Analysing Individual, Team, and Organisation Development at M&S

This report analyses the development of individuals, teams, and organisations, focusing on Continuing Professional Development (CPD), High-Performance Working (HPW), and performance management practices at Marks & Spencer (M&S). It defines CPD, explores how individuals and organisations engage with it, and discusses methods for recording and evaluating CPD programs. The report also examines learning programs, Kolb's learning styles, and barriers to learning within M&S. Furthermore, it delves into the principles of high-performance working, its impact on stakeholders, and the importance of partnerships. Finally, the report discusses performance management systems, their purpose, and the benefits they offer to organisations like M&S. This document is available on Desklib, a platform offering a range of AI-powered study tools and student-contributed assignments.

Developing Individual,
Team and Organisation
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Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
Define what is meant by CPD................................................................................................3
How individual engages in the CPD......................................................................................3
Recording and evaluating CPD..............................................................................................4
How organisation support CPD..............................................................................................5
TASK 2............................................................................................................................................6
Learning program...................................................................................................................6
Kolb’s learning style...............................................................................................................6
Barriers in learning.................................................................................................................7
TASK 3............................................................................................................................................8
High-performance working....................................................................................................8
High-performance working organisation:..............................................................................9
HPW and stakeholders...........................................................................................................9
HPW partnerships.................................................................................................................10
TASK 4..........................................................................................................................................11
Performance Management....................................................................................................11
Purpose for implementing performance management system..............................................12
Benefits of performance management program...................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
INTRODUCTION
These goodies it has been noticed that competition is rising in the market due to internal as
well as external factors. The growth of an organisation totally depends on capabilities of
individuals as Willis teams within an organisation. One of the most critical elements in our
development of an organisation is development of team and individual is. Human resources and
important asset for company which needs to be maintained effectively and properly. The
following report is conducted upon Mark and Spencer which is a British multinational company
headquartered in London. The company deals with food products, homeware and clothes. In the
following report discussions are made on continuing professional development process,
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individual and team reflective learning of CPD, training and development of high-performance
working as a less human resource practice in the company.
TASK 1
Define what is meant by CPD
CPD means Continuing Professional Development In this program company can track and
document the skills, knowledge and experience that people learn both formally and informally.
CPD record of what people experience, learn and then apply. CPD helps manage own
development on an ongoing basis. CPD is a self-directed process which is driven by employee
not employer. CPD includes seminars conferences and various e-learning activities that
employee can enhance their knowledge at professional level and share the knowledge between
other employees is formally and informally (Salas, Reyes and McDaniel, 2018). Sainsbury’s
adopt this model for enhancing the abilities and skills of their employees. Firstly Sainsbury’s
records employment history of all workers, including seasonal workers then give the training and
induction programmes and record of absenteeism rates and target strategies and make rules and
regulate the all employees and make grievance and disciplinary procedures which make clearly
communication among them. Company start a new bonus scheme which reward efficient high
performing workers. The company should provide all employees with health & safety training to
the employee who is used in work on the farm and specific duties.
How individual engages in the CPD
Continuing Professional Development is also very used for individuals, professional
development and training helps to enhance the knowledge and skills to compete with other
candidates in the marketplace and build the confidence of the individual to carry out their job.
CPD assist in improving individual’s knowledge and competencies in formal and informal
manner. This activity assures that individual’s knowledge stays reliable and up to date for long
time frame. CPD ensure that individual administrate and develop knowledge and skills that they
require to transmit at the professional service to their consumers. Sainsbury’s employees involve
in the CPD program after finding out the need of improvement (Steenkamp and et. al., 2019).
The firm support CPD in order to develop skills and cognition of workforce at professional
extent.
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Recording and evaluating CPD
Phases to record and measure CPD program
 Identify the requirement if CPD program if the organisation don not have any set
expectation to modify and improve the behaviour of group and individual, firm is not
capable to get development behind this program (Anttila and Jussila, 2018). Firstly,
Sainsbury’s require determining need before using and implementing the CPD program.
 Organisations also have requirement to analyse criteria that they are going to utilise to
access CPD program. These should evaluate the difference that CPD program is keep and
maintain by the firms to get individuals activity and expected results rather than just
measuring practices of a program. Sainsbury’s frame criteria under which they can access
this program.
 In order to respective program, the firms can improve a range of qualitative and
quantitative criteria that consists interview, survey, questionnaire, group discussion and
many mothers. Sainsbury’s utilise online platform to record practices of CPD program
regarding individual and team.
 Ventures require taking evaluation and recording of CPD in serious manner as this
involve stakeholder and top management of the company. So it is have the requirement to
be measured and recorded appropriately. In Sainsbury’s, the management can maintain
record of practices that are executed with the help of this program in effective way.
 Mainly the evaluation of respective program is supported to individual’s reaction soon
after accomplishment of a program. As it is complex to measure a program with records,
Sainsbury’s measure a program in easy way by recording the reactions of group and
individual.
 Organisations require forming a evaluation of a favourable and efficient experience by
recording positive practices and often highlighting unexpected results of the firm. Firms
also need the effective engagement of all contributors of program while measuring a
program (Coghlan, 2019). Involvement of participants is important rather than program is
recorded and evaluated by involving higher authorities of venture.
Sainsbury’s can appropriately evaluate the need of program and also record practices of a
program by consider CPD in its business.
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How organisation support CPD
There are several advantages of CPD program to individual and company, once Sainsbury can
commit to make development or improvement in workforce skills and knowledge then they
can support CPD program. Some points are defined as under in context of it reading
Sainsbury’s:
Teams and individual more probable to take self-improvement seriously in effective manner
when top management support them properly and casually (Mo, Ling and Xie, 2019).
Sainsbury’s always conscious about workforce and also support them by conducting training
and development programs so that they can gain information about new things and make
development in their existing skills and knowledge or support CPD program.
 In order to support CPD program, company encourage experts to point out issues and
barriers that they are suffering at the time of performing their responsibilities and utilise
CPD to get over. Individuals maintain this program more if the professional improvement
is reliable and assist employees in their day to day work. Sainsbury’s motivate their
professionals to find out issues and adopt CPD program to improve cognition of them and
cause of this people also pay attention regarding this program.
 Individual have to transmit their experience and knowledge with other team members
with the help of mail and official meeting etc. Recording of CPD program is utilised to
offer help during the time of collaboration. Continuing professional development
encourages people to get information about new thing and make improvement in their
competencies.
 If a firm identify CPD effective then they can motivate others to accept and support a
program as program offer online menu of diverse type practice and forms chose options
every month from a program, they also receive online reminders to log practices they
have agree to. Sainsbury’s support CPD program to improve the competencies and
cognition of individual and team.
 Organisation can also maintain by operating workshops to assist professionals improve
easy activity for this- from study how their acts and tasks change their methods to
evaluate influence (Cao and Ali, 2018). Companies highlight learning result rather than
learning acts to devise professional improvement effective.
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Sainsbury support CPD program as they want to improve execution of their workforce and
with this, they also maximise productivity and profitability of a company.
TASK 2
Learning program
Every organisation needs to focus on development of learning program of their employees
in order to increase their return on investment. A learning strategy helps individuals as well as
organisations to align their objectives together for betterment of organisation. The major need is
to determine short-term and long-term goals accurately for an organisation to understand the
viewpoint of the learner or employee (MacKay, 2018). Learning of an organisation can be done
through formal says it is in for movies. For movies are those which are driven by a proper
strategy organise my managers. Informal ways of learning and deep learning ways through
which in employs get advantage of working with the senior or a manager. There is no well-
defined program for informal learning. The relationship of subordinates with their managers and
superiors described in development to learning.
Kolb’s learning style
There are various different learning styles introduced by a number of philosophers. The
Kolb’s learning is one of them. It is a long story which includes two levels with two different
learning styles. The story states that learning music musician of various concepts which can be
flexible you applied to a range of situations. It is also said that learning is a continuous process.
The experimental learning cycles
Experimental learning style of learning theory is represented in force cycles which a learner has
to go through. These four components of this are mentioned below:
Concrete experience: It is a new experience or a situation which is encountered or reinterpreted
in order to understand and experience which is already existing in employee.
Reflective observation of the new experience: This stage gives major importance to any
inconsistency which occurs in middle of experience in understanding of a situation.
Abstract conceptualization: The new reflection is responsible for giving rise to a new idea. It
also creates modification for already existing concepts. This shows how a person have learned
from their experiences.
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Active experimentation: The learning is applied by learners into the real environment and then
results of those learning are evaluated (Dunaway, 2019).
This theory can be summed up saying that learning cycle includes experience, reflection,
conceptualization and a taste for experience. Mark and Spencer uses this learning cycle and
applies it to their organisation to make sure that learning out of employers takes place efficiently.
Important attention is given to words following all these objectives of learning style to make sure
that proper learning of employs take place in the organisation.
Barriers in learning
Learning or is equal importance for both organisation as well as employees. However,
there can be a number of discrepancies in effective learning taking place in an organisation.
There are a number of barriers between the learners and the learning in an organisation. In
context of Marks & Spencer below mentioned are a number of barriers which arise during the
learning process.
Resistance to change: Learning is a bigger picture for all the organisations. It may be seen that
many a times the stakeholders of organisation are resisting towards the learning process. This is
because learning requires changes in technology as well as also shifting in leadership style of the
company. This might require huge investment by the company as changing technology is an
important factor for any company. This leads to resistance from stakeholders as well as leaders
while introducing any new learning or training programme in the organisation. Managers are
required to effectively explain all the benefits this changes might bring into an organisation in
order to effectively apply the learning process.
Lack of leadership: In order for an organisation to learn and adapt annual program there is
requirement for a predetermined leadership process. Leaders are those who help the team while
development and training process. Many times it is seen that leaders do not get personal touch
with the team members in order to guide them. Leaders also focus on achieving their individual
objectives and making their individual performance better rather than working on the overall
performance of the group. A leader must effectively work to improve their individual
performance as well as the group performance. A team leader needs to analyse performance,
formulate, plans and then implemented all the changes which are required for betterment of
employees as well as team.
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Focus of individual rather than the team: Decision in learning process that employees focus on
individual problems rather than focusing on team problems. This leads to lack in teamwork by an
individual. In order to make a successful learning program it is important my organisation to
make their employees understand the importance of teamwork (Lee and et. al., 2018). Along
with the individual success it is also important to fulfil all the objectives and goals which are set
for a team.
Lack of value: many organisations do not provide much value to do learning process. It might be
seen that the level skills which individual need to develop a note for me to help them
immediately. Due to this many organisations do not pay much attention to words learning and
growth which might lead to trouble for the learning process.
Short-term focus: Learning and development is focus towards a long-term goal. But many
organisations do not understand it and always focus on short-term goals while learning. It is
important by organisations to focus on the bigger picture and long-term objectives for learning.
This might also include change in leadership style for the organisation.
Excessive control: It is often noticed in learning processes that leaders take maximum control
over their employees. There arises a lot of problem for employees as they get frustrated while the
process of learning which creates a learning barrier in the process (Crouch, Page and Jackson,
2015).These are a number of barriers which occur in an organisation during learning process.
Mark and P a take a number of efforts and steps in order to make sure that all these barriers are
avoided during the learning process
TASK 3
High-performance working
High-performance working is a comprehensive performance management program in
which training for employs is involved. It is required to improve knowledge, skills and abilities
in an employee. A number of physical features and high-performance working I didn’t concluded
in management control, non-hierarchal structure, autonomous working organisation and team
working. There are a number of important characteristics of high-performance working with
decision-making, decentralisation of work, and so on. Every organisation need to develop HPW
which usually many organisations ignore. It is not a long-term process but a short-term process
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which helps in improving efficiency, improvement, and effectivity of any program. In order to
achieve their short-term goals Mark and Spencer actively uses HPW in their organisation.
High-performance working organisation:
It is basically a concept which says that every organisation needs to involve their employs
in decision-making in order to make them feel belongingness with the company and also this will
help in providing them with reward structure. It leads to a specified workforce for a company
who are satisfied with their work and the return they get for their work. However it has been seen
that this working may differ from industry to industry (de Beer, 2019).A number of such features
can be taken into account which include in-house training, suggestion systems, profit sharing et
cetera offered by various jobs. Outside training, merit-based pay, cross training, job rotation are
various factors which are determining HPWO requires a lot of efforts and investment.
HPW and stakeholders
 The high-performance work system is collection of work processes and systems also
structure of a company which needs continuous improvement. It is often said that high-
performance work organisation focusses on stakeholders of an organisation. There are a
number of services provided to all stakeholders with implementing the three principles
that are viability, Vitality and virtue. All these three are included in high-performance
work system. This also helps the stakeholder to realise that organisation is working to
words betterment of them.
 There are a number of stakeholders who do not favour this kind of work system. It is
often seen that stakeholders and directors do not agree to this. The reason behind their
denial towards this system are:
 They do not want to lose control over the organisation due to distribution of work and
authority.
 This system allows subordinates to take part in various important decision of a company.
This is not accepted by all the stakeholders of company.
 Applying this system also means that employees will get better carrier development
opportunity due to which they can switch organisations leading to increase in employee
turnover for company.
 This might also worry leaders as by working through this process company can generate
new leaders leaving the old leaders in dilemma.
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Mark and Spencer make sure that all the stakeholders of company are happy with the
introduction of high-performance working (Girma, 2016). The process and implication of this
program is completely explained and discussed with all the stakeholders. All the doubts and
queries arising in the mind of customers are efficiently handled by the management in order to
apply this program.
HPW partnerships
It has been seen that there are a number of organisations who have went in order to convert
their traditional working organisation into an HPWO partnership. This allows an organisation to
work in partnership with the workers of the organisation. Number of companies are included in
HPW partnership. An organisation needs to fulfil all the components in order to achieve a good
working environment with their partners and also achieving the objective of company through
this new version system. Below mentioned as such components:
Shared decision making: An organisation needs to take care of the fact that all the functions and
decisions which are important for an organisation must be taken with the partners. It is the
government that completed joint decision making along with engaging the laborer’s and workers
and taking their advice regarding the decision (Dong and Wang, 2018). Joint decision making,
joint design, as well as joint implementation of this new working system in the organisation will
help company to achieve its goals and also maintain good relationship with the partners.
Continues learning and skill building: Continuously working on skills of an employee is an
important part for any organisation. Organisation needs to make sure that they give their employs
a lifeline lifelong learning. This will help in up-gradation of their skills and knowledge. Both the
partners come together in order to develop the programs which will help organisation as well as
partners for their future career development.
Continuous integration with technological advancement: It is important for every organisation
to make sure that they keep on evolving along with a number of different technologies which
allows in the market. Full knowledge and skills should be present in employees of an
organisation to work with the new technological advancement. This will help in increasing
productivity of an employee as well as overall quality of the organisation (Nordén, Mannila and
Pears, 2017) . Technology is a great way of making job easy as well as also generating a number
of different job opportunities.
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Codetermined definition of quality: Quality control is an important aspect for any organisation
to survive in global market. There are a number of issues faced by labourers throughout the
world. The labour and management of company need to come together and describe what is
faulty for them and how will they achieve this quality in order to get maximum customer
satisfaction.
Sharing technical as well as financial information: Sharing is most important possible in any
organisation. It is required by organisation to share all the important information with their
partners. This important information would include the technical and financial steps which the
employers are taking. This will help develop trust of the partners in each other.
Ongoing determination Cost: Determination of cost includes cost of prototype development,
cost of design, production and all the overheads included in administration. It is important for an
organisation to make sure that all the direct cost and indirect cost taking place in an organisation
are affected towards production of goods and services.
Mark and Spencer effectively use HPW partnership along with fulfilling all the components
mentioned above in order to make sure that their partners are happy and sustainable growth of
organisation is taking place in the marketplace.
TASK 4
Performance Management
Performance management is an approach which refers to systematically measuring the
performance of employs within an organization. This is a process in which organization tries to
aligns all the goals of objectives along with the available resources (Tranfield, Smith, and Parry,
2020). The executive engineer takes into account for framing of framework through with cost
occurred on every subordinate and work done by them is compared. It takes into account all the
skills, competency of an individual. Coaching as well as mantra and employed at a different
levels and different designation is also done in performance management. Major aim of
performance management is to increase performance of an employee and reduce any conflict or
misunderstanding among is the team members in an organisation. In an organisation employees
made clear about all the rules and regulations they need to follow and what are the rules and
responsibilities designated to them.
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Mark and Spencer have been effectively using performance management plan and
organisation in order to make sure that every employee is benefited through this program.
Performance management program comes in great help to a company as it also helps in
developing training and development program for an employee in order to enhance the skills and
capabilities required for performing their job (Cheng, Karimi and Leggat, 2016).
Performance management can be done through a number of programs available. These various
types of performance management plan include general appraisals, 360° appraisals, technological
performance appraisal, employs self-assessment, project evaluation, manager performance
appraisal and sales performance appraisal.
Marks and spencer use 360° appraisal program for their performance management. It is an
advanced appraisal programme in which a review is taken from around 7 to 12 employs.
Reviews are taken for the employs who are well known about each other. It helps the employer
to take part in appraisals by providing self-assessment. Mark and Spencer to 360° performance
appraisal program as it helps to enhance the review about perspective of a Future leader and the
performance expected by them. This program also helps in development of manpower in an
organisation.
It can also be said that this program helps in collecting feedback from peers as well as
subordinates. A number of job surveys can be done in order to collect this performance related
information (Tappin, Vitalis and Bentley, 2016).
There are majorly four steps are included in appraisal system which are self-appraisal,
superior’s appraisal, subordinate’s appraisal and lastly peer appraisal:
Purpose for implementing performance management system
A number of reasons are available with an organisation due to which they need to
implement a performance management system various such reasons are mentioned below:
Strategic: It becomes important for every organisation to link all this strategy goals with
the activities which are going on in every department. This helps to bring strategies and
performance management system of an organisation together.
Administrative: Administration fee major attention towards performance management
program as it helps them in deciding over various factors such as salary, transfers, termination,
increments and so on. This also helps in organisation to differentiate between various skilled and
unskilled workers.
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