Developing Individuals: HR Professional Skills and Performance

This report provides a detailed analysis of the skills, knowledge, and behavior of HR professionals, focusing on their role in driving organizational success. The report examines the importance of HR managers in providing training and knowledge to employees, using Marks and Spencer as a case study. It explores the essential skills such as communication and problem-solving, and behaviors like transparency and trustworthiness, that HR professionals need to possess. The report also includes a personal skill audit, identifying strengths and weaknesses, and a professional development plan to enhance skills. Furthermore, the report discusses the differences between individual and organizational learning, and how high-performance working contributes to employee engagement and competitive advantage. Finally, it analyzes the ways in which performance management improves a high-performance culture and commitment within an organization.

DEVELOPING
INDIVIDUALS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Knowledge, skills and behaviour of HR professional.................................................................1
TASK 2............................................................................................................................................7
Difference between individual and Organisational learning.......................................................7
TASK 3............................................................................................................................................9
Ways in which HPW contributes to employees engagement and competitive advantage..........9
TASK 4..........................................................................................................................................11
To analyse ways in which performance management improves high performance culture and
commitment...............................................................................................................................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Growth of every company is highly depends upon performance of its employees. In this,
HR managers plays an essential role in order to achieve organisational goals. Thus, it is
important for HR manger to provide proper training and knowledge to its employees to reach its
desired ambitions in time (Fulton and et. al., 2012). This report is about Marks and Spencer a
large global organisation which operates in UK and deals in selling of clothing, home products
and luxury food products to its costumers. The project is discussing about skills, knowledge and
attributes of HR professional within the organisation. Along with this, factors are also included
in this report which are related with learning and development to drive sustainable business
performance. High performance working is also evaluated in this report which contributes to
employee engagement and competitive advantage within an organisation.
TASK 1
Knowledge, skills and behaviour of HR professional
Every organisation wants to gain high profitability and efficient working techniques in
order to complete its tasks. In this regard, it important for an organisation to have a professional
HR manger which deals with every activities. In this, they should have the ability to improve
their knowledge, skills and behaviour to perform well. In this context, HR manager of Marks and
Spencer have appropriate skills to manage entire working of the company. Thus, some
knowledge, skills and behaviour of HR professionals are as evaluated under the following
statement.
Knowledge of HR professional: Knowledge is a information and facts which a person
acquire through education and experience. In context of Marks and Spencer, HR manger have
various knowledge to manage business activities.
 Government Laws: It is important for HR manager to have sufficient knowledge about
government laws (Martínez-Rodríguez, et. al., 2012). In this regard, Marks and
Spencer operates its business in various countries, so it is important for HR manger to
have sufficient knowledge about government laws for running its business in a ethical
manner.
 Rewards and incentive programmes: Proper knowledge of rewards and incentives
helps company to keep its employees happy and loyal to the company. The HR manager
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of Marks and Spencer should also have sufficient knowledge of rewards and incentive in
order to make their employees stay for a longer period of time (Dharmowijoyo, Susilo
and Karlström, 2014). Company should give rewards and incentives such as,
promotions and appraisal to its employees according to their performance at workplace.
Skills of HR professional: Skills are an ability and capacity of an individual to perform
specific tasks. The HR manger of Marks and Spencer have different skills and abilities to
organise their daily agenda and complete their tasks in a systematic manner.
 Strong and appropriate communication skills: This is an important and basic skill of
HR manger which helps them to make positive relations with its employees. With the
help of this skill, employees can easily share their opinions and ideas with their manger.
In context of Marks and Spencer, if the communication skills of HR manger is effective
and strong, then it would help them to interact with its employees easily.
 Problem solving skills: It is also an essential skill mangers which helps them to resolve
issues of business related activities. The HR manger of Marks and Spencer, should also
have this skill of solving concerns raised by their employees. If they easily resolve issues
then employees never hesitate to share their problem with them.
Behaviour of HR professional: Behaviour is a way in which a person behaves in
response to a particular situation (Cozolino, 2014). The way of behaving of manager should be
good and trustworthy towards its employees. Under this, HR manager of Marks and Spencer
should also have professional behavioural skills at workplace.
 Acceptable behaviour: In an organisation, it is important for manger to have an
acceptable behaviour at workplace. The manager of Marks and Spencer should also have
this behaviour in order to manage performance in a fair manner.
 Transparency and trustworthiness: In this, the manager of Marks ans Spencer should
be trustworthy and transparency in nature so that employees can share their issues with
them openly and honestly.
Personal Skill Audit
Personal skill audit is a way by which an individual can identify strengths and necessities
to develop a healthy atmosphere.
Abilities Very Good Good Adequate Little or no
experience
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Skills
associated to
information
technologies
Usage of MS word ✔
Usage of MS excel ✔
Usage of data as
well as information
✔
Usage of Internet ✔
Usage of E- mail ✔
Usage of Power
point
✔
Usage of HR
specialist software
✔
Abilities Very Good Good Adequate Little or no
experience
Communicati
on ability
Draft
contracts
which are
connected to
occupation
✔
Written down
notes which
are linked
with
disciplinary
processing
✔
Formulation
of reports
✔
3

Evolve
materials
which will aid
at the time of
presentation
✔
Render
training as
well as
development
programs
✔
Sort out
conflicts
✔
Interview ✔
Give advise
on those
difficulties
which are
linked to
Human
resource
✔
2 Conflict
solving
4 Time
management
Skill Very Good Good Adequate Little or no
Experience
Problem
solving
abilities
Easily handle
tangled data
and
information,
an effectual
verbal
reasoning
abilities and
in addition
✔
4

select
adequate info
which help in
problem
solving
To sort out
issues
effectually
person will
find out many
solution to opt
best from
them
✔
Take
assistance of
other
individuals to
resolve
troubles in a
proper way
✔
Strength: As mentioned above in Personal Skill Audit, as a HR manager of a company
the main strength of mine is information technologies which assist me in taking quick decisions
within the organisation.
Weakness: According to the above personal audit, my weakness is poor communication
skills that I am hesitating to communicate with employees and conveying information to them. In
addition to this, problem solving is also my another weakness in which sometimes I failed in
determining actual reasons of the issues.
In addition of this, for converting weakness into strength I have prepared my personal
professional development plan which help me in attaining opportunities at workplace.
Serial No. Learning
objectives
Current
proficiency
Targeted
proficiency
Development
opportunities
Time scale
1 Problem
solving
3 5 In Marks and
Spencer as a
HR manager of
a company it is
important for
1 to 2.5
months
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me to solve
issues which
are arriving in
business
activities. In
order to resolve
this issue of
problem solving
I will
communicate
with my
employees and
try to solve the
problems which
are taking place
in organisation.
2 Effective
communicatio
n
3 5 Under this, it is
important for
me as manager
to communicate
effectively with
my employees
to reduce the
communication
gaps between
us. It helps me
in developing
proper
coordination
with them and
they also will
2 to 3 months
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not hesitate to
communicate
and share their
issues with me.
CPD: It refers to continuous professional development which helps company in developing their
skills knowledge and abilities. This also assists to manage overall working of organisation. It I
beneficial for M&S as it provides an overview of professional development. It also uncover gaps
between skills and capabilities. By this company can enhance its performance and productivity
level.
PDP: It stands for professional development plan. The manger of company creates this plan
which helps them to identify necessary skills and resources to support staff members. This is also
beneficial for M&S as it identify skills and capabilities of employees. By this company can
provide necessary training to employees who lacks in particular areas.
TASK 2
Difference between individual and Organisational learning
Individual learning: It is a process by which an individual increase its knowledge at
their own level to achieve academic goal. In context of Marks and Spencer, HR manager
conducts training and development programme on the basis of individual requirements
(Sarringhaus, MacLatchy and Mitani, 2016).
Organisational learning: In this process of learning, the managers of Marks and
Spencer gives training session to the whole staff of employees on the basis of organisational
requirements to achieve company goals.
Differentiate between Individual and Organisational learning
Individual learning Organisational learning
 It is process which deals with personnel
development of individual according to
their requirements.
In this, training is given to the whole team of
employees according to overall needs of an
organisation.
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 Under this, the time of giving training
is not fixed. It is concern on improving
level of performance.
In this process, learning is given in a fixed
period of time.
 It is a long term process as company
provides training on regular basis to
individuals.
It is a short term process as training is given
according to assigned projects and tasks.
 It helps staff members to enhance their
knowledge and skills.
This helps organisation to enhance overall
level of performance and productivity.
Training and Development
Training process allows managers to strengthen skills and abilities of employees which is
required to improve. On the other hand, development program brings all employees at a same
level of skills and knowledge (Mattson and Wood, 2014). They both are essential for company
to met with its desired goals. In context of Marks and Spencer, training and development session
is conducted in the company to bring its employees at a higher level. It helps employees in
improving their overall performance and foster growth at their workplace which is helpful for
company in achieving goals in time. Thus, some differences between training and development
are as evaluated under the following heads.
Differentiate between Training and Development
Training Development
 This process allows employees to get
opportunities to develop their skills and
knowledge according to the job
requirements.
Under this process, it looks after the overall
growth of employees.
 The main objective of this process is to
improve work performances of
employees.
The main motto of this process is to prepare
employees for future challenges and situations.
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Continuous learning: In this, an individual enhance its skills and level of knowledge in
order to develop future opportunities. The managers of Marks and Spencer, provide continuous
learning to its employees in order to achieve company objectives. This learning is given to
employees to brings changes in their perspective.
Professional Development: It is a training process in which formal education and
professional knowledge is given to the employees to perform best at workplace (Brunsdon and
et. al., 2015). In this, the managers of Marks and Spencer organises this session and gives them
professional training in order to reduce gap between semi-skilled and professional workers.
These sessions provided by company plays an essential role in development of employees
abilities and assists organisation to achieve its desired goals. In this context, Marks and Spencer
apply Kolb's learning style theory to analyse the importance of implementing continuous
professional development within the organisation (Richard, et. al., 2017).
Kolb's learning style theory
This theory is given by David A. Kolb which involves four stages of learning cycle are
described as follows.
 Concrete Experience: In this theory, it has been stated that if the employees of Marks
and Spencer have to learn something then they have to a perform their tasks. They cannot
learn by simply reading and watching it.
 Reflective Observation: This is the second stage of learning in which the employees of
Marks and Spencer firstly notice others and then make their own observations.
 Abstract Conceptualization: Under this theory, the members of Marks and Spencer
creates theories in order to explain their experience (Kreuter and et. al., 2013). The
main motto of this theory is to develop new concepts that they can apply in future.
 Active Experimentation: The members of Marks and Spencer use this theory in order to
solve issues of business activities. The main objective of this theory is to test the concepts
and discover new ways of improvements.
TASK 3
Ways in which HPW contributes to employees engagement and competitive advantage
High-performance working is specified as a practice which improves the capacity of a
firm to recruit, select, attract and develop high performing personnel. It is a general tactics to
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manage company and helps in increasing the involvement and commitment of workers towards
company and associated activities. It helps individuals to appropriately use the skills that they
have which benefits the firm in gaining competitive advantage. HPW is about creating an
atmosphere which includes trust, transparency and open communication for all employees
within an organisation (Browning, Thompson and Dawson, 2014). It helps in improving the
involvement and working capabilities of workers. In the case of Marks and Spenser, employees
at workplace will be more engaged , motivated and eager to do competing tasks. HPW involves a
chain of processes that will results in the effective performance of staff. Several policies and
practices also includes in this working culture. HPW approach is broadly defined into three
segments. Following are the impacts of HPW in context to marks and Spencer.
Involvement of employees within M&S will improve effectively. They will feel more
enthusiastic while carrying out their specified tasks. Rewards and benefits motivates the
employee to give their best performance. In reference to M&S incentives and benefits for
workers will improve the overall performance of the company.
HPW contribution to employees engagement:
Employee engagement is an approach through which members of a firm contributes
towards organisational success. HPW practices develops a positive belief and attitude which is
linked with workers engagement (Brown, 2015). These belief leads to an effective performance
of working staff. Employees engagement is necessary in competing with the challenging
business environment. In M&S, workers involvement is highly associated with factors like profit
margins, employees retention and enhanced customer satisfaction. Employees engagement
involves several aspects which is linked with the overall performance of the organisation. In
reference to Marks and Spencer, cognitive aspect is concerned with the belief of employees.
Workers belief about its working atmosphere , seniors and company will describes their
involvement in work.
Emotional aspect will decide whether the employee's attitude is positive or negative
towards the firm. Behavioural aspect of workers engagement in M&S will depends upon the
extra efforts of staff member. Workers will be eager to devote their extra time and energy if they
will feel more engaged towards work (Hoption, 2014). Managers play an important role in
achieving high engagement of employees through HPW. High job engagement will benefit the
Marks and Spenser in following ways:
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