Developing Individuals, Teams, and Organisations at M&S - Leadership

This report examines the development of individuals, teams, and organizations, focusing on Marks and Spencer (M&S). It identifies the necessary skills, knowledge, and behaviors for HR professionals and includes a personal skills audit and professional development plan for an HR officer. The report differentiates between training, development, individual, and organizational learning, highlighting the importance of continuous professional development for sustainable business performance. Furthermore, it analyzes the contribution of high-performance working (HPW) to M&S's competitive advantage and explores various performance management approaches to foster a high-performance culture and commitment within the organization. The analysis includes collaborative working, effective communication, and performance management strategies.

Developing Individuals, Teams and Organisations
M&S

Table of Contents
INTRODUCTION................................................................................................................................2
LO1...................................................................................................................................................3
A- DETERMINATION OF THE APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOUR REQUIRED
BY THE HR PROFESSIONALS.........................................................................................................3
B- PERSONAL SKILLS AUDIT OF JANE CAMBRIDGE......................................................................5
C- PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE...............................................6
LO2...................................................................................................................................................8
D- ANALYSIS OF THE DIFFERENCES BETWEEN THE TRAINING, DEVELOPMENT, INDIVIDUAL
AND ORGANIZATIONAL LEARNING..............................................................................................8
E- NEED OF PROFESSIONAL DEVELOPMENT AND CONTINUOUS LEARNING IN ATTAINING
SUSTAINABLE BUSINESS PERFORMANCE..................................................................................11
LO3 & LO4......................................................................................................................................13
HPW CONTRIBUTION IN THE ATTAINMENT OF COMPETITIVE ADVANTAGE BY M&S AND
DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT TO ATTAIN HIGH-
PERFORMANCE CULTURE AND COMMITMENT........................................................................13
CONCLUSION.................................................................................................................................17
REFERENCES...................................................................................................................................18
1

LIST OF FIGURES
Figure 1- HPW Elements................................................................................................................14
Figure 2- Performance Management Approaches........................................................................17
2

LIST OF TABLES
Table 1- HR Officer (KSB).................................................................................................................5
Table 2- Professional Development Plan.........................................................................................8
3

INTRODUCTION
The human resource department is one of the most important departments for any
organization as their success largely depends on the performance, skills and behaviour of the
HR individuals. In this assignment, the behaviour, skills and the knowledge that is required by
the HR professionals are described. A personal skills audit has been done to analyze the roles of
an HR Officer along with a professional development plan. There are certain differences
between the organizational and individual learning which are analyzed along with the need for
professional development and continuous learning a sustainable business performance is
described.
The contribution of the high performance working (HPW) in gaining a competitive advantage by
a UK based organization named Marks and Spencer (M&S) along with the different ways
collaborative working, performance management and effective communication that supports
the commitment and high performance in the M&S are evaluated in the form of an essay.
4

LO1
A- DETERMINATION OF THE APPROPRIATE KNOWLEDGE, SKILLS AND
BEHAVIOUR REQUIRED BY THE HR PROFESSIONALS
The continuous growth and the promotion of the M&S depend on the HR department of the
company where the HR Officers continuously look after the attainment of organizational
objectives. The HR Officer of the M&S performs effectively with the help of skills, knowledge
and behaviour.
SKILLS
There are different skills that must be possessed by the HR Officer of the M&S like the
management, communication, technical, negotiation etc. which are gained through training
and experiences (Kerzner and Kerzner, 2017).
KNOWLEDGE
HR officers must have known about the system and the processes, HR and legislation policies
which help them to gain a concept of various activities of M&S.
BEHAVIOUR
The behaviour of the HR Officers must be friendly with the other employees and they must
interact properly with other and their behaviour should include the critical thinking and
collaborative working (Navimipour, et al. 2015).
SKILLS, KNOWLEDGE AND BEHAVIOUR DETERMINATION (KSB)
Some of the roles of the HR Officers in the M&S include-
Table 1- HR Officer (KSB)
ROLES KSB COMMENTS
Working effectively with the
different departments and
implements procedures and
S+K System knowledge required
5

policies
Promoting a culture of
diversity and equality in the
M&S
B Behavioural factors need to
be considered
Communicating with the
people for implementing the
policies related to health and
safety and staff performance
S Skills are required
Recruitment of effective
employees through proper
scrutiny and preparing
handbooks
S+K Skills and knowledge required
Looking after the
remuneration, promotion and
other benefits along with
salary issues (Lussier and
Hendon, 2017)
S+K Skills and knowledge required
Taking care of employment
laws and contracts
K Knowledge of system and
laws required
Deliver training to employees S Skills required
Dealing with the employee
grievances
S+K Skills and knowledge required
6

B- PERSONAL SKILLS AUDIT OF JANE CAMBRIDGE
An audit of the personal skills of the HR Officer of M&S named Jane Cambridge has been done
in order to analyse her strengths and weaknesses and what are skills that requires
improvement and can be developed are explained. There are some procedure based on which
the auditing the skills by the Jane Cambridge can take place that includes- Objectives and aims
to define in the first stage, identification of the risk factors, research process based in the
different areas of improvement, development of strategy to attain organizational objectives
and finally collecting the reviews and feedbacks in order to enhance the audit (Hollenbeck, et
al. 2018).
JANE CAMBRIDGE DEVELOPMENT AND TRAINING NEEDS
Communications Skills
Jane is not able to properly communicate with the other employees in the M&S during her
presentations as she has little experience in delivering the training sessions. Jane needs to
improve her skills of drafting the employment contracts. Jane is good at writing reports and
producing material to support presentations (Armstrong and Taylor, 2014.).
Supervisory Management
Jane possesses less experience in handling a team and assigning them duties so she can be able
to do proper supervisory management if some roles and responsibilities are assigned to her in
M&S (Hasson, et al. 2014).
Information Technology
While working as a Human Resource Officer Jane is not able to create a database of the
employees through online software and she lacks knowledge of using specialist HR Software.
Whereas, she is proficient in the usage of the internet, email, PowerPoint and Microsoft Office
(Bratton and Gold, 2017.).
Problem Solving
7

Jane possesses good problem-solving skills through the use of verbal reasoning skills but she
needs to explore more while gathering ideas to solve employee problems (Ulrich and Dulebohn,
2015).
8

C- PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE
With the help of the personal skills audit of the Jane Cambridge, the training and development
needs required by her are analyzed which can be developed over the time which can be
developed over the time and defined as below (Bailey, et al. 2018)-
Table 2- Professional Development Plan
Needs for Development Development
type
Time Duration Implemented
Through
INFORMATION
TECHNOLOGY
Database Usage Training
Needed
2-3 months Manager
HR software Training
Needed
1-2 months Manager
Excel spreadsheet Training
Needed
20 days Manager
COMMUNICATION SKILL
Drafting contract of
employment
Training
Needed
1-2 month Manager
Taking notes for
disciplinary hearings
Training &
self-learning
needed
1-2 month Manager
Interviewing Workshop
required
10-15 days Staff
Resolving complaints Workshop and
training
needed
2-3 month Manager
PROBLEM-SOLVING
SKILLS
The capability of handling Workshop 2-3 months Manager
9

the complex tasks and
skills of verbal reasoning
required
10

LO2
INTRODUCTION
There are various differences between the organizational and individual learning which are
being analyzed in this report based on the different learning styles. The need for the continuous
learning and the professional development has been also analyzed to attain sustainable
business performance in the M&S.
D- ANALYSIS OF THE DIFFERENCES BETWEEN THE TRAINING, DEVELOPMENT,
INDIVIDUAL AND ORGANIZATIONAL LEARNING
LEARNING PROCESS
It is a process in which the employees of the M&S along with the organization are able to gain
the different insights that can help them in acquiring the new concepts. There are different
types of mental models available that are available that can help in the organizational learning
and due to insights gained the behaviour of the individuals gets impacted. The employees of
the M&S store their experiences with the help of the organizational learning which gets lost if
employees migrate from the M&S (Solnet, et al. 2015).
TRAINING PROCESS
In order to enhance the behaviour, skills and the knowledge of the employees a process called
training is performed where the employees are being prepared by the HR Officers to efficiently
perform their job role which will improve their performance in the current tasks.
DEVELOPMENT PROCESS
A process in which a high sense of responsibility is developed amongst the individuals and they
are being motivated to continuously improve their work is known as the development process
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