Unit 35: Developing Individuals, Teams, Organisations and HR Report

This report delves into the essential skills, knowledge, and behaviors required of Human Resource (HR) professionals, particularly within the context of M&S. It explores the importance of these attributes for effective management and organizational growth. The report includes a personal skills audit and SWOT analysis to create a professional development plan for an HR manager. It differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. Furthermore, the report examines ways to support and engage employees in specific situations and explores various performance management approaches. The document provides a comprehensive overview of HR development, highlighting key aspects for professionals in the field.

Unit 35 - Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 determine appropriate and professional knowledge, skills and behaviour that are required
by HR professionals.....................................................................................................................3
Skills and attributes analysis required by HR professionals........................................................4
P2 Personal skills audit to determine knowledge, skills and behaviours, develop a professional
development plan for Human resource manager (Job role).........................................................6
LO2................................................................................................................................................10
P3 Differences between organisational and individual learning, training and development.....10
P4 Need for continuous learning and professional development to drive sustainable business
performance...............................................................................................................................12
LO3................................................................................................................................................14
P5 Ways HPW support employees any engage them in a particular situation..........................14
LO4................................................................................................................................................16
P6 Performance management approaches.................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Developing an individual team members are consider one of important jobs of manager
whether they are experienced or not. It is an essential for managing overall business with help of
efficient skills, knowledge. This report will discuss about the professional knowledge, skills and
behaviour that are basically required for Human resource professionals within organization. It
will produce or develop as personal skills audits which help for identifying appropriate
knowledge, skills and behaviours that will develop as professional plan for Human resource
manager. This documentation will discuss about the differences between organizational, training,
development and other individual learning. Furthermore, this report will identify all essential
need or requirement for continuous learning and professional development in term of sustainable
business performance.
LO1
P1 determine appropriate and professional knowledge, skills and behaviour that are required by
HR professionals.
It is important for identifying behaviours, skills and knowledge of human resource professionals
within M&S. HR has become plays as dynamic role. The major duties of Human resources such
as hiring, directing, controlling and retaining (Amarakoon, Weerawardena and Teicher, 2019). In
M&S, Human resource manager is responsible person to maintain its healthy working condition
for each and every staff members in organization. In this way, it help for establishing sustainable
growth of M&S is their primary concern. Another function of HR manager which is mainly
establishing communication channel between employees and management.

In M&S, Human resource manager should have specified skills, knowledge that support in term
of business activities. It helps for managing the technical aspects that may increases while
carrying out day to day operations (Tansey and et.al., 2020). This type of processes can be done
by deploying certain applicatoion, software for improving overall business performance
management. in this way, it can also analysis for resource planning.
Additionally, HR professionals should have essential skills to promote and establish
healhy employers as well as employees relationships. It may promote as sense of quality among
different staff members (Beatty and Queen’s, 2019). On the other hand, Human resource
manager is responsible for hiring potential staff members that help to manage and provide
directions of people. Human resource manager can utilise the resources to measure turover rate
of employees.
In M&S, Human resource manager can perform function that keep staff members
motivated or inspired for long term duration. Usually, it can identufy the specific element that
causes distraction or demovation of staff members. The behaviour of HR professional should be
open so that they can interact with team members in order to identify their problem. This will
help for establishinhg a strong relationship with employee and achieve desirable goal or
objective. At certain level, HR professionals should not flexible where employee start taking
them as granted.
Skills and attributes analysis required by HR professionals
There are following skills that should require for HR manager in M&S, carry out the
multiple task for healthy functioning of organization.
 Leadership skills- it plays important role for leadership skills in human resource manager.
He was responsible person to manage and provide direction of their team members
towards organizational goal or achievements (Dubey and Tiwar2020). Additionally, it
would require to facilitate organizational task by using experience and wisdom.
 Communication Skills- In M&S, HR manager has to deal with individual people from
different background and ethnicity (Succi, 2019). This type of skill will help for HR to
establish a better relationship with top management and other existing staff members. but
at some point, it should require to understand basic functioning of enterprise and handle
complex situation through communication skill.

 Technical skill- it is another important skill related to knowledge about software which
help for HR to employee when they can make an effective plan in context of
organizational growth and development. All essential skills such as Ms Excel, Ms
Project. These are commonly software used by M&S in task executions.
 Management skills- In M&S, HR manager have a require to supervise or manage the
different tasks which providing the better direction to their staff members. This can be
managed by management skills. It plays important role within organization by HR.
 Problem-solving skills- In M&S, This type of skill is required in order to deal with tasks,
which become complex that they are beyond the control of staff members. At that time,
problem-solving skill will help for handle overall business tasks effectively and
efficiently.

P2 Personal skills audit to determine knowledge, skills and behaviours, develop a professional
development plan for Human resource manager (Job role)
SWOT analysis
It is important for HR aspirant carries out SWOT analysis, it would help for identifying
personal weakness and strength. It is becoming useful for human resource manager to increase
potential growth and development of organization (Mansaray, 2019). SWOT analysis has been
provided by HR manager in order to analyse the different areas of strength or improvements.
Strength
 An effective communication skills,
leadership skills and other type of
supervisory management.
Weakness
 Lack of technical skills such as IT
related CRM, Microsoft power point.
Threat
 Identifying both positive as well as
negative feedback from client side.
 Training and software are consider as
tough situation for operating in proper
manner.
Opportunities
 Rapidly changing the advancement of
modern technologies
 Adopting scope of project.
Table: 1
In above SWOT analysis, it can be identified the right career as HR manager. In fact, career
depend on the different factors that are highlighted during analysis. On the basis of SWOT, it
help for preparing the personal development plan. So as HR can improve their own weakness in
proper manner. There are some essentials skills developed which always focused on the personal
development plan. In this way, it can easily convert weakness into greatest strength.
Personal Skill Audit
The personal skills audit is based on the knowledge, skills and behaviour of HR, which
plays important role in learning. Afterwards, it will be listing strength, weakness in learning
style. It is consider as vital part in term of training and development program.

Skills Personal Audit Measure 1-5
Communication skill Good way to manage or
control effectively
Good way to establish
coordination with staff
members
4
4
Problem-solving skill Good way to manage or
control effectively
Good way to resolve the
problem or issue of staff
members, identifying specific
need or requirements
3
4
Leadership Skill Good way to manage or
control effectively
Good way to resolve the
problem or issue of staff
members, identifying specific
need or requirements
3
4
Team management Skill There is some lack of time
management skills. Good
way to resolve the problem or
issue of staff members,
identifying specific need or
requirements
1
Table: 2
Professional development plan for HR manager
Skills Current status How to improve Examine Time Interval
Communication
Skill
I will focus on improving
the communication skills. In
I will improve
communication
Taking
feedback
7 days

current status, I have a good
communication skill but
needs to improve more
fluency that help for me to
establish a better
relationship with other staff
members.
skill so that I will
try to interact or
communication
with colleagues.
Participating with
business meeting
to find out own
ability.
Attain seminar,
By using online
training sessions
from
colleagues,
managers
and
supervisors.
Doing test
series to
determine
own
performance
.
Problem-
solving skill
I will focus on the problem
solving skill. Currently I
have limited idea about this
skills but want to improve.
According to me, problem-
solving skill will help me in
business task executions
where how to deal with
client in complex situation
or condition. At that time,
this will play important role
so that trying to improve
problem-solving.
I will improve
problem-solving
skills. I will
participate into
complex business
activities,
identifying the
accurate solution
of particular task.
Taking
feedback
from
colleagues,
managers
and
supervisors.
Self-
examine
15-days
Time
management
Skill
I will concern about the time
management skill which
requires for improving and
use for own growth or
development. As per
identifying, I have a lack of
time management skill and
In context of time
management skill
improvement, I
will join online
session for
planning an
effective
Taking
feedback
from
colleagues,
managers
and
supervisors.
15-days

difficult for me to manage
work within specific time
intervals. In this way, I will
try to focus on time
management skills.
strategies.
Creating own
schedule time
table.
Advice with
supervisors
Self-
examine
Leadership skill I will try to improve the
leadership skills so that I
will adopt strategies while
establishing a strong
coordination with mangers
and other colleagues.
In context of time
management skill
improvement, I
will join online
session for
planning an
effective
strategies.
Creating own
schedule time
table.
Advice with
supervisors
Taking
feedback
from
colleagues,
managers
and
supervisors.
Self-
examine
10 days
Management
Skill
I will try to management
skill. I will adopt strategies
while establishing a strong
coordination with mangers
and other colleagues.
In context of time
management skill
improvement, I
will join online
session for
planning an
effective
strategies.
Creating own
schedule time
table.
Advice with
Taking
feedback
from
colleagues,
managers
and
supervisors.
Self-
examine
20-days

supervisors
Table: 3
LO2
P3 Differences between organisational and individual learning, training and development
Organisational learning, training and development can be defined as a process in which
organisation undertake creating and managing programmes and different efforts to provide and
enhance skills and knowledge of employees working in organisation. Organisation learning is
efforts of organisation to make employees learn new skills and patterns of work and
organisational training and development involve equipping employees with right knowledge,
skills and behaviour through which they can perform effectively in their respective job roles.
Individual learning can be defined as process of involving change in behaviour and
knowledge of individual (Jenner, 2020). Concerned with individual learning all efforts are made
by individual. Individual training and development involves efforts made by individual in which
they enable themselves to get knowledge and skills through which they can perform certain tasks
and activities.
There is significant difference in individual and organisational learning, training and
development. There are several factors that differentiate in individual and organisational
learning, training and development. These factors and difference is as follows-
Factor/Basis for
difference
Individual learning, training and
development
Organisational learning,
training and development
Active
involvement
Individual learning, training and
development actively involve only
individual who in the process.
Organisational learning, training
and development actively involve
organisation, people responsible
for training and development
within organisation and
employees who will participate in
process of learning, training and

development.
Decision-making
In individual learning, training and
development decisions are taken by
individual.
Concerned with organisational
learning, training and
development, M&S and people
and employees responsible for
training and development takes
decision.
Basis for
decision-making
Decision regarding individual
learning, training and development
are based on individual interest and
preferences and desire to grow and
development in career and
profession.
Basis for decision in
organisational learning, training
and development is based in
performance capabilities of
employees, this also is based in
evaluation and requirement for
training to effectively and
efficiently perform for certain
tasks and roles at which employee
is placed in M&S (Stenlund,
Jönsson and Jonsson, 2017).
Factors
influencing
Factors influencing individual
learning, training and development
are culture and environment within
which individual is living and
background of individuals.
Factors affecting organisational
learning, training and
development involve
organisational culture and policies
of organisation regarding
learning, training and
development. This means that
every organisation has different
culture and importance given for
training and learning is also
different in organisation.
Organisational learning, training
and development gets affected by

culture of M&S, its policies and
importance given to learning and
training within organisation.
Scope
Scope is concerned with, what is
covered in and what extent is of
practices undertaken in learning,
training and development.
Concerned with individual practices
for learning and training, scope of
them extends to what individual
desires to learn and there is no
limitation in that. Individual can
train themselves in several subjects
and areas based on their interest and
their choice.
Scope of learning, training and
development within organisation
is limited to requirements of job
role and requirements to improve
performance of employee in their
respective job roles. Additionally,
scope of this can increase to
requirement of future job role in
which employee will be
positioned in M&S.
Resources
Resources for individual learning,
training and development involve
school, college and university
(Battistella, Cicero and Preghenella,
2020). Further resources involve
workshops and other programs
through which individual can learn
new skills and knowledge.
Resources in organisational
learning, training and
development are mainly
determined by organisation. This
involve practical sessions to
improve performance of
employees, on the job, off-the job
training methods and mentors
within organisation.
This discussion outlines that there are several factors that differentiate individual
learning, training and development from organisational. However individual learning, training
and development create foundation for organisational learning, training and development.

P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous development can be defined as a self- motivated continuous process of
learning and acquiring new skills, knowledge and competencies. This is aimed at expanding skill
set and develops for future opportunities. Professional development in concerned with
developing for growth and development in a profession and in opportunities related to particular
profession. It is very important for organisation to encourage individuals for continuous learning
and professional development in order to drive sustainable performance of M&S. Need for
continuous learning and professional development is as follows-
Remain Relevant
Continuous learning and professional development helps in remaining relevant to time.
This means that when individuals are continuously learning, this means that they are learning
latest skills and trends (Kjaer, Vedsted and Høpner, 2017). This ensures that individuals do not
left behind. In an extremely competitive and frequently changing environment it has become
very important that individuals acquire knowledge of new skills and knowledge that can keep
them as well as their organisation up-to-date and relevant. M&S by encouraging continuous
learning ad professional development can ensure that overall organisation can remain relevant.
Prepare for unexpected
This is another requirement for continuous learning and professional development.
Organisation are operating in a very dynamic and challenging environment and this is why
continuous learning and professional development can help individuals as well as M&S to deal
with unexpected changes and challenges. For employees continuous learning will also help them
in dealing with different challenges.
Competence leads to confidence
This is another need for continuous learning and professional development. This means
that individuals can take challenges confidently and confidence lead them to perform effectively.
Confident also is important for effectiveness of performance and output. Individuals get a feeling
of accomplishment in their continuous learning and professional development and this enable

them to identify new opportunities and grow in their profession (Serrão Cunha and et.al., 2020).
M&S also gets benefit of this as confident employees are able to perform effectively and become
accountable for their acts.
Skill improvement leads to improvement in performance
This is another important reason because of continuous learning and professional
development is important. By encouraging and involving continuous learning and professional
development practices M&S will be able to improve performance of employees. Improvement in
performance is result of improvement in skills of employees. This means that more capable and
competent employees are able to bring more effective results when they are working. In context
of employee improvement in performance contribute in growth and development of individual in
their respective career. This also improves professional image and goodwill of employees within
organisation and provides opportunities in form of promotions and career development.
Improvement in performance has several benefits and increase in productivity, reduction in cost
associated with employees’ performance and also encourage innovative and creative ideas from
employees.
Increase job engagement
This is another reason because of which continuous learning and professional
development is required. This means that employees when are more competent and able to
understand their job beyond their duties, they will be able to get more engaged with their job.
This is a situation which will allow benefit to M&S as engaged employees are effective
performers and they are more likely to retain within organisation. Increased job engagement of
employees also enables organisation to get loyal employees in organisation.
Needed for succession planning
This means that continuous learning and professional development is an important need
for succession planning within organisation. Succession planning can be defined as process in
which organisation determine who will be able to and can fulfil key positions within organisation
when they become vacant (Utami and et.al., 2017). This is aimed at ensuring smooth
performance of organisation even when leaders and managers to manage and lead organisation

are not continuing in organisation. In succession planning M&S determine calibre of employees
who in future can replace key position holders within organisation. Through continuous learning
and professional development M&S can contribute in development of employees who are likely
to hold key positions in future. Their development ensures that they will be able to perform
effectively on key positions of organisation.
In order to analyse importance of implementing continuous professional development, learning
cycle theory can be applied.
Kolb’s Learning Cycle Theory
Concrete experience- This involves gaining new experience and situation that is encountered
during the process of development and this also involve reinterpretation of development.
Reflective Observation- This is concerned with reflection of new experience and situation and
identifying inconsistencies between experience and understanding of individual within process of
continuous development.
Abstract Conceptualisation- This mainly involves that a person has learned from experience.
Reflection of experience gives rise to new idea and also involves modification of existing
concept.
Active experimentation- This involves actively experimenting what learner has learned during
the process of continuous development in their professional life.
LO3
P5 Ways HPW support employees any engage them in a particular situation
High performance Working is an general approach to managing companies that aims to
stimulate more effective employees involvement and commitment in order to achieve the higher
level of performance from them. It is mainly designed to enhance the motivation in employees
and enable them to give 100% of their effort within the work. It helps too engage Employees and
give support work with their full potential.

High performance working has huge contribution in employee engagement the cause it include
group practises where employees work together as a team. had create a good opportunity for the
employees to understand each other and they also create relations and trust. Employee
engagement through the high performance working impact on the morale and motivation of the
employees, it enables them to give their best when the task and help company to achieve their
goals and objectives. company can take competitive advantages within the market where they are
operating their business and show their presence as valuable brand.
Workplace of the Marks & Spencer Is affecting from the conflict situation occurring within their
organisation. Their employees are creating conflict with each other and it is directly affecting to
the companies probability and their growth (Shin, D. and Konrad, A. M., 2017). It is necessary
for the M&S To overcome from the situation so they can stay in competition and their employees
can be engaged with each other.HR manager of the company the Marks and spencer’s Can use
high performance working at their workplace and they can our come from the conflict situation
that they are facing within their workplace Company can take some of the benefits from the high
performance working practise. Here are some features of HPW Practises-
Benefits of High performance working
Improving leadership
High performance working will also help leaders of the mark & Spencer to improve their
leadership skills and they will able to handle the situation at the workplace. High performance
working will enable leaders to communicate with the employees and they will able to understand
the problems that is creating situation and they will take this is immediately to overcome from
the conflict situation. Leadership improvement not only help to overcome from the conflict
situation but it will also enable leaders to lead their employees effectively and they will listen
two their leaders and give their 100% toward the task. they will help company to be successful
within a business.
Training and development
Trading and development is also in part of higher performance working an providing a training
to the employees can help to in create good relationship between them and it will also help them
to increase their potential and improve their skills (Martinaityte, I., Sacramento, C. and Aryee,

S). It will help them to create understanding about how company work and they will also
understand that how conflict at their workplaces affecting their business and Marks and Spencer
will able to overcome from the conflict situation.
Self managed teams
If manager of the Marks &spencer’s apply high performance working practices Then they can
create self managed teams which is a part of HPW And it will help them to engage their
employees and they will managed work with each other. it will also help to reduce conflicts
within the teams and employees will learn to work with each other. employees will also get
chance to understand each other and they will able to learn new skills and create relationship
with each other (Pak, J. and Kim, S., 2018). if the teams will be self managed then they will
understand their responsibility and it will also company to overcome from the conflict situations
and they will be able to take competitive advantages within the market where they are operating
their business.
LO4
P6 Performance management approaches
There are some practises and approaches but are used why the child Department of the company
to improve performance and manage employees performance so they can help them to meet
companies goals and objectives. Mark & Spencer can use those approaches and they can
improve and manage that employees performance (Klučka, J. and Grünbichler, R., 2020). it will
provide them effective workforce that will lead them toward the success. Here are some practises
that they can apply at their workplace to improve performance.
A shift in feedback frequency
Companies are abandoning The annual performance review. In its place are systems that allowed
for real time, frequent feedback by the companies leaders, managers an including customers can
help employees to improve their performance and they will able to understand the things they are
doing wrong.
Reward management

Reward management is another performance management approach that can be used by HR
manager of the Marks & Spencer to Motivate and Improve performance of the employees.
Reward is an extra financial support that include with the salaries of the employees and
employees can use reward for their personal expenses. Employees give their best to achieve
those rewards and it improve there performance.
Focus on culture
It is necessary to improve the performance of the employees company should look for the
improvement of workplace environment. HR manager of Marks & SpencerCan create diverse
environment where employees from different different places gay man provide new Innovative
ideas. Other local employees will also get chance to meet with the workers who are having
different culture and ethics (Waters, S. D., Baughman, W. A. and Dorsey, DW., 2016).
Employees can know about each other and it will also decrease the situations like conflicts
within a workplace of company
Training
Trading and development is also in part of higher performance working and providing a training
to the employees can help to in create good relationship between them and it will also help them
to increase their potential and improve their skills. It will help them to create understanding
about how company work and they will also understand that how conflict at their workplaces
affecting their business and Marks and Spencer will able to overcome from the conflict situation.
Collaborative working
Collaborative working is also part of the high performance working. Working and collaborative
approaches can be useful for mark and Spencer to manage their employees Anne they will able
to achieve the set targets and goals. Working in a group is more effective cause it takes less than
less time as compared to the individual worker. group always consist of different different skills
an employees can learn new skill from each other and it will be helpful for their career
development. Group work also helps to increase the flow of communication because employees
can create relationship with each other and they can understand each other which affect and
enable them to communicate.
Communication

In a high performance working also enhance the communication at the workplace of the
company and also remove the barriers of the communication. It increase the flow of
communication at the workplace of company which is necessary to achieve success within the
business.
How can high performance culture and commitment be supported
It is necessary for the leaders and managers of the M&S To support the high performance
working culture at their workplace. it is necessary for them to understand the value of high
performance working and their advantages for the employees. to create a high performance
culture it is necessary to clarify the value Edit activities to make please off work more effective
and profitable. it is necessary for the leaders to enhance positive behaviour and encourage
employees to open communication. they should also give empowerment to employees to
motivate them. this is how companies leaders can create high performance working culture.
CONCLUSION
On the basis of above discussion, it can be concluded that human resource is an important
professional that contribute significantly in success of overall organisation. This requires that
those in HR professional have adequate knowledge, skills and behaviour that enables them to
perform effectively. Report discussed about knowledge, skills and behaviours that are required
by HR professionals. Followed by this report also involved personal skill audit to identify
appropriate knowledge, skills and behaviours. This report further discussed about differences in
individuals and organisational learning, training and development and discussion outlined that
these two are considerably different from each other. Need for continuous learning and
professional development is different for individual and organisation, however improving
performance and engaging with job is important aspect of this. This was followed by discussion
regarding contribution of HPW (high performance working) in employee engagement and
competitive advantage within M&S. Discussion outlines that HPW has a very important
contribution in employee engagement and competitive advantage as this help organisation in
outperforming its competitors. Later report discussed about different approaches of performance
management and this outlines that it is highly important that organisation adopt right and suitable
approach in order to support high performance culture and commitment.

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