HR Skills, Development, and Performance Management Analysis

This report provides a comprehensive analysis of HR professional development, focusing on the skills, knowledge, and behaviors required for success. The report uses a case study of Marks & Spencer (M&S) to illustrate key concepts. It begins by identifying essential HR competencies, including recruitment, training, and knowledge of employment law. A personal skills audit is conducted, followed by the development of a professional development plan. The report then explores the differences between individual and organizational learning, emphasizing the importance of continuous learning for sustainable business performance. The report also examines how HR practices contribute to employee engagement and competitive advantage. Finally, different approaches to performance management are evaluated, highlighting how they support a high-performance culture. The report concludes with a reflection on the key findings and recommendations for HR professionals.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1 ............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................3
P2 Analyse a complete personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................5
TASK 2............................................................................................................................................7
P3 Analyse the differences between Organizational and individual learning and training and
developing learning ...............................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance ........................................................................................11
TASK 3..........................................................................................................................................14
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation............................................................14
TASK 4..........................................................................................................................................16
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high-performance culture. 16
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Developing individual is the technique of enhancing the skills of individuals to the need
of the organisation as well to perform better in their field. This is the responsibility of the human
resource manager of conducting various training programs and seminars to develop the personnel
in the organisation. HR manager have some certain roles and responsibilities which it needs to
perform for the betterment of their team by providing proper knowledge and set of skills. By
developing individuals and team, company will able to hold all the conflicts and hurdles of the
external and internal environment. It will help to achieving the organisational goal and also
contribute to profit maximisation by improving the skills and ability of the employees. The
report consists of case study of Marks & Spencer which is a British company. Its headquarter is
in London. This is established in 1884 by Michael Marks and Thomas Spencer in Leeds. M&S is
currently operating with 959 stores in UK. This report covers the professional knowledge, skills
and behaviours that are required by HR professionals, SWOT analysis and professional and
development plan and reflective statement (Aguinis and et. al. 2012).
TASK1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human Resource manager is the one who is responsible for improvement in personnel
and keeping checking about the need for training and various seminars for the development of
the employees, so that individuals can give their best in achieving organisational goal.
Professional knowledge required:
 Human resource and staffing- Brief knowledge of principles and procedures for
employee recruitment, selection, training, compensation and benefits. Also have a
complete knowledge of labour relations and negotiation. Having a good command in all
these areas will help the HR manager to work properly and execute their staff
accordingly. There are organisation who is performing various training and development
programs for the betterment of the employees with the selection HR manager who has
very good knowledge in their field. Marks & Spencer should work hiring or development
of HR executive, who is good at recruitment, selection and training of the employee with
the proper code of conduct (Aguinis and Gottfredson, 2012).

 Law and Government- HR manager should have complete knowledge of laws and legal
codes, which will help in easy flow of activities in the organisation. Also have good
command in court procedures, precedents, government regulation, executive orders,
agency rules and the democratic political process. This will help in smooth work flow in
the organisation and also made aware employees about their polices and code of conduct.
Marks & Spencer should hire the HR manager who has correct and complete knowledge
of rules and laws of government in favour of employees as well as for the company.
Skills required:
 Active listener- HR executive should be a good listener, who can give full attention to
what other people are saying, taking time to understands the points being made, asking
questions as appropriate, and not interrupting at inappropriate times. These all skills will
help the HR executive to maintain good working relationship in the organisation.
Company can get good employees that will contribute in the goal achievement. Marks &
Spencer should look for the HR executive who can listen patiently to their employee and
solve their query in better way. Thus a good HR manager can make a perfect
organisation.
 Critical thinking- HR executive should have dynamic thinking of taking critical
decisions and uses logical and reasoning to identify the strength and weaknesses for the
alternate solutions which can be used in the organisation. HR executive should thin
beyond for the conclusions and uses different approaches for problem solving. With the
help of diversify thinking and logical ideas, HR can take right decision in order to run the
organisation efficiently. Marks & Spencer should hire dynamic HR executive, so that can
think in all the ways to take decision for the betterment of the organisation. Dynamic
thinking will lead to the compatibility with other organisation (Bolman and Deal, 2017).
Behaviour required:
 Stress Tolerance- HR executive job require accepting criticism and dealing calmly. In
organisation, there are many problems with the employees and management that HR need
to deal with it in a calm way with the best solution. Also have effective deal with high
stress situations. When there is a critical problem in the company HR needs to work
calmly and do their job in effective way. Having a calm behaviour in Marks & Spencer

makes the personality friendly to everyone and then it is easy to their employee to say
their problems and sharing their best solutions for the betterment of the organisation.
 Leadership- Job require willingness to lead, take charge and set directions for the further
flow of activities in the organisation. Leadership help in building good relationship with
the employees and company will work in one direction with the help of leadership. Marks
& Spencer should hire personnel, who have leadership quality and can take responsibility
of the work and convince every employee for one opinion.
P2 Analyse a complete personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Skill Audit- It is the report of student's research skills and knowledge. An audit should
provide proof for existing or developing competence. Audit is done with the consideration of
what is needed in the organisation and on the basis of the need, auditor identifies any neds for
training or personal development. There are two sides of coins: what student has and what the
student needs (Decramer, Smolders, and Vanderstraeten, 2013).
Personal skills audit:
Strength Weaknesses
1. I am a good listener that allows me to listen
someone calmly that what the viewpoint of
others.
2. I have complete knowledge of principles and
procedures of recruitment, selection, training
and development.
1. I am bad in communication and this the
hurdle in my way to achieve my goal in the
organisation.
2. I am bad in leadership that I cannot take
charge and handle more manpower in the
company.
3. I am not good in operating computer.
Opportunities Threat
1. I have complete knowledge of rules and
laws issued by the government so I can follow
and make sure that everyone should follow the
rules and laws in the organisation.
2. I have a dynamic thinking that I can think in
all the ways with logical and reasonable ability
1. I am not good in stress tolerance and this is
the threat for me while working with more
manpower and not having stress tolerance, will
affect my health as well.
2. I am not a good listener and sometimes this
is the threat for me to not listening someone's

and take decision accordingly. viewpoint will close the doors of new ideas in
work activities.
Continuous Personal development plan- It is the planning process of creating an action
plan based on awareness, values, goal-setting and planning for personal development within the
context of a career, self-improvement, relationship and education.
Area of
development
I will have
this
completed by:
I will achieve
this:
What's
happening
now?
How will I
know I will
been
successful?
Progress
Communicatio
n
I will
complete this
in 3 months.
For improving
my verbal and
non-verbal
communicatio
n skill I have
started to
attend various
seminars and
started
watching
English
movies.
By attending
various
seminars and
watching
movie it help
me to improve
my ascent and
vocabulary.
Improvement
in my
communicatio
n skills shown
in my
meetings and
advancement
in my ideas.
By learning
these skills I
am able to
give good
presentation to
my employees
and bring
positive result.
Leadership I will
overcome by
this in 1 month
For improving
my leadership
skills I have
decided to
take part in
monitoring
activities.
Through
taking part in
various
activities I am
able to give
ideas and take
charge for the
responsibilitie
s.
The success of
mine will be
evaluated on
the basis of
my team work
in the
organisation.
By getting
good
leadership I
am able to
give right
direction to
my employees
for achieving
the

organisational
goals.
Computer I will
complete this
in 2 months
For improving
my computer
abilities I have
started taking
online courses
and start
typing for
good speed.
Through
online courses
I have learn
various tricks
and short key
to my work
easier.
The success of
mine has
evaluated by
my seniors on
evaluating
work
performance.
With the help
of this I am
able to make
employee
performance
report in a
effective way.
Reflective statement-
Name Description
Reflect on why you selected that role I have selected Human Resources Manager as I
am good in leadership and can maintain
healthy working relationship.
Reflect on what is the most challenging part of
your job
The most challenging part of my job role is to
tolerate stress level and makes inefficient in my
work.
Reflect on your communication with your
mentor and the challenges you faced in the
process
For improving my skills, I talk to my mentor
and take guidance regarding my weaknesses
that I have to improve. For this my mentor
guided me and I have improved on this.

TASK 2

P3 Analyse the differences between Organizational and individual learning and training and
developing learning
Individual Learning- It is an ongoing process which helps in enhance knowledge. It is
considering a set of method in which employees perform their job individually and effectively by
own. With the help of individual learning, employee learn new skills, ideas, knowledge,
techniques and decision making strategies. Marks & Spencer company employees are paying
more attention to individual learning because it leads positive change in employee behaviour and
employees learn self-advocacy skills so that employees complete task on time and perform well.
Organizational Learning- It is a continuous process of creating, transferring skills,
knowledge, appropriate information within an organization. Organization develop over time as it
obtains experience. In Marks & Spencer, organizational learning is on demand. Marks & Spencer
company focusing on employees’ engagement in every organizational activity so that it helps to
encourage employees to learn. With the help of organizational learning, employee’s productivity
increase, and employees turnover decrease so that organization earn more profit (Eaton, Roberts,
and Turner, 2015).
How learning is Determined and developed
Learning is determined and developed by the acquisition of skills and knowledge. With
the help of good knowledge and information learning is developed and evaluated. Through valid
knowledge about the all aspects of the development learning enhancing a lot. Individual and
organizational learning developed through proper practice and preparation.
Difference between Individual and Organisational Learning
Basic Individual Learning Organizational Learning
Meaning The main concern of this learning is to
focus on increase knowledge of
employees of Marks & Spencer so that
company employees able to do their job
by own capacity level.
In this learning, the main concern of
Marks & Spencer is to solving
problems on the behalf of organization.
Purpose Marks & Spencer main purpose is to
encourage employees for self-learning
so that they can improve their efficiency
Prime purpose of this learning is to
focus on organization growth so that
company increase accuracy, efficiency

and productivity. and most importantly profit.
Advantage Individual advantages help Marks &
Spencer employees to increase
employees’ confidence and self-esteem
and employees well aware about their
limitations and know that how to
manage work by own.
Through this learning advantage,
Marks & Spencer company increase
job satisfactions of employees and
enhance the adaptability. It also
improves employees’ engagement
toward their work so it is good for
organizational environment.
Difference Between formal and informal learning
Formal learning Informal Learning
 Formal learning is done by attending
college and university session
 Learning with the help of induction
training and other advance training
firms.
 This learning is done by observation.
 Learning with the help of engagement
in discussion and debates.
Training – Training is very essential part of the organization. Training is helpful to
enhance the competency of the company employees. The main concern of training is to develop
the specific skills and knowledge as per the organization's roles, instruction and practice. Marks
& Spencer organization very serious and active to perform training activities of employees
because with the help of training employees learn new ideas, knowledge, attitude, ability and
employees become fully aware about their job role and know very well how to do a particular
task.
Development - It is a dynamic and ongoing process which main concern is to focus on
overall development of employees. With the help of development, employees able to create
positive change in respect of physical, organizational, environmental, economic context. It helps
to improve the quality of life. Marks & Spencer company leads development activities for their
employees (Hartnell, Ou and Kinicki, 2011).

Differentiation between training and development
Basic Training Development
Meaning Training is a learning process in
which employees learn new skills,
knowledge and competency as per
the Marks & Spencer company job
requirement.
Employees aim to improve
additional skills and
knowledge. Individual are
responsible for the self-growth
with the help of self-
assessment and prepare their
own plan for development.
Focus In Marks & Spencer, main concern
of training is to focus on employees’
job role and requirement.
The main focus of
development in Marks &
Spencer is on future need of
employees and also career
building and growth.
Objective The main objective of Marks &
Spencer in context of training is
concentrate on present and current
need of employees because Marks
& Spencer company is responsible
to perform the training for
employees and its mandatory so that
employees improve their efficiency
and employees’ quality increase.
The main objective of
development is employees’
self-development and improve
overall personality.
The main concern of
development is overall
progress and growth of the
individual employees.
Term Training is a reactive and short-
term process.
Development is proactive and
long term process.

P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous Learning- it is a dynamic learning process in which company employees
learn new skills, ideas and information. It considers self-initiative toward the learning process. It
comes under many form such as formal, causal and social learning. Continuous learning comes
personal and professional way. Marks & Spencer company employees more active and learning
continuously as per the personal and organizational purpose. In this learning, employees
continuous enhance skill set in purpose to change organization environment and also for new
development. Marks & Spencer company employees learn continuous to keep up to date and
motivate themselves time to time to acquire new knowledge and information regarding their job
role (Tachizawa, Gimenez, and Sierra,2015).
Professional development- it comes under some set of rules, tools, resources, instructions,
and training sessions to improve professional quality. Marks & Spencer company provide
training for their employees so that employees can learn professional skills. Professional
development skilled employees help to complete organizational goals so it is also beneficial for
the company. Marks & Spencer also provide specific technological training, workshop and
leadership sessions so that employees learn some professional technical, analytical skills.
Professional developed employees help to generate more profit (Krogh, Nonaka and Rechsteiner,
2012).
Need of Continuous learning and professional development to drive Sustainable
business performance:-