Bentley Motors Report: Evaluating Skills, Development, and Performance

This report provides an in-depth analysis of Bentley Motors, a luxury car manufacturer, focusing on the requirements of a marketing manager role. It begins by identifying the necessary skills, knowledge, and behaviors for the position, including sales and marketing knowledge, communication skills, ethical considerations, creative skills, and confidentiality. The report then presents a personal skills audit, self-evaluating the author's suitability for the role and developing a professional development plan to address any weaknesses. Furthermore, the report differentiates between organizational and individual learning, training, and development, emphasizing the importance of continuous learning for sustainable business performance. It also explores the link between high-performance working and employee engagement, and examines various approaches to performance management, including behavioral, comparative, and 360-degree feedback methods. The conclusion highlights the importance of self-evaluation and setting goals for career development in both individual and organizational contexts.

Developing
Individuals, Teams
and Organisations

INTRODUCTION
For each and every individual, it is required to evaluate own skills and capabilities
that can assist them in their professional development (Holton and Dent, 2016). It is process
of self-evaluation that can aid a person to analyse their interpersonal for its effective
improvement on their basis of desired requirements of their career. In these practices, mentor,
leaders and coach play an essential role who helps in analysing knowledge and capabilities of
individuals as well as aid in providing training for its effective improvement. This report is
based on Bentley motors which is a British manufacture as well as marketer of luxury cars.
The organisation was founded by H.M. Bentley and W.O. Bentley in the year of 1919. This
report is going to determine the requirement of skill, knowledge and capabilities for
marketing manager. Furthermore, an analysis of individual based on own interpersonal skills
and practices for the suitability of desired role. On the other hand, an analysis and
organisational learning as well as professional development practices based on the scenario of
firm.
MAIN BODY
TASK 1
P1 Identify suitable and professional knowledge, skills and behaviours needed by HR
professionals.
For each and every organisation, it is required to hire enthusiastic and skilled
employees who having abilities to attain organisational targets and goals on timely basis. As
Bentley motors is one of the leading organisation in which thousands of employees provides
their services to customers by analysing their requirements and needs. In order to serve with
such organisation, it is required for an individual to represent themselves as much responsible
as the organisation’s requirements (Kools and Stoll, 2016.). In the context of position of
Marketing Manager, HR manager of Bentley are looking for some authentic abilities,
knowledge and skills. On the basis of such, they can serve effectively in front of target
customers. The analysis of such skills, behaviours and knowledge are determine below as:
Desired Professional Role
Knowledge Skill Behaviour

Sales and marketing
knowledge: Individual who
wants to develop their career
in marketing stream is requires
to have appropriate knowledge
of marketing and sales in
order to perform their
responsibilities effectively.
Human resource manager of
Bentley motors is always
evaluating knowledge of
individual in the stream of
marketing and sales.
Marketing and sales are the
basic components that may
help an individual to serve
effectively in a firm. Thus, for
marketing manager it is
requires to perform
professionally in an
organisation by taking
knowledge of market as well
as customers serving practices
in order to build an effective
share of organisation in target
market.
Communication skills: For
an individual, it is required to
have appropriate
communication skills with the
help of this they can interact
effectively with others. HR
manager of Bentley is always
looking for employees who
have abilities to communicate
appropriately with other
specially the person who
belongs to marketing stream.
Marketing manager needs to
have tactics to communicate
with the customers in order to
evaluate their buying
behaviour as well as
requirements. Furthermore, an
effective communicator or
manager can deal with their
executives in order to
constructing their
responsibilities or delivering
future plans in meetings. Thus,
it is a basic need that a
Marketing Manager have
communication tactics.
Ethics– For an
individual, it is requires to
work ethically by analysing all
the regulations and policies of
firm. In this regard, it is
needed for HR manager to
evaluate past working
practices of individual before
hiring them on the position of
marketing manager. Ethical
practice always helps in
maintaining an organisation’s
fair image in competitive
market (Woodcock, 2017).
Marketing trends: In an
organisation, one major
responsibility of marketing
departments is to evaluate
trends and requirements of
market in order to produce
Creative skill: One major
skill that each employee
especially who serving in
marketing stream requires to
have is creative skill. This
skill is belongs to creative
Confidentiality- These kind
of practices are belongs to
managing personal as well as
private information of each
employee who works in an
organization. In order to retain

quality products accordingly.
These kind of practices may
help in satisfying customer’s
requirements and needs. Thus,
HR manager of Bentley
motors evaluate knowledge of
individual based on their
marketing tactics who are
applying for the position of
marketing manager.
Therefore, it is needed for
marketing person to develop
their skill on the basis of
marketing trends for providing
desired benefits to firm.
thinking, innovative ideas and
creative working approach.
Thus, HR of Bentley always
considered someone who have
creative skills for the position
of marketing manager.
Marketing manager needed to
have abilities to creatively
execute their ideas in front of
others as well to manage all
the activities of firm in
innovative way. These kind of
activities will help to manage
business practices in more
smooth way.
employee managers need to be
assured that their personal data
of customers and employees
will not be leaked under any
conditions. Thus, It is needed
to HR manager to looking for
such candidate who may
manage all the records and
data confidentially which
would be in the favour of firm.
These kind of abilities requires
to have in marketing manager
of a Bentley.
P2 Examine a completed personal skills audit to identify suitable knowledge, skills and
behaviours, and make a professional development plan for a given job role
Development of personal skill refers to an approach in which individual can evaluate their
own strength, capabilities as well as their weaknesses. These are required need for developing
themselves in professional manner (Anagnostopoulos, Winand and Papadimitriou, 2016). Self-
evaluation always helps us in analysing further requirements of improvement in order to attain
success. Thus, before applying for the position of Marketing Manager, it is required for me to evaluate
my own knowledge, skills and behaviour according to the requirements of Bentley motors. Thus, my
evaluation for this position in determine below:
Personal Skill Audit
Knowledge Rating Skill Rating Behaviour Rating
Sales and
marketing
knowledge
5 Communication
Skill
5 Ethics 5
Marketing 3 Creative skills 4 Confidentiality 3

trends
On the basis of above analysis, I identified that there are some weak points on which I
requires to work. Therefore, it is needed to implement some ideas that can assist me in improving
myself in an appropriate time duration. Therefore, I requires to develop an Personal development plan
for my further improvement as:
KSA To Be
Developed
Activities
required for
development
Duration Development
Monitoring
Approach
Assessment
of
Development
Detailed
Evaluation
Marketing
trends
Marketing
approach
3-4
months
By evaluating
current
marketing
practices as
well as by
analysing my
potential for
the self-
evaluation.
Marketing
tactics will
aid me to
access my
abilities to
serve with the
organisation.
By analysing
my knowledge
in the marketing
practices for the
past trends and
the current. In
this I can
evaluate my
graph of
knowledge.
Creative skills More
productive
workforce
2-3
months
By analysing
my potential to
represent new
ideas in front
of other after
analysing
business
requirements.
Furthermore,
by evaluating
my creative
working
process in
To introduce
new and
innovative
ideas in firm
for attaining
new heights.
In order to
evaluate myself,
I can take help
of my seniors
by representing
my ideas as
well as thoughts
for new
projects.

order to
manage
maximum
work in
minimum time
period.
Confidentiality Set clear
expectation.
1 month By
implementing
data
confidentiality
practices or by
implementing
effective
tactics for
them.
To develop
ethical
practices in
business as
well as to
develop
employee
motivation.
I can evaluate
myself by
taking
feedbacks from
my seniors as
well as
subordinate. On
the other, I can
evaluate my
past and present
performance to
understand it in
better manner.
TASK 2
P3 Differentiate between organisational and individual learning, training & development.
In an organisation, learning play an essential role that may help individuals to explore new
ideas for their interpersonal as well as professional development (Waddell and et.al., 2019). The
learning can be classify in different terms and difference between each of them are determine below
as:
Basis Organisational learning Individual learning
Objective Major objectives of
organisational learning is to
attain overall goal of
organisation.
The objective of individual
learning is to attain goal of
individual.

Process The process of
organisational learning is
based on retaining,
conveying and developing
individual for the future
practices of firm.
The process of individual
learning is based on
enhancing own knowledge,
skills and capabilities for
future development.
Solution Organisation learning is
basically based on providing
solution for organisational
issues.
Individual learning helps in
providing solution related to
individual’s own problems
as skill development,
capabilities enhancement
and so on.
On the other hand there is difference determined between training and development.
As both these are basically uses for organisational and individual’s own development
practices but they both define a different term as training is the process of acquiring the
essential skills and expertise needed for a specific job (Becker and Bish, 2017). Furthermore,
Development implies the individual's development in all respects. More difference between
both these terms are determining below as:
Basis Training Development
Meaning This includes the process of
enhancing knowledge, skills
and capabilities of
employees within an
organisation.
Development includes a
process of growth and
overall learning.
Orientation Training is a Job orientation
process.
Development is a Career-
orientation process.
Time/duration Training is a short-term
process which belongs to a
fixed duration.
Development is a long term
process which take a long
duration for individual’s
development.
Focus Training basically focuses
on technical skills and
Developments focuses on
human ideas, efforts and

practices. conceptual efforts.
P4 Determine need for continuous learning and professional development to drive sustainable
business performance.
TASK 3
P5 High performance working to employee engagement.
TASK 4
P6 Examine different approach to performance management.
Performance management is a procedure that helps in enhancing performance by
setting goals for the business and individual development (Ellis, 2018). In Bentley motors,
these kind of practices take place in order to manage quality of work as well as for getting
desired outcomes. It includes, planning, reviewing, assessing, and developing etc. There are
so many approaches of performance management which are implemented by management of
Bentley motors and the analysis of each of them are determine below as:
Behavioural approach: The behavioural approach is automatically connects by the
enhancement of performance with the attainment of priorities, conflict of interest, influence,
and incentive. In context of Bentley motors, it helps management to make decisions and track
corporate priorities directly. Proper performance evaluation results in employee satisfaction
within Bentley motors because of its reliability and precision, which in turn influences the
overall progress of firm. This approach also inspire workers to perform even better in the
future or as per the requirement of organisation.
Comparative approach: This approach is based on comparative analysis between
organisation’s goals and individual’s performance (Thorpe, 2016). The comparative approach
requires rating the success of an employee in comparison to other who are also performing
for the same. By implementing this approach in Bentley, the highest to the lowest performer,

individuals are ranked. The method grades the workers on the basis of rules for categorization
rather than on their results.
360 degree feedback: In this approach, employee gathered feedbacks from their
subordinates, supervisors, colleagues or by their own. The 360-degree feedback completion
process provides rates with deeper input and comprehension of the principles and habits that
are critical for team performance. It helps to evaluate how people are judged helps staff
participants to formulate their own expectations for success and behavioural targets
(Hawkins, 2017). In Bentley motors, this practices helps in managing performance of each
individual by formulating feedback on their performance for its effective improvement.
CONCLUSION
From the above report it has been summarised personal evaluation practices play an
essential role in individual’s life for the development of their future career. Therefore, it is
needed for each and every one to set their future goals and objectives for which they can set a
guidelines. In the context of an organisation, it is required to hire most capable personal by
analysing requirement of specific position and job role. In this, HR manager of a firm play an
essential role who sets some guidelines and criteria for candidates who are going to applying
for a desired job role.

REFERENCES
Books & Journals
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blueprint for individuals and organisations. Gender in Management: An
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Kools, M. and Stoll, L., 2016. What makes a school a learning organisation?.
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Anagnostopoulos, C., Winand, M. and Papadimitriou, D., 2016. Passion in the workplace:
empirical insights from team sport organisations. European sport management
quarterly, 16(4), pp.385-412.
Waddell, D. and et.al., 2019. Organisational change: Development and transformation.
Cengage AU.
Becker, K. and Bish, A., 2017. Management development experiences and expectations:
informal vs formal learning. Education+ Training.
Ellis, P., 2018. Leadership, management and team working in nursing. Learning Matters.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.