Report on Developing Individuals, Teams and Organizations - HRM

This report delves into the critical role of Human Resource Management (HRM) in fostering individual, team, and organizational development. It begins by highlighting the importance of HRM in aligning employee and organizational goals, emphasizing the essential skills for HR managers, such as knowledge management, IT proficiency, teamwork, and leadership. The report then presents a personal skill audit, analyzing an employee's strengths, weaknesses, opportunities, and threats (SWOT) to create a professional development plan, including training recommendations. Furthermore, the report explores High Performance Working (HPW) models, focusing on equality, employee security, and employee involvement to boost productivity, using Marks & Spencer as a case study. The report analyzes the features of HPW organizations. It also discusses employee involvement and the role of training and development in enhancing employee skills and performance. Finally, the report touches on the impact of employee engagement on organizational success, emphasizing the link between employee satisfaction, motivation, and high performance.

Developing
individuals, teams and
organisations

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................6
TASK 3..........................................................................................................................................12
TASK 4..........................................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resources are considered as an important resource which takes the organisation to the
very next level. Human resource management refers to managing the employees in such a way
that both the organisation and the employee attain their objectives. It is the duty of human
resource management to position an employee at his right place into company and also provides
regular training and development programmes for their upbringing. A happy and motivated
employee brings more efficiency into his performance. An employee feel satisfies when he
performs the task of his own forte (Abrahams and Singh, 2019). But if HR manager places a
person at the wrong position or job then the performance given by him will not be that good as
when placed him at right job. For reference this report has taken an example of a company,
Marks and Spencer. Marks and Spencer is a British multinational company which is specialise in
selling quality clothing, home products and food products. The company has its stores across
many locations serving many countries like UK, US, India, Canada, Japan, China and so on.
This report talks about the keys skills which an HR managers look for at the time of
hiring the employees, the steps which are necessary to take for sustainable development and
performance of business and employees. This report also covers how high efficiency of the
employees contributes to the whole success of the organisation (Aguinis, Gottfredson and Joo,
2012).
TASK 1
HRM defines as a process of acquiring the talented candidates into the organisation and
placing them at the right position. HRM also concerns with the development and training of
employees which make them that skilful which help the both organisation and employee in
attaining their respective goals and objectives. The task of HRM is also to ask about the personal
career goals of an employee and help him in attaining that goal into the company. The HR
manager wisely integrates the objective of an employee with the objectives of an organisation. It
is very much essential for a HR manager to have certain skills because he is the one who hire
talented forks for the organisation. As in the case with Marks and Spencer the company HR
should have the following:
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Knowledge
Management: The HR manager should have the knowledge about how to perform the
recruitment process and what types of candidates he must target for also how to invite them
(Bianchi, 2016). The manager should keep on monitoring the external environment about the
culture organisations are adopting and the kind of employees are in demand. The HR manager of
marks and Spencer should keep a close working with all the departments of organisation and
keep the record of the number of employees they are needing or might need in future along with
the skill they are looking for.
 Information Technology: The HR manager of Marks and Spencer should have the
knowledge about how to make efficient use of information technology. He should post
about the vacancies or opening at digital platforms like Indeed, LinkedIn, company’s
website or any other prospect platform. Using the information technology into the
business help in many ways like keeping records of employees, keeping the resumes of
candidates, scheduling recruitment and selection process and the like.
Skills
Group and team work: The HR manager is a person who works very closely with all the
departments of an organisation. He gathers the information about how many candidates a
department will need along with the required skills and then performs the recruitment process
accordingly. HR manager of Marks and Spencer has the ability of work in groups or team
(Chlebikova, Misankova and Kramarova, 2015). This skill is very much essential in him as he
works in group or team with other departments during the recruitment and selection process.
 Leadership skill: HR manager of Marks and Spencer should have the leadership skills to
lead the force of employees. The HR manager is responsible for the alignment of the
goals of employees with the organisation. He is responsible for the training and
development of workforce and providing them a comfortable environment. The HR
manager has also a duty of educating his team about how the recruitment and selection
process would be carried out for a particular department.
Behaviour
 Self motivating: The HR manager should have the ability to get himself motivated and
able get others motivated. Through motivation he can lead his team and also the
candidate he is encountering with. The HR manager needs to motivate himself even at the
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worst conditions. He needs to keep himself motivated for a day long and keep on taking
the interviews and selection process into the organisation.
Overcoming from problems: The behaviour of HR manager of Marks and Spencer should be
very positive. The attitude towards the problem should be positive that he overcomes it very
easily. The HR is responsible for many things and the chances for arising the problem is also
very high (Decramer, Smolders and Vanderstraeten, 2013). Therefore having a positive attitude
and behaviour towards the things is very much necessary.
P2 Personal skill audit for developing professional development plan
Development is considered as a important role in any business. The business will develop when
the skills and knowledge of its employees would upgrade and develop. It has been said that the
employees are the asset to any company and so is for Marks and Spencer. Continuing
professional development is a process where the records are maintained about the skills,
experience and knowledge about the employees. The CPD will help the organisation in knowing
the development level which an employee has gained formally or informally. It is considered as
an ongoing process. It helps both an organisation and employee in evaluating themselves and
makes the necessary up gradation into their skills and development. This consists of a cycle
which includes identification of plan, learning of activities, reflection of learning on your work,
application of learning and then sharing of learning. As in the case with Marks and Spencer, the
company too maintains such records. It helps them at the time of deciding for promotion,
performance evaluation, the need for training and development programmes and so forth (Della
Torre and Solari, 2013). These help the organisation in making decisions also as the CPD can
easily depicts the strengths and weaknesses of an employee.
Personal skill audit: Personal skill audit refers to the audit of an individual employee
about the strength, weakness, opportunity, experience, skills, knowledge and so on. It helps
both organisation and an employee to introspect oneself about the areas where a person is a
master along with the areas where he needs to put more attention and development.
Skills Personal audit questionnaire 1 2 3 4 5
Management Managing the team and time *
Computer Know how to operate a computer *
MS office *
Microsoft window and its usage *
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Communication Vocal communication *
Written communication *
Presentation skills *
Non-verbal communication *
Leadership Ability to come up with creative and
innovative ideas
*
Degree towards which he/she can
influence people
*
Giving motivation to others *
Teamwork Has good team work skills *
Good listener *
Participate into the meetings *
Problem solving Good in solving the problem *
Ability to handle situations *
Self-motivate Positive attitude and behaviour *
Takes initiatives *
Happy and helpful *
Guidance
1- Bad, 2- Not bad, 3- Average, 4- Good, 5-Excellent
From the above personal skill audit, the table represent the different skill which a person
inculcates in him along with the ratings (Evers, 2012). Through it an employee can know about
the skills he has and don’t have and accordingly he may work upon it. From the above audit the
SWOT analysis’s is presented as follows:
Strength Weakness
 The employee is very good at managing
the task and people.
 The written communication is very
good, the employee can given the
responsibility of drafting an official
mail.
 The vocal communication of employee
is not so good making him lacking
behind.
 The leadership skills are mediocre
making the employee a need to
generating it.
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 The employee has the ability to manage
the team and comes up with better and
creative ideas.
 The computer skills are below average,
generating a need to work upon it.
Opportunity Threats
 The self- motivation skills help in
motivating himself and also to others.
 The person has the ability to generate
the opportunity by grabbing new and
large projects for the company.
 The technical skills are quite low
making a difficulty for the employee in
his growth and survival.
 As the person’s verbal communication
is not so good, it will create an issue for
the company and for himself to get him
present before others for presentation
purpose.
For overcoming the shortcoming and weak point of this employee, the following training
and development program can get schedule to curb them and help him in developing those
skills.
Personal development plan
Area for
development
Date on
which
skills are
learned
How to learn
skills
Current
situation
How to
monitor
success
Progress
Computer 20-01-
2020 to
10-02-
2020
To improve the
knowledge and
skills related to
computers and
MS office.
By taking
classes the
skills can be
developed
Guidance
from
superior and
sub ordinates
can prove to
be a great
help.
It will get
easy for the
employee to
deliver teh
work with
better
performance.
Communication 12-01-
2020 to
25-01-
2020
To improve the
verbal
communication
skills by taking
Through
attending the
seminars and
classes which
The
employee
would give
good
Delivery of
presentation
in required
manner.
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classes brings the
confidence of
an employee to
present himself
good before
others.
presentation
before
others.
Reflective statement
Name Description
Reflection to select a particular job profile. The profile which is selected is of assistant
sales manager. As the employer has the good
communication skills, he can influence his
team and customers very well.
Most challenging ;portion of job profile Most complex task of an employer is to
manage the conflicts which may arise in the
job role along the completion of his own goal.
Most challenging part to work as per the
personal audit
The most challenging part in the job is to
influence the customers to make a purchase
because this part needs a good communication
skill.
TASK 2
High Performance Working is a management approach and module that has the objective of
stimulating effective employment and commitment from employees to gain high performance
levels. This approach is gaining importance because of more and more people have started
accepting the fact that an organisation can’t increase the level of productivity and output by a
mere increase in the supply of materials, employee participation is essential for increasing the
workplace productivity. Marks & Spencer plc makes use of this framework by considering it a
reality and constantly developing in terms of employee engagement which is the reason behind
the top level augmentation exhibited from its employees.
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An organisation which practices and implements the features of High Performance Working
in its operations is termed as a High Performance Working Organisation. There is some feature
or characteristics of these organisations which are distinct from the other organisation:
Features of High Performance Working Organisations:
Equality in status: In such organisations, all the employees and representatives are treated
with the same respect and status which helps them to identify themselves as an important part of
the organisation. In Marks & Spencer, no sort of discrimination policy is being followed to seek
employee cooperation in high performance.
Employee security: Organisations which implement policies ensuring security of employment to
its employees are able to create a trust in the workers and enjoy better performance and
commitment from its workforce (Jeffers and Reinders, 2013). Marks and spencer started a
programme that offered job guarantee to the people working in the organisation for three years or
more.
Selective hiring: Hiring people according to the personal and professional skills required for
the execution of the job helps an organisation to get work done with great efficiency. Marks and
Spencer focuses on hiring people that have good communication skills for representation of the
brand to induce high performance working systems.
Delegation of authority: Delegation of authority is very crucial for the successful completion of
any task or job. Lack of authority to take decision often leads to more time being devoted for
completion of any job and creates demotivation among the employees. In Marks & Spencer,
decision-making is highly decentralised and it is made sure that each employee has enough
authority which enables him to take decision related to his task (Katzenbach and Smith, 2015). It
also helps in fixation of responsibility and accountability and increases employee engagement as
well.
Result-based-reward model: Implementation of a compensation model linked with the
results achieved by an organisation motivates the employees to perform more efficiently so as to
achieve the organisational goals and targets. Every employee in Marks & Spencer is aware of the
targets of the company which motivates them to perform with more commitment and dedication
to gain advantage of the rewards that are associated with target completion.
Training of employees: Organisations that invest resources into training and development of
its employees with full commitment are able to derive a much better performance from the
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workforce. Marks & Spencer invests heavily into training of its employees which has helped the
organisation to develop an employee supportive culture.
High Performance Working and Employee Engagement:
Employee engagement is termed as contribution from the employees beyond the normal
job expectations (Kehoe and Wright, 2013). High performance working and employee
engagement are directly linked to each other. Employee engagement helps the organisation in
increase effectiveness and efficiency in its operations and it is not possible without the
commitment, trust, loyalty and motivation to do more work of the employees. There are some
factors that have been identified as the drivers of employee engagement in the organisation.
Employee factors such as : career growth, job-satisfaction, work-life balance, Employer factors
such as : talented and skilful employees etcetera. Organisation practicing High performance
working are determined to increase the favourable factors for increasing employee engagement
in the organisation. Communicating openly, the authority to make-decisions and free flow of
vital information helps the organisation in increase the motivation and the engagement from the
employees and their willingness to work harder for the achievement of organisational objectives
increases. High performance working practices of performance related pay-structure are highly
essential for employee engagement. In Marks & Spencer, management of the company is
increasing the practices of high performance working to get the desired employee engagement
and increase the productivity in operations.
Benefits of High Performance Working Organisations:
Better attitude of employees: In organisations that follow the practice of high performance
working it is noticed that the employees take more initiative in improving the organisational
operations and performance. Employee engagement leads to a better organisational culture.
Degree of innovation increases and quality of goods produced is improved significantly. In
Marks & Spencer, the management of the company reported that it was able to launch many new
products and services in the market in a very short time span due to the better attitude of
employees and increased engagement.
Better cooperation inside the organisation: Employee contribution between the various
departments in an organisation and with the customers and suppliers of the company as well
increases with the high performance working modules. In Marks & Spencer, due to the increased
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cooperation between the suppliers and the employees, the company was able to procure materials
at very competitive prices which led to an increase in the profits of the company.
Better financial performance: In context of Marks & Spencer, the company reported an
increase in the revenue and profits which was attributable to the high performance working
module. If an organisation implements high performance working systems, it is able to produce
more goods and services as the productivity increases and the management can focus on key
areas of operation since the employees assume responsibility which results in the better
operations and financial performance of the organisation.
Competitive advantage: As an implication or consequence of high performance working
systems and better financial performance, an organisation gains a competitive advantage over its
rivals in the industry. Organisation with high performance working has a unique strategy in
comparison to the other companies in the industry.
A better organisation: High performance working systems makes it easy for an organisation to
efficiently manage and execute all the functions and operations. It enables and fosters an overall
better organisational development. In context of Marks & Spencer, a better organisation with
high efficiency in operations was witnessed with the adoption of high performance working
modules (Kraiger and Cavanagh, 2015). It helped the company in generation of better results
with respect to employee retention and performance of the employees as well as the organisation.
Barriers in implementation of High Performance Working Systems:
There are many factors that act as barriers in the implementation of high performance
working systems within an organisation. Teams with high performance modules greatly depend
on the level of trust and confidence that the team members have in each other for their success.
Lack of trust can be a major hindrance in success of these teams. It has been observed in Marks
& Spencer that success of high performance teams is restricted to some extent due to the
existence of politics in the organisation. Existence of a proper leadership is also very crucial for
the success of these high performing teams. Leaders play an important role in providing
guidance and giving direction to the team members in which the collaborative efforts of the team
are directed. Many a times, conflicts arise within the teams due to the lack of clarity of individual
roles and ambiguity in job description. In the absence of a proper feedback network, the
performance of these high performance teams is bound to suffer. It is extremely important that
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