknesses in reference to develop
them at the earliest and in well framed way (De Lessio, Wynn and Clarkson, 2019). Under this
framework, there are some skills that are developed with time when someone become
experienced. All that is needed in here is that the person should concentrate on own personal
development plan to convert weaknesses in to strengths.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours
Requirements Personal Audit (Rating scale
0-10)
GAP
Knowledge
Administration
Employment
Training
Communication system and
procedure
7
8
7
8
I have no idea about
company’s rules and policies.
I did not offer training to
workers as there are large
number of workforce.
I have not attended training
last 5 months.
I have not attend weekly
meetings so i cannot
communicate to workers
effectively.
Skills
Leadership skill
Problem solving skill
6
6
I am not able to provide
effective guidance to workers
due to lack of understanding
about aims and objectives.
I do not resolve issues cause
of did not make concentration
4

Time management skill
Planning and organising skill
Communication skill
7
7
8
my work or task.
I do not perfrom my task
cause of not capable to
prioritise important task.
I do not give my proper time
for reading and training due to
which do not plan and manage
my work properly.
I do not interact my sub
ordinates and not conduct
weekly meetings.
Behaviours
Confidence
Team work
Initiative
6
7
6
I don’t have enough
confidence as they have not
conducted any motivational
programme within firm.
Lack of interaction or
communication i do not work i
team
At times i do not take show
interest and do not take
initiative regarding the work.
Benefits from skill audit- It is the process of evaluating and recording the abilities of a person
and team. It finds out skills gap within the company. It is essential for establishment so that in an
enterprise is to find out the information and abilities that the firm needs (Ellis, 2018). With the
assistance of skill auditing a company an now about its weakness and it can remove and offer
resolution for those cause through which issues maximise.
Drawbacks without skill audit- Within the establishment without skill auditing it is not identify
about the gap component and complexities which are occur in the company. If firm do not do
audit then it does not work the development of venture such as training sessions and meetings.
Objectives: What will I do What would be What will my Target dates for
5

What to
want/need
learn?
accomplish
this? Or what
resources or
support will I
need?
the issues in
attaining my
aims?
success criteria
be? How the
progress will be
determined?
review and
completion
Planning and
organisational
skills
I develop my
capability by
reading
newspaper and
training.
I did not give
time to read and
get training.
Before doing the
work i plan
activities for the
task.
4 months.
Problem solving
skill
I performed in
several projects
to make
development in
this skill.
I did not
concentrate on
my task work.
To make
improvement by
workshop
response.
3 months
Time
management
skill
U performs by
task and attains
my aims and
objective timely
with by tome
administration
ability.
I was unable to
accomplish my
task on time.
To administrate
time by tutor
feedback.
3 months
Communication
skill
I read newspaper
and attend
coaching to
develop my
communication.
I did not talk to
my sub ordinates
and not read
news paper.
I require to make
engagement in
several actions
and reading
grammars, books
etc.
Ongoing
Team working I make
interaction and
communication
I was unable to
make interaction
with workers.
This can be
resolve by
involving in team
6 months
6

with the group. work and
accomplishing
the task.
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development
Overview of the organisation- Marks & Spencer Group plc is a British multinational retail
organisation which was incorporated in 1884 by Michael Marks and Thomas Spencer and is
headquartered in London, England, UK (Marks and Spencer Group PLC. 2020). The
establishment operate its business globally with the help of more than 1400 stores. There are
more than 80,000 people are employed by this form and these individual also make their
contribution in running the business ineffective manner by offering clothing, home products and
accessories to target audiences.
Difference between organisational and individual learning, training and development
In order to understand the difference between, it is essential to comprehend the concept
of comprehensive training and what its perks are. Since M&S has individual from varying
background, ethnicity and skill level, it is needed by the senior administrator to consider them
while formulating organisational plan of actions. This is useful for them in many circumstances
and administrating them in an effective manner. Inclusive training is all about promoting an
atmosphere where employers can gave same growth options, respect, equity, development and
favourable impact on consumers. Such an atmosphere is very useful for them, especially when
they want to sharpen their skill set.
Individual Learning vs Organisational Learning
In reference to M&S, organisational learning is symbolized as developing and learning
while working form an organisation. It has been analysed that majority of establishments as giant
as M&S have a well described culture and developing environment where they can innovate and
cheerfully learn (de Cruz, 2019). Apart from this, the activity of individual learning is all about
intentionally grabbing things and satisfying personal development requires. Individual’s skills
are the main component in this of learning process. The main points that differentiate the two
processes are:
7

 Individual learning is associated to the employee’s self-improvement, while
organisational learning is more centred on overall needs for organisational change
(Sergeeva, 2019). The last term is about the development of the entire team alongside
the individual development.
 The basic similarity among the two kinds of learning is that both are factors of a never-
ending cycle. Individual learning will affect the company. For example, with the learning
of a worker, an establishment additionally improve and learn and the other manner
around.
 Individual learning will assist in the advancement of a person only; while the
organisational learning takes the entire team learns and improves.
 The individual learning will be a burden to the pocket of a worker and it would be time
consuming and needs much more resources.
Training vs development
The training is often related with new joiners and the inexperienced individual. the major
aim is to make them learn essential abilities that are required to carry out the day to day task in
M&S. Development is usually connected with the top level administrators and is very well
structured in order to develop the skills sets of administrator that will assist them in developing
in their career. The key differences among training and development are mentioned as under:
 The training is offered for a motive that workers skill will improve and get aligned with
the requirements of the company. Apart from this, development is all about earning
insight into the organisational tasks and colleting information.
 Training take place under supervision of experts who guide and direct workforce.
Whereas development is self learning activity. There is neither any instructor nor any
trainer who will offer required direction to administrator and executives.
P4. Analyse the need for continuous learning and professional development
M&S has an international presence and it is growing day by day having local and global
rivalry. In order to survive its business and sustain its position in global marketplace, it is
investing in ability and knowledge development of its workforce. It would assist them in
administrating several challenges (Maduka and et. al., 2018). The world and technology are ever
changing that maintain hindering the organisational development. it is crucial for the
sustainability of enterprise that its workers gain and improve professional skills. M&S is offering
8

several training options in term of on the job and off the job to make development and learn as
well as grow in a corporate atmosphere and improve them accordingly.
Several research works have proved that constant learning is the key to growth in the
firm. M&S is putting millions of dollar in some schemes and training programmes. It is about
developing the capabilities and knowledge of manpower (Hafford‐Letchfield and et. al., 2018).
On a personal extent, the worker can advantageous from these schemes in several manners.
These would make them learn new abilities that will assist them in growing in the career leader.
Along with this, they would become the most sought after applicant for the company who want
to recruit individual to satisfy their target audience’s demands. It is essential to workers to stay
encouraged for a long time and remain valued for the organisation. There are several benefits of
continuous learning process:
 It develops the productivity and satisfaction between the workers that minimises
turnover rate.
 It assists in eliminating the business suspicions and market complexities that may
hinder the development of M&S.
Kolb learning cycle
As per views of Kolb, an individual improves knowledge by earning experience and gaining
information. The concept and theory, which is developed by Kolb, concentrates on internal
cognitive abilities of an individual. The four phases that are explained by Kolb are, focus
experience, reflective observation, abstract conceptualisation and active experimentation. The
essentialness of this concept in reference of the regular growth of a person is that it ease sound
determination devising in M&S (Elwyn, 2018). It would have several advantages such as
developed productivity, improved outcomes and manage the execution. This will have dual
advantages as both individual and organisational would be benefitted form it.
TASK 3
P5. Demonstrate understanding of how contributes to employee engagement and competitive
advantages
High performance working and its significance
This concept maintains an important place in the development and improvement of the
capabilities and executions of workers of business venture. It is a conception which concentrates
9

on the formulation of such activity through which execution and the productivity of manpower
can be developed. There are different methods and approaches through which the execution of
the workers is developed such as inspiring them to execute well by offering remunerations or
recognition or by organising a training programme in reference to offer the workers learning of
new abilities and cognition which will be for them and for the execution of their work as well
(Podmetina and et. al., 2018). With the help of such presentation, the company will be capable to
attain its aims or objectives and have rivalry benefit in marketplace. High performance working
also constructs a involvement to the following:
Employment of the employees- The manpower is the most crucial resource of the firm as
without the human resource, there will be no execution of the organisational operations.
Employee involvement is a necessary activity in which the manpower of the company is
considered in making essential determinations and in their functions of the business venture. The
development and growth of relations among managerial individual and the workers also assist in
employees’ engagement. It also has been found out that the remunerations and the gratitude also
offer aid in the involvement of the workers as their job fulfilment extent is maximised and
improved.
Competitive benefits-The conception of high execution working is all about the
development of the abilities, knowledge, information, experience and abilities of workers and the
decisive outcome of which manpower becoming rival and is capable to accomplish with the
other employees of respective firm. Stipulation of training and grooming also enables in the
enlargement and growth o workers and making them rival. With the development of healthy
competition in the work place in business establishment, high executions and productivity are
assured.
The administration of M&S ensure that effective training and learning is offered to the
employees of the firm in order to make them aware with the business functions and operations as
well as activities of company and also develop their abilities and executions (Seymour and
Geldenhuys, 2018). To make sure about high-performance work, the efforts of the workers are
recognised and remunerated as well.
From the above mentioned information, it has been summarised that with the acceptance of
high-performance working theory, the performance skills, experiences and effectiveness of the
10

employees of the company is developed. It is well set up and incorporated that the acceptance of
such concept has a number of advantages and the description of them is as under:
 Such acceptance outcomes in development of the abilities, productivities and learning
which are beneficial for their development and enlargement (Lauring and Jonasson,
2018).
 Cause of development, the company is capable to accomplish its aims and
objectives.
 It offers help in the growth of rivalry environment between workers and within the
establishment through which the company will be able to compete in the market
place.
TASK 4
P6. Evaluate different approaches to performance management and demonstrate with particular
examples
Performance management is characterized as a process that involves different forms of
practices to meet the success goals of the company from their employees. With the aid of this
agency, they can better track their employees' output by participating in the cycle of proactive
assessment and frequent evaluation of employees' output on a regular schedule to align their
success metrics with pre-determined targets (Brown, 2020). Employees are among an
organization's most significant means of revenue production, and improving their efficiency is
crucial for the agency. This has been established in the sense of M&S where company
management employs various forms of performance improvement methods to better monitor the
success of workers in order to balance their actions with optimal productivity.
Comparative Attitude: This strategy primarily stresses the efficiency of ranking workers.
Comparative method requires analysis of the level of results performed (Brown, 2020).
Management throughout this M&S undertakes for using force delivery, graphical ranking, and
more to assess employee output on a regular basis.
Attribute Specification: Different qualities such as creativity, creative thinking and
collaboration are used in this type of methodology wherein M&S successfully monitor employee
efficiency while taking use of combined rating system. However, with the aid of this strategy
11

company, their workers will now be encouraged to take proactive steps by optimizing their total
success ratio.
Behaviour methodology: By using the BARS (Behavioural Attached Rating Scale) method,
M&S may accurately assess the multiple measurements of certain employees' employment and
thus enable them to evaluate the level of worker actions in respect of efficiency.
Outcome Approach: M&S provide their staff with daily testing and learning exercises,
depending on their results. They also use balanced scorecard as well as ProMES (standard
measure of efficiency and evaluation system) to this end. It has also been calculated that, when
accepting daily feedbacks, the total efficiency of their employees can be maximized with the
assistance of this solution agency (Sutherland and Janene-Nelson, 2020). Furthermore, the
company also engages in operational activities to transform techniques into operational activities.
Approach for quality management: This ensure successful special focus on customer
loyalty thus, the management of M&S maintains that less or negligible mistakes exist through
their organizational system in order to boost their retail quality & operation performance while
consumers benefit in the most possible way. Due consideration is paid to this program and
personal considerations by the company under which the agency is engaged in the task of
defining customer preferences and satisfying them appropriately.
Collaborative Attitude: The strategy is a combination of both the above-mentioned
strategies, with this blend of Marks and Spencer not even just improving the efficiency of staff,
but also segregating them as per specific preferences and then further improving their output in
order to stay competitive in the sector.In order to have access, it also enables entity organization
develop and implement favourable organizational atmosphere that facilitates companies to better
carry out their daily grounds operational activities (Vesa, 2020). Furthermore, performance
control program also includes the following aspects:
CONCLUSION
This has been concluded from the above mentioned information that HR professional needs
knowledge, abilities and behaviour to operate the business of an establishment in effective
manner. To make development and determine the area of improvement, the individual can
conduct personal skill audit to analyse the area where they require to improvement. By adapting
learning cycle conception, the administration of an enterprise can make development in
employees’ skills and knowledge. High performance working method also beneficial for firm as
12

it assists in accomplishing employee engagement and gaining competitive benefits. There are
several approaches of performance management which are crucial to support high performance
culture and commitment.
13

REFERENCES
Books & Journals
Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
Gao, J. and Bernard, A., 2018. An overview of knowledge sharing in new product
development. The International Journal of Advanced Manufacturing Technology, 94(5-
8), pp.1545-1550.
Rupprecht, S. and et. al., 2019. Running too far ahead? Towards a broader understanding of
mindfulness in organisations. Current opinion in psychology, 28, pp.32-36.
Ahmed, A.L. and Kassem, M., 2018. A unified BIM adoption taxonomy: Conceptual
development, empirical validation and application. Automation in Construction, 96,
pp.103-127.
Gee, M. and Cooke, J., 2018. How do NHS organisations plan research capacity development?
Strategies, strengths, and opportunities for improvement. BMC health services
research, 18(1), p.198.
Cooke, J., Gardois, P. and Booth, A., 2018. Uncovering the mechanisms of research capacity
development in health and social care: a realist synthesis. Health research policy and
systems, 16(1), p.93.
De Lessio, M.P., Wynn, D.C. and Clarkson, P.J., 2019. Modelling the planning system in design
and development. Research in Engineering Design, 30(2), pp.227-249.
Ellis, P., 2018. Leadership, management and team working in nursing. Learning Matters.
de Cruz, N., 2019. A conceptual overview of attaining, maintaining, and regaining shared
leadership in high performing teams. Journal of Leadership Education, 18(1), pp.213-
226.
Sergeeva, T., 2019. Orientation to personality qualities while developing training courses and
selecting teams for multidisciplinary international projects. Вісник ХНПУ імені ГС
Сковороди" Психология", (57), pp.282-292.
Maduka, N.S. and et. al., 2018. Analysis of competencies for effective virtual team leadership in
building successful organisations. Benchmarking: An International Journal.
14

Hafford‐Letchfield, T. and et. al., 2018. Developing inclusive residential care for older lesbian,
gay, bisexual and trans (LGBT) people: An evaluation of the Care Home Challenge
action research project. Health & social care in the community, 26(2), pp.e312-e320.
Elwyn, G., 2018. Integrated teams in primary care. CRC Press.
Podmetina, D. and et. al., 2018. Developing a competency model for open
innovation. Management Decision.
Seymour, M.A. and Geldenhuys, D.J., 2018. The impact of team dialogue sessions on employee
engagement in an information and communication technology company. SA Journal of
Human Resource Management, 16(1), pp.1-11.
Lauring, J. and Jonasson, C., 2018. Can leadership compensate for deficient inclusiveness in
global virtual teams?. Human Resource Management Journal, 28(3), pp.392-409.
Brown, M.W., 2020. Developing Readiness to Trust Artificial Intelligence within Warfighting
Teams. Military Review, 100(1), p.36.
Sutherland, L. and Janene-Nelson, K., 2020. Work Together Anywhere: A Handbook on Working
Remotely-Successfully-for Individuals, Teams, and Managers. John Wiley & Sons.
Vesa, T., 2020.Building and Developing Teams.
Online
Marks and Spencer Group PLC. 2020. [Online]. Available Through: <
https://in.reuters.com/finance/stocks/company-profile/MKS.L>.
15