Development of individuals, teams and organisation

This document explores the concept of development of individuals, teams and organisation. It discusses the skills and knowledge required by HR professionals, differences between organisational and individual learning, and the need for continuous learning and professional development for sustainable business performance.

Development of
individuals, teams and
organisation

Table of Contents
INTRODUCTION ..........................................................................................................................3
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals ........................................................................................................................3
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.............................................................................................................8
Analyse the differences between organisational and individual learning, training and
development. ..............................................................................................................................8
Analyse the need for continuous learning and professional development to drive sustainable
business performance..................................................................................................................9
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development..........................................................................................................10
Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation. ...........................................10
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation. ...................................................................................................................................12
Evaluate different approaches to performance management (e.g. collaborative working) and
demonstrate with specific examples how they can support high-performance culture and
commitment. .............................................................................................................................12
M4 Critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment. 200..........................................13
REFERENCES..............................................................................................................................16

INTRODUCTION
Development of individuals, teams and organisation is a concept that focuses upon the
inculcation of relevant skill set and knowledge among the individuals in order to accomplish
great performances in their field of work. The respective concept will allow the individuals to
focus upon the enhancement of their overall development and improve their work operations in
concerned teams as well as organisations. It will help the individuals in understanding the
importance of continuous learning as well as training in order to individual's energy towards the
organisational strategic plans. The respective report focuses upon the essential knowledge and
skills required by the HR professionals in Marks and Spencer (Fontannaz and Cox, 2020). It also
encompasses the skills audit individual as as well as professional development plan that can
accelerate the work efficiency of the individuals in the respective business enterprise. The report
tends to analyse and assess the difference among the individual and organisational learning. It
also highlights upon the necessity of continuous learning in order to lead towards the sustainable
performances. The role of HPW in the acquisition of competitive advantage is also discussed in
the report. The critical evaluation of performance management approaches and the relevant
examples pertaining to the encouragement of performance delivery and commitments is also
incorporates in the respective project report.
TASK
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource professionals can be characterised as individuals who are responsible for
regulating the organisational personnel in an organised manner so tat maximum level of output
and performance can extracted from the same. HR head of an organisation is entitled to regulate
the management of the workforce in a deliberate and competent manner. They are responsible
for recruiting, hiring and on boarding the best pool of candidates within the firm that can deliver
their best potential in the realisation and achievement of organisational short and long term
objectives. In order to facilitate the above mentioned roles in an effective and productive manner,
the human resource professionals of Marks and Spencer needs to acquire professional knowledge
and work upon a variety of skills and competencies such as :-
Time Management

Drawing up employment contracts and managing payroll and insurance plans are time-sensitive
tasks. HR teams are responsible for meeting deadlines and complying with relevant regulations.
Human resource enthusiasts needs to complete their operations and target within the pre
determined timelines in order to promote and encourage work efficiency in their department. The
management of payroll as well as formation of employee contracts and post hiring formalities
can considered to be a very time consuming task (O’Donovan and McAuliffe, 2020). HR teams
needs to work according to the timelines in order to ensure that the work is completed on time
without any delay. Hence, it can be stated that individuals looking forwards to work in HR sector
or are currently working in the HR department should enhance their time management ability in
order to achieve the tasks efficiently.
Communication Skills
Communication is one of the most crucial aspect for an HR professional. The individuals needs
to acquire excellent communication skills in order to facilitate the day to day interaction with the
employees in an effective manner. The communication skills helps the HR personnel to solve the
issues and concerns of the employees smoothly and solve the conflicts within the employees in a
productive way. Communication provides assistance to the employees in clear writing as well as
effective listening which in turn reduces and eliminates the possibilities of any errors or mistakes
in the organisational unit.
Adaptability
Market environment involves extreme uncertainties ad change. The organisational HR team is
responsible to facilitate change management in a deliberate manner. In order to do the same, the
individuals working under the HR team needs to be very flexible as well as adaptable to the
uncertainties prevailing in the business environment. They should be equipped with the
necessary contingency plans and strategies in order to align the organisational policies in
accordance with the sudden changes in the external environment of the business firm.
Decision Making Skills
Human resource management is an organisation function that is based upon good decision
management skills of the HR professionals. The selection of the appropriate candidate for a
particular job position is not an easy task. The HR teams needs enhance their focus on assessing
the skills and competencies of the candidates and then need to choose the most suitable candidate
for the job. In order to facilitate this particular choice, they need to work upon their decision

making ability in order to form and implement good decisions that can help to uplift operations
standard as well as profitability of the respective business institution.
Employee Relations
Management of good and friendly employee relations can be termed as one of the essential roles
of human resource team. In order to enhance the team building skills as well as the cooperation
among the employees, it is very essential for the HR to ensure that employees are cordial with
each other and share a good relationship. Good employee relations will help the organisation to
facilitate the team operations with ease and flexibility (Rupčić, 2020). Hence, it is very essential
for human resource professionals to look forward towards reducing and eliminating any kind of
frictions and conflicts within the employees and to promote peace and positivity within the firm.
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal Skill Audit
Personal skills audit is determined as a plan of action formulates by the individuals in
order to determine the effectiveness of the the same in performing a particular skill and the
degree to which they would like to enhance the same in the future run ( Elliott, 2020). It provides
relevant skills that an individual would want to acquire and also details about the resources that
will help in the acquisition of the same.
Continuous Development Plan
Continuous professional development is a concept that lay concern over the fact the employees
should be provided with various opportunities to enhance the relevant skills that can help the
same in enhancement of their professional development in the business firm.
The continuous development of workforce is very crucial for the employees in the current
business environment. Every organisation is building its workforce to be extremely flexible as
well as competent in order to adapt easily to the changing dynamics within the business firm. In
order meet the market requirements, it is very important for the working individuals as well as
the organisation to focus upon the development of professional skills in order to ensure that the
employee are ready to fight and overcome every obstacle that comes their way.
Professional Development Plan
Professional development plan can be characterised as a statement that is designed and
formulated in order to facilitate the growth and development of the individuals in their respective

careers. The major objective behind professional development plan is to identify the key skills
that needs to be worked upon in order to achieve perfection in the same(Nakkazi and
Bigabwenkya, 2020). The respective plan allows the individual to enhance their focus as well as
confidence to perform the given tasks and assignments in their respective field of work
effectively.
Skills I
would like
to acquire
The
importance of
the skill in my
respective job
position
What
measures do I
need to
implement
Resources
required to
acquire the skill
Measureme
nt of
success
Date of
accompl
ishment
Leadership
Skills
I want to
enhance my
leadership
skills in order
to influence the
workforce in a
positive
manner and
provide
assistance to
the same in
following the
right path.
In order to
encourage my
leadership
qualities, I will
be indulging
myself in
leading various
teams . I will be
working upon
increasing my
awareness in
various diverse
situations. In
will try to wok
towards
various conflict
management
approaches by
formulating
various
I will be
participating in
various
leadership
programs and
competitions. I
will be learning
and practising
various models
of leadership in
order to alleviate
my leadership
qualities.
The results
of the
leadership
competition
. Scores
generates in
the
application
process of
leadership
approaches
and
theories.
12/03/21

innovational
strategies that
can help in the
resolution of
conflicts within
various
individuals
working in the
business unit.
Creative
skills
Creative skills
are extremely
important in
order to
implement
change in the
business firm.
Creativity
assist the
business firm
in acquiring a
competitive
edge in the
market domain.
In order to
develop and
enhance my
creativity, I will
be working
upon the
development of
creative
solutions. I will
be indulging
myself in the
creativity
building
exercise
through which I
will get
essential ideas
that can be
taken into
consideration
by me while
forming
I will be relying
upon creativity
building
exercises. I will
also be investing
my team in the
introspection of
innovative and
creative ideas as
well.
The results
obtained at
the
completion
of the
exercises
will
determine
the extent to
which I am
able to
enhance my
creative
skills.
15/06/21

creative plans
for the business
firm.
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation
The audit plan in order to facilitate justice to the job position of Human resource manager in
Marks and Spencer is as follows :-
Skill Current
performance
Target Performance Resources required
Decision Making
Ability
7 10 Strategical planning
techniques, evaluation theories
and models, review equipments
etc.
Administrative
Skills
6 8
Formulation of plan of action,
planning and organising
statement, business plan
blueprint, operational
documents etc.
Innovation and
creative skills
7 10 Marketing plans, promotional
tactics and mediums,
recreational activities and pans
etc.
Leadership
qualities
6 10 Leadership conferences and
webinars, models of leadership,
leadership concepts and
theories etc.

Analyse the differences between organisational and individual learning, training and
development.
Individual Learning
Individual learning can be characterised as a concept wherein the individual
development of the employee is brought into prospective and various efforts are undertaken in
order to increase the current skills set of the individuals by the application of prominent and
advance learning practices. Individual learning is very essential in order to educate and brief the
employees about the their current position. Individual learning highly focuses upon enhancing
the personal capabilities of the individuals so that they can exhibit their maximum potential in
their line of work and achieve success in the same (Hannachi, 2020). Individual learning needs to
be practised consistently in order to enhance the personality of the individuals in a productive
and advanced manner. There are various learning concepts and approaches that can facilitate the
individuals in the accomplishment of the goals set by the same in terms of individual learning
objectives.
Organisational Learning
Organisational learning can be determined as form of learning wherein the knowledge as
well as learning is scattered all across the organisation in a systemic manner. The organisational
learning provides insights about the ways in which organisational operations can be accelerated
and productivity can be implemented in the management procedures of the same. Organisation
learning can considered to be informative as well as significant as it provides essential insights
about the key points that needs to be taken care of while formulating new plans and polices
within the business enterprise. Organisation learning helps the employees in the addition of new
specification in the current business operations of the firm which in turn can result in increased
profitability for the business institution.
Training and Development
Training can be characterised as an amalgamation of various practices and procedures
that are conducted in the business unit in order to align the individuals skills in accordance with
day to day operations that they need to carry out within the firm. Development can be
characterised as the enhancement of the appropriate skills and knowledge that can help the
individuals in their personal growth as well as the professional development. Training and
development can be termed as one of the key areas of Human resource management and every

new employee in the organisation needs to undergo through the training period in order to get
comfortable and aligned with their job role in the business firm.
Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Continuous learning can be characterised as a learning process through which an individual
attempt to acquire various advanced concepts and theories of their work field in order to enhance
their knowledge with the help of learning resources and techniques. Marks and Spencer is an
organisation that provides greater emphasis upon the continues learning of the workforce in
order increase the productivity of the same in carrying out essential operations in the business
institution (Breen Pedler, Edmonstone and Boak, 2020). It can also assist the firm in building a
very strong workforce which can provide great benefits to the firm in the business environment
through the performance as well as achievement of the targets efficiently and effectively.
Professional development of the employees is necessity for the firms in order to regulate their
business activities and operations with enhanced productiveness. Professional development is
imparted through the training of the employees wherein they are taught the relevant behavioural
guidelines that need to adopt in order to conduct themselves in a professional manner within the
business unit. The professional knowledge and skills needs to incorporated by the employees
working under the business unit so as to lead the operations with enhanced credibility and
authenticity.
Both the above mentioned attributes needs to be optimised and regulated by the business
firm so as to increase the scope for innovational advancement and expansion strategies in a
business enterprise. Being an international organisation, it becomes a requirement for Marks and
Spencer to implement continuous learning activities and professional development opportunities
in the business organisation so that the current workforce of the firm live up to the the global
standards.
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development
Cognitive Learning Theory
According to cognitive learning theory, the individuals participating in this particular process of
learning are termed are assertive in nature as they have already been through the same
procedures in the past. The respective learners are already equipped with the skills and

knowledge from their past learning experiences. In the learning process, individuals tend to
learn the new concepts with their existing skills and knowledge in order to gain the insights
about the new concepts in an easy and deliberate manner.
Continuous learning is extremely beneficial for Marks and Spencer as it can help the company to
help the employees working in the organisation to do deliver better services and to become more
skilled and competent in order to handle the diverse situations in an effective way (Hervanto,
2020). Hence, Cognitive theory can be utilised and incorporated by Marks and Spencer in order
to ensure that individuals are constantly working towards the upliftment of their skills and
knowledge in order to assist their overall growth and development.
Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation.
High Performance working is a term used in human resource management process that highlights
upon providing emphasis to the advanced and proactive Human resource practices with the
utilisation of advanced and modern technology that can help the business unit in generating high
performances in the business firm. There are various ways in which HPW contributes in
encouraging the engagement of the workforce in the organisational activities of Marks and
Spencer and to provide competitive benefits to the same the market sector.
There are various perks and benefits of implementation of HPW practice in Tesco organisation
as it works well in enhancing the engagement of the employees working in organisation. Few of
the advantages that can derives from High performance working are mentioned below :-
 Marks and Spencer is a multinational firm. The organisation leads its operations in
various countries. Thus, the organisation has huge line of workforce that needs to be
managed and operated in a organised manner.
 HPW van be termed as an attribute that provides extreme advantages to the business firm
in management of the current set of employees and to enhance the work productiveness
of the same (Laenen, 2020) .
 The high performance working approach can be utilised by Marks and Spencer in order
to facilitate the design and development of an organisational culture wherein integrity and
fairness is appreciated.

 The approach also provides assistance to the concerned business institution in order to
ensure clarity within the business functions (Akther, 2020). The HPW approach will also
help the firm in resolving disputes within the firm which in turn will result in the
promotion of peace and smooth working operations in the business entity.
 HPW approach helps the organisation to incline the interest of the employees towards
various attributes catered through the approach such as advanced methods for training
and development through the optimum technology (Corduneanu and Lebec, 2020). This
will help the organisation in increasing and encouraging the employee engagement within
the firm.
 Market can be characterised as an environment that is extremely risky and full of
uncertainties. In order to sustain for a longer time period and emerge as one of the
leading brands in the respective industry, it is very important for the firm to focus upon
enhancing the work operations of the firm (Crick and Bentley, 2020). In order to do the
same, High performing working approach can be aligned with the work operations so as
to obtain the best results from the same that help Marks and Spencer to improve its
current position in the market environment.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
There are numerous benefits provided by the implementation and regulation of HPW approach in
the organisational setting. Few of the perks delivered by high performance working in relation
with the functioning of Marks and Spencer are mentioned below :-
 The authenticity as well as the credibility of the employees in their field of work can be
enhances through the application of High performance working attribute in the Marks and
Spencer organisation.
 HPW approach needs to be adopted in a systematised and effective manner in order to
derive the benefits associated with the same. The human resource department should
provide yearly appraisal and rewards to the employees who have given
 With the optimisation of HPW approach, Marks and Spencer can work towards
enhancing their profitably which in turn will assist the business firm in maintaining
financial stability within the business organisation ( Liou and Canrinus, 2020).

 Better coordination while facilitating the business functions can be regulated with the
implementation of high performance working system in the business unit.
 High performance working approach lead to more open and enhanced communication in
the business enterprise. The respective practice help the management of the organisation
to acquire more ideas and perceptions from the working employees and consider the
same while formulating new strategies and policies within the firm.
Evaluate different approaches to performance management (e.g. collaborative working) and
demonstrate with specific examples how they can support high-performance culture and
commitment.
Performance Management can be characterised as a business function that needs to be
regulated on a constant basis in order to endure that every individual is providing its best
performance within the business enterprise (Mockler, 2020). The human resource department is
entitled to facilitate the management practices with the utilisation of creative tools and tactics
through which they can encourage the performance s of the employees working under the
business firm. There are various approaches that can be optimised by Marks and Spencer in order
to lead the performance management operations in a productive and more sustained manner. Few
of the approaches that can be taken into consideration by the firm are as follows :-
Collaboration
It is very essential marks and Spencer to ensure that every individual involved in the
organisational functioning and operations of the firm is catering its services towards the
achievement of the specific goals set by the firm (Andrianova and Antonacopoulou, 2020). In
order to boost the productivity of the firm's operations, it is very important that employees
collaborate with each other. Collaboration allows the employees to work effectively in teams
which in turn facilitates in enhancement of the efficiency in relation with the completion of goals
within the organisational setting.
Technological measures
The performance management can also be regulates through the utilisation of technological tools
and software that can help the company to maintain a systemic and organised record statement
that details about the performances of the employees within the business institution. Marks and

Spencer has adopted various technological advancements through which the performances of the
workforce are measures and evaluates. The utilisation of appropriate technology assists the firm
in the identification of any existing errors or deviations that is impacting the performance of the
employees. The respective assessment can further facilitate the firm in the establishment of
growth and development strategies for the improving the current performance levels of the
employees.
Positive organisational culture
Organisation culture plays a very major impact on the performances of the workforce. A good
and optimum organisational climate will likely to provide better performances from the
workforce in comparison to poor or negative organisational climate. Hence, Marks and Spencer
is responsible for conducting a positive or friendly organisation culture that can help the firm to
motivate the employees to cater their best to the firm.
M4 Critically evaluate the different approaches and make judgements on how effective they can
be to support high-performance culture and commitment. 200
Team Backup
The organisation should have a proper arrangement of back up workforce in order to run
the operations in case of leave, termination or absenteeism (Ikoro, 2020). Team back allows an
option to HR team to recruit a new individuals in a particular process without any delay of
operations so that the goals formulated by the firm are met on the appropriate time frames. The
respective approach can help the organisation in ensuring high performance of the employees.
Reinforcement and modification in employee retention strategies
Employee retention is very important in order to retain talented individuals in the firm
that can lead the the organisation towards growth and expansion. The commitment of the
employees working in the business firm needs to be maximised so as to capture the interest of
the same in the organisational activities and to retain them as well. It is very necessary for the
firm to facilitate the alignment of the personnel strategies in an effective manner so that the
employees are dedicated towards their work and are satisfied with the organisational procedures
and policies.

CONCLUSION
From the above discussion, it can be summarised that it is very essential for the leading
organisation to focus upon the development the contributions development of individuals
working towards the attainment of the organisational foals. The HR team needs to be very
competent in order to hire the talented forwent and to implement the innovative solutions that
can uplift the working standard of the employees in the long run. In order to do the the same
establishment of personal skill audit is very crucial as well as development of professional
development plan also needs to be emphasised. Marks and Spencer is required to incorporate
high performance working approach in the management line of operations in order to measure
and ensure that the productivity as well as the performance standards of the staff members a is
uplifted to the maximum potential. Various diverse and effective approaches can also be
implemented by the business firm so as to facilitate increment in the performance management
operations of Marks and Spencer in the near future.

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