HR Report: Skills, Performance, and Development at Marks & Spencer

This report examines the crucial role of Human Resource Management (HRM) in developing individuals, teams, and organizations, using Marks & Spencer as a case study. It covers essential professional knowledge, skills, and behaviors required of HR professionals, including ethical conduct, problem-solving, and communication. The report includes a personal skills audit, assessing employee competencies in areas like IT skills, communication, and problem-solving. A professional development plan is presented, outlining personal and professional goals. The report also differentiates between organizational and individual learning, highlighting their impact on employee growth and organizational success. Finally, it explores approaches to performance management and how High-Performance Work Systems (HPWS) contribute to employee engagement and competitive advantage. The report emphasizes the importance of continuous learning and professional development for sustained organizational success.

DEVELOPING INDIVIDUALS, TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours required by HR professionals......................1
P2 Personal skills audit for an employee.....................................................................................2
TASK 2............................................................................................................................................6
P3 Difference among organisational and individual learning.....................................................6
P4 Need for continuous learning and professional development................................................7
TASK 3............................................................................................................................................8
P5 HPW contributes to employee engagement and competitive advantage................................8
TASK 4............................................................................................................................................9
P6 various approaches to performance management...................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
In an organisation, it is a duty of Human resource manager to develop team and
individuals. At workplace, there are several roles as well as responsibilities which are necessary
to perform through them to determine their various requirements and offer sufficient sources by
which staff members can develop their knowledge and skills. This present report is based on
Marks & Spencer organisation which deals in the retail sector. This firm is regarded as largest
retail company in all over the world (Bolman and Deal, 2017). In given report mentions about
appropriate skills, behaviour and knowledge which are necessary through HR professionals.
Various approaches related to the performance management which support commitment and
high performance culture will be discussing in this report. The HPW contribute towards
employee engagement and also competitive analysis with particular organisational condition.
Under given report mention abut difference among individual and organisational learning such as
training and development.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals
In this human resource department is regarded as necessary part of a business firm. The
employees are main sources which contribute towards achieving aims and objectives of an
organisation in an effective or significant manner (Chaskalson, 2011). All staff members of
Marks & Spencer company are more capable and focus on attaining positive results. This firm
always appoint capable persons which focus towards increasing productivity of business.
Continuous professional development refers to continuous along with the planned
procedure which managers are try to create its own professional and personal skills in significant
manner. The main focus of management of this firm is to make improvement in its practices or
knowledge to accomplish aims with in minimum period of time.
Some importance of CPD process given below as above:
 Continuous professional development is helpful to manager to gain some additional
knowledge and also should be up to date about current market trends, strategies of
competitors and many other things.
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 Continuous professional development ensures an employer to increase as well as
maintain its skills and knowledge in order to provide better quality of services or products
to consumers.
Skills should be in Human Resource Manager given below:
Discrete and Ethical- Under this, HR is regarded as conscience of firm and save data or
information of firm more confidential which is related with an organisation. In addition to this,
employer hold tries to manage and control all activities which are happen at workplace (Conboy
and et. al., 2011).
Dispute management and Problem solving- If Marks & Spencer organisation wants to
enhance its growth then it is necessary to motivate its team members that they can work together.
If in case human resource management want to more effective then it is necessary that this
person should have problem solving skills.
Behaviour which expected from HR professionals
Customer/Quality Focus- It is necessary for manager to know about requirements of
consumers and well as satisfy them through using different techniques and tools.
Accountable- IN this an employer should be able to take responsibilities of own
commitment or action and complete al activities or tasks in an ethical or effective way
(Dahlgaard, Pettersen and Dahlgaard-Park, 2011).
Knowledge that HR professional
Technology and communication- In this, human resource manager should know about
the technical things and have effective communication skills in order to deal with the other
people and collect information from other department of Marks & Spencer business firm.
Administration and Management- This is expectable from an employer to have effective
knowledge regarding management along with the business principles (Day and et. al., 2014). It
will be helpful in the strategic planning, allocation of resources and many others.
P2 Personal skills audit for an employee
Under this, competencies which are necessary in people determined of employee that working in
company. if skills of employee will be better then in this case they will perform in better manner
and focus on attaining aims and objectives of an organisation. To measure performance of
employees, manager check existing with expected which they need (Herrmann and Herrmann-
Nehdi, 2015). In addition to this, it is helpful for company to identify competencies gap in staff
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members. It will be helpful in determine difference among what firm is having and what it need
from staff members.
Personal skill audit which performed by Marks & Spencer mention below:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
Software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
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Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
Placements?
< 1 month
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
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Professional development plan is a kind of plan which is prepared through business firms
in context to get the desired aims in an efficient manner. All these plans are generally connected
with attaining goals of an organisation.
A professional Development plan for Marks & Spencer mention below
Name Jane Cambridge
TIME
FRAME
Personal Goals Professional goals:
Next 12
months
Participation in training and
development programmes which
organised through Marks & Spencer
organisation. With the help of this, I
can analyse my skills and try to be
improve them.
To attain better position in firm.
Next 3
years Grow my overall personality and also
be became perfect person. To be senior human resource manager
in Marks & Spencer organisation.
This Professional Growth Plan was discussed and approved on 09/11/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
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Required knowledge/skills Under this, I decided to make
improvement in my core
competencies which taking
more part in brain storming.
To gain more knowledge and
also be competent to perform
my work in better manner.
Strengths I see my capabilities as -
 Open minded and fair.
 To be experienced and
knowledgeable.
 Develop better
communication skills.
 Became more
competent as well as
effective.
Weaknesses/gaps
Rapidly modifications in
technology.
Staff members will learn to
increase their skills.
I completed professional
development tasks as
explained.
I granted 60 professional development hours for process of
professional development.
Instructor Signature
Date - 03/06/2018
TASK 2
P3 Difference among organisational and individual learning
Organisational and individual learning both are varied from the each other. Both are very
incondensable part of company and not conducted or use at similar time period through similar
methods.
ORGANISATIONAL LEARNING- It is procedure under which staff members try to develop
some more knowledge through increasing capabilities and abilities in an effective manner. It is
helpful in make improvement in their behaviour or thinking skills. With the help of this, firm is
able to attain its aims or goals within minimum period of time (Hitt and et. al., 2011). In addition
to this, it takes some time to create the organisational learning in company and gain by
experience. Under this, it is planned effort because whole planning is to be conducted for
develop coping capabilities, organisational or person goals and diagnostic skills. Under this,
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people who are working for Marks & Spencer firm increase their skills of problem solving and
decision making through make improvement in their understanding and knowledge. The main
focus of organisational learning is to attain aims and objectives.
INDIVIDUAL LEARNING- It is a procedure under which staff members are given chance to
tell regarding improving their knowledge as well as skills on the basis of their performance in an
organisation in which they are working. In addition to this, it is an efficient procedure through
which all staff members can improve their skills as well as abilities and it will bring more
confidence in them. With the help of this they will feel very confident and will focus on attaining
aims of firm in an effective manner (Légaré and et. al., 2011). Under this, every staff members is
provided attention and also take training from its employees. It impacts on development as well
as growth of a Marks & Spencer. Under this, they will very qualifies or skilful.
All these learning styles are used through Marks & Spencer organisation in context to
attain long term along will the short term objectives to increasing development and growth.
Learning is acquired by informal and formal programmes which are which complicated
or supported with the help of mentoring and voluntary programmes. Under this, more
opportunities are provided to the expert experienced colleagues, consultants and supervisors. It
consists in house training, job learning and many others (Marquardt and et. al., 2011). In addition
to this, training and development programmes are more beneficial for make improvement in
competencies or skills of staff members’ so that they can perform well. By this, Marks &
Spencer can accomplish its target within given period of time and also can get positive outcomes.
P4 Need for continuous learning and professional development
Professional development and continuous learning programmes both are more effective for
company and aid in attaining aims and goals of firm in an efficient or proper manner. In context
to this, professional development plans are helpful in order to gain and promote knowledge
between all staff members. Under this, it aids in perform all work in a significant manner and it
will affect on productivity or development of an organisation. In context to this, career
development plans help for staff members to learn knowledge or skills. Under this, there are
different kinds of process which are connected with professional development plan consists
reflective supervision, coaching and technical assistance. Through this they can focus on
achieving organisational objectives by making its performance better or effective. In this, all
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processes which will be used through Marks & Spencer in operations or activities of business for
gaining the profit level of firm in a significant or proper manner.
In Marks & Spencer, managers understand requirement for the learning and also promote their
staff members in order to gain the more knowledge and increase skills. It will be helpful in make
improvement in performance level of staff members and growth of firm. in context to this, M& S
business firm has to be collaborates with different top educational institutions of country and
they provide better education facilities to its staff members which are already working in firm.
From this, all staff members will feel that they are necessary part of company and will be retain
at workplace for long period of time (Rock, 2014). Manager tries to busy its employees in many
activities like for instance employee engagement activities so that they can spend their more time
to understand to the each other and interact in a proper or significant manner. With the help of
this, their learning and communication skills will be improved in significant way. HR department
of Marks & Spencer business firm knows about significance e of staff members in context to
sustain them for long period of time.
Under this, there are some advantages which derived from requirement for the professional
development and also continuous learning mention below as above:
Facilitate development of employees- Under this, company gives many different
opportunities to people so that they can learn new and also conduct some professional
development programmes.
Competency leads to be confidence- If there is more knowledge in staff members then
they will perform in better manner and also gain more confidence level. It will be helpful
in enhancing their working abilities and performance. They will motivate towards this.
TASK 3
P5 HPW contributes to employee engagement and competitive advantage
High Work performance practices are effective HRM practice which main motive to enhance
company as well as staff member’s performance level. Under this, these kinds of practices are
conducts in an origination that conduct its businesses at international as well as national level
(Bolman and Deal, 2017). It helps to encourage competencies and also economic development in
United Kingdom country. Employee engagement is an effective activity which develop better or
positive working environment for employees. On the basis of an investigation, it has been
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identified that leaders play a necessary role in order to enhancing effectiveness of staff member’s
and growth of an organisation.
Under this, competitive benefit is necessary for firm because of different reasons. It can in the
form of monetary and non- monetary. It aid Marks & Spencer organisation to develop its
services or goods on the basis of demand and needs of consumers at minimum cost. Through
this, company can generate more profit or revenue (Conboy and et. al., 2011). In Marks &
Spencer organisation HPW is being practised to develop effective business strategies. Under this,
policies or strategies are prepared through top management of company. The main focus of
manager that all employees will work in better manner and focus on achieving the set target as
well as objective. With the help of this, Marks & Spencer business firm can gain competitive
benefit and also high performance level of in case all staff members are work together without
arising any kind of conflict. Through this, positive environment will be developed at workplace
and reputation of firm will be increased at market place and it can compete with its strongest
rivals in an effective or efficient manner.
TASK 4
P6 various approaches to performance management
There are many approaches which play an important role in the process of developing of the
performance of an employee and to effectively manage their functions. This will provides the
opportunity is to bring coordination in their workings and reduce the number of mistakes which
are happen in organisation on daily basis (Dahlgaard, Pettersen and Dahlgaard-Park, 2011). It
can be achieved because of improvement in the understanding of the employees regarding the
functions which are performed in different departments of organisation. It is the obligation upon
the manager is to effectively analyse the conditions which are actually present in organisation. It
helps in selection of the best approach of performance management through which performance
of employees M&S is effectively managed are defined below:
Collaborative working: It is the approach where initiatives are taken by the management of
organisation is to develop such norm in organisation which bounds the employees is to
perform functions with the support of each other. It is much needed in M&S because large
numbers of employees are working in organisation in different countries. So, the nature,
belief, values and attitude of all employees are different which creates the situation cultural
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differences and results in conflicts. Collaborative working helps in removal of cultural
differences and issues which provides the opportunity to attain their desired results within
given frame of time. This will motivates the employees is to share their ideas and views
through which given task is performed in more innovative and effective manner. Also, it
helps in improvement of communication between them which helps in development of the
supportive nature among the employees is to direct their subordinates to perform their work
with application their high skills and knowledge. It will provide the opportunity to the M&S
is effectively manage the performance of their employees through providence of common
platform of working and positive working environment.
Example: Application of the approach of collaborative working helps in reduction of the number
of employee’s conflicts which automatically reduces staff turnover, strikes and lock-outs
through which they can achieve the high level of performance in organisation.
Quality aspect: Another approach of quality is most important in the process of performance
management (Eime and et. al., 2013). This will includes the efforts provided on improvement of
the quality of employee’s performance which automatically helps in attainment of quality in
products. At present, M&S deals in three different product lines such as clothing, food and
beverages etc. Providence of good quality products provides the opportunity is to garb the trust
and loyalty of customers through which they can retain the customers for longer period of time.
Application of provision of this approach includes the effort about the reviewing of actual
performance of employees and identification of the areas in which they lack in performance.
Overall impact of this lacking is assessed on their ability of accomplishment of the tasks in
appropriate manner. It provides the opportunity to the manager of M&S is to take corrective
actions which provide direction to employees which contribute in the removal of issues and
improvement of their performance.
Example: Application of Quality aspect in M&S helps to provide good quality products which
enhance profitability.
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