Developing Individuals, Teams and Organisations

This report focuses on the development of individuals and teams within an organization, specifically in the context of HR management. It outlines the necessary knowledge, skills, and behaviors required by HR professionals, analyzes personal skills audits, and discusses the importance of continuous learning and professional development. The report also examines the differences between individual and organizational learning, the need for continuous professional development, and the impact of high-performance working on employee engagement and competitive advantage.

Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.............................................................................................................9
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives...............................................................................................................9
TASK 2..........................................................................................................................................10
P3 Analyse the differences between organisational and individual learning, training and
development..............................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.............................................................................................11
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development. ........................................................................................................12
REFERENCES..............................................................................................................................15

INTRODUCTION
In order to solve any problem in an organisation, performance development is very
essential as it will enhance the overall performance of the company. Individual and teams
development plays a major role in improving the job threatening performance gap which can be
done by fixing the unproductive behaviour of the people working for the company. Developing
the teams and individual usually means to increase the capacity of performance in the
organisation. When the workforce is efficient enough to perform and works effectively for the
goals of the company, it leads to enhancing the performance of the organisation and result in
team work with a sense of commitment and belonging (Berber and Lekovic, 2018). Team work
can be ensured when the members of the team, work mutually by supporting each other. The
organisation chosen for this report is Marks & Spencer, a leading multinational retailer in UK
which specialises in home products, selling clothes and the food products. The headquarter is
situated in London, UK. This report shall cover the knowledge, behaviour and skills required by
HR professional, factors required for implementing and evaluating the inclusive learning and
how High performance working can contribute to employee engagement and the competitive
advantage. Further it will deal with performance management, effective communication and
collaborative working in high performance culture and commitment.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource are considered as the real asset of the company which are behind the
face of the organisation who work hard to achieve the goals and objectives of the company. The
HR manager must ensure that plan, organise, control and direct the personnel of the company in
such a way coordination is build between them so that they can collectively work towards
organisational goal (Browne and et. al., 2016). The HR Manager of Marks & Spencer must
possess such knowledge, skill and behaviour so that it can build a competent workforce which
shall work for the benefit and success of the company.
Knowledge

The HR professional of Marks & Spencer must possess following knowledge so that iot
can bring out the best from its workforce who shall work for the growth and success of the
company. The knowledge required by HR professional are- Human Resource and Personnel- The HR manager of M&S must acquire the knowledge
of recruitment and selection of the personnel so that efficient staff is appointed in the
company. Apart from selecting the right candidate, it must have knowledge of providing
adequate training and development so that it can acquire new skills or improve its
existing skills which shall contribute in achieving the goals. The knowledge of providing
right amount of compensation and benefit must also be there so that the HR can increase
the morale of the workforce when needed.
 Administration and Management- The HR of M&S must possess the knowledge of
management principles so that strategic planning can be done in efficient manner. It must
also have the knowledge of resource allocation and leadership technique so that it can
lead the team in right direction with right amount of manpower and resources in order to
prevent wastage (Davenport and et. al., 2016).
Skills
The HR manager of Marks & Spencer must acquire the following skills so that it can
plan, analyse and manage the workforce effectively. The skills which must be possessed by the
HR professional are as follows- Critical Thinking Skills- The HR manager must possess the skills of critical thinking so
that it can use its reasoning and logic in order to identify and evaluate the strength and
weakness of the staff. After analysing it, the HR manager can take out the right employee
at right time for the right job so that organisational goals are achieved effectively without
any roadblock.
 Active Listening Skills- The HR professional of M&S must have the skills of active
listening so that it can pay full attention to its workforce and what they are speaking in
order to find best solution for their issues (Elizabeth, 2018). This skills also includes
taking time for understanding the arguments of others and not interrupting in between at
inappropriate time so that complete information is reached effectively and solution can be
made for solving the conflict.
Behaviour

Behaviour of HR plays a major role in retaining the excellent workforce and building
coordination between them. The HR manager of Marks & Spencer must possess itself with the
following behaviour so that it can retain its valuable staff- Trustworthiness and Transparency- The HR manager is the one to which staff turn up
for an example. The HR must have trustworthiness in its behaviour so that employees can
speak up to him without any issue. They play a role of confidante when employees have
conflict with each other so it is very important that HR professionals must have
trustworthiness and transparency in its behaviour. The right amount of confidentiality and
transparency results in trustworthiness when the HR possess right listening skills.
 Purpose oriented- The HR of M&S must have the understanding of the purpose of the
business so that it can acquire such staff which shall contribute in fulfilling the objective.
For the secret of business and individual well being, the HR must have the knowledge of
the purpose so that it can inspire great action from the staff (Fong and et. al., 2018). So
purpose oriented behaviour is necessary to be acquired by the HR manager of M&S.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Personal SWOT analysis
The HR professional must possess with requisite knowledge, behaviour and skill so that it
can efficiently manage the workforce of the company and can collectively contribute to the
overall objective of the company. The SWOT analysis shall be done in order to analyse the
strength, weakness, opportunity and threats which helps in becoming an professional HR
(Garavan and et. al., 2020). This tool is used to analyse the skills which can help in career
development. The personal SWOT analysis is given below-
Strength Weakness
 My main strength is my team working
skills where I manage the team
effectively and move forward to
achieve goals of the company.
 As a HR professional, I am possessed
with a skill of time management where
 As a HR professional, I am weak in in
listening skill where I interrupt others
while speaking and don't listen to them
with full attention.
 Another weakness of mine is that I
lack transparency. I am unable to

I actively manage my time and that of
others so that the valuable time can be
utilised in working.
communicate with my employees
regarding strategies, policies and many
other.
Opportunities Threats
 As a HR professional, I can adopt the
opportunity to develop the knowledge
of management and administration so
that I can manage my manpower and
resources well.
 Another opportunity for me is to
develop the skill of effective training so
that I can train my workforce
efficiently to increase their
productivity.
 The major threat for me is the
competition which is around the
market. Every person nowadays has
become career oriented and are focused
in acquiring all relevant skills required
to perform the job effectively.
 Another threat as an HR professional is
the changing market conditions which
may become hurdle in analysing the
market situation.
Personal Skill Audit
The personal skill audit for a job role of HR professional is discussed below which will
help in sorting the skills which are already developed and which need to be developed in order to
perform the roles and responsibilities effectively for the organisation.
Skills Bad Average Good Excellent
Human
Resource and
Personnel
*
Administration
and
Management
*
Critical
Thinking Skills
*
Active
Listening Skills
*

Trustworthines
s and
Transparency
*
Purpose
oriented
*
Personal development plan
The PDP is a plan which is developed in order to assist the individual in their personal
and career development so that its long and short term goals are achieved effectively. On the
basis of SWOT analysis, the Personal Development Plan is being prepared which is discussed
below-
PRIO
RITY
SKILLS CURRENR
T
ABILITY
TARGET
ABILITY
DEVELOP
MNET
OPPORTU
NITIES
CRITERIA
TO JUDGE
TIME
FRAME
1 Administration and
management
Average I want to
acquire this
skill as soon
as possible
so that I can
manage my
staff
effectively.
I can
acquire this
skill by
reading
some books
and articles
published
by genius
authors.
Apart from
this,
practical
implementat
ion will also
help me in
My journey
in
developing
this skill
shall be
judged by
my
subordinates
and superior
who will
help me in
giving me
accurate
result
regarding
6 months

developing
this skill.
this skill
development
.
2 Active listening
skills
Poor This skill
needs to be
developed
immediately
as it is a
hurdle in
my overall
efficient
performanc
e.
This skill
can be
developed
by me
through my
practical
knowledge.
I need to
continuous
work on my
ability to
keep
patience
and listen to
others.
Books and
journals
will also
help me in
building my
listening
skills .
The judging
criteria for
developing
this skill
will be my
peers,
family and
colleagues
who will
give me my
performance
result
regarding
acquiring
this skill.
3 months
3 Trustworthiness and
transparency
Average The target
ability of
this skill is
high as I
need to
This skill
can be
developed
through
practice
Through
feedbacks
from my
subordinates
and peers, I
6 months

develop this
skill quickly
so that I can
work
effectively
with my
team.
where I can
implement
this skill on
hypothetical
situations so
that I can
acquire this
skill.
will judge
my
development
of this skill
who will
better guide
me my
journey to
develop this
skill.
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
The personal Skills Audit is the tool which is used to sort the skills which are already
acquired and which need to be acquired in order to develop the skills for performing the job roles
effectively. As an HR professional, I have excellent purpose oriented behaviour where I can
explain the objective of the company effectively to my staff who can work towards achieving it.
My critical thinking skills and knowledge of HR and personnel make me work effectively as I
can evaluate the situations and skills of my workforce effectively and then allot them the work as
per their efficiency which helps me in achieving the short term and long term goals. But I need to
work hard on my active listening skills as they are bad in my ability which becomes roadblock in
my efficiency (Gentle and Clifton, 2017). Further knowledge of administration and management
and behaviour of transparency is also required to be acquired so that I can manage the
manpower of the organisation in a better and effective manner.
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives.
In order to achieve the business performance objectives, it is essential for the HR
professional to acquire the requisite skills. The PDP discussed above will help me in acquiring
the skills which I lack in my efficient performance which also become hurdle in setting out my
learning goals. The skills which I need to acquire are active listening skills, knowledge of

administration and management and behaviour of transparency and trustworthiness which will be
developed by reading books of expert authors, practical implementation and regular practice
(Lizier and Reich, 2020).
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
Learning is a continuous process which is beneficial for building the culture of learning
in the organisation. This not only increases employee satisfaction but also increase the
productivity of the employees which will result in increased efficiency and profits. In context to
Marks & Spencer, the workforce of the organisation need to develop the learning culture so that
it can collectively contribute to organisational goals (Malik, Froese and Sharma, 2020). The
learning can be done either at individual level or at organisational level and through training and
development.
The difference between individual and organisational learning is discussed below-
Basis Individual learning Organisational learning
Meaning It refers to the process which
begins with the motivation and
interest of the individual which
brings changes in the
knowledge of the person so
that it can effectively analyse
and observe the people.
It refers to the process which
focuses on transferring and
retaining the skills and
knowledge of the individual
within the organisation. It
focuses on overall
improvement of the company
where innovative and new
skills are created within the
enterprise.
Aim It is aimed to improve the skill
and knowledge of an
individual to do better job
(Rowe, Karg and Sherry,
2019) .
It is aimed to solve the
problems on behalf of the
organisation

Basis Individual learning Organisational learning
Benefits This helps in overall
development of the individual
which will contribute in
organisation's better
performance.
It helps in building the
learning culture in the
organisation which will rsult in
job satisfaction and high level
of productivity.
The difference between training and development is discussed below-
Basis Training Development
Meaning Training is considered as the
process which is for short term
through which non managerial
personnels learn the technical
skills and knowledge for a
particular purpose.
Development is a process
which is for long period
through which managerial
personnels learn the theoretical
and conceptual knowledge for
a general purpose.
Orientation The training is job oriented
where the personnel learn
skills required for performing
the job roles effectively.
Development is basically
career oriented which is given
to personnels for their overall
performance (Salas-Vallina,
Moreno-Luzón and Gil-
Marqués, 2020).
Scope of learning Here the scope of learning is
limited as it focuses on job
only where depth of
knowledge is only related to
jobs.
The scope of learning is very
wide in development as it
focuses on overall
development of the individual.
The depth of learning is all
round and is long lasting.
Focus It is given to the employees by
focusing on present to perform
It is given to staff for future
purpose as it makes them

Basis Training Development
the job role efficiently by
improving their performance.
prepare for future needs and
challenges.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning refers to the self motivated persistence which helps in acquiring the
competencies and knowledge so that future opportunities can be developed and skills can be
expanded. It is a part of personal and professional development which helps in reaching the full
potential. The HR of Marks & Spencer must ensure continuous learning into the organisation so
that professional development can be ensured and the organisational efficiency is increased.
As M&S is a global business and staying competitive in the global marketplace in today's
era is important which means that the companies are required to be adaptive, ever changing and
innovative so that it can beat its competitor. This can be ensured if the skills and knowledge of
the workforce is competent enough (Schultz and et. al., 2019). This can be ensured through
continuous learning where the employees will learn new skills and knowledge so that they can
take a new step ahead of the others. Without learning, innovation and adaptation is not possible.
Employees are the key personnel which contribute in sustainable business performance which
can be assured by continuous learning. It not only helps the individual in overall development
but also plays a major role in professional development.
The need for continuous learning and professional development, in context to M&S is
discussed below-
 Increase the productivity- Continuous learning helps the employees of M&S in
acquiring new skills so that it can work in efficient manner. Through continuous learning,
the individual's productivity will increase as it will acquire new skills and knowledge
which will also help in increasing the productivity level of the team. And if this is
ensured, ultimately the organisation's productivity will increase which will result in
success and growth of the company M&S on one side and professional development of
the employees on other side.

 Maintain competitive edge- This concept of continuous learning will help M&S to
battle the competition. It helps the employees of M&S to acquire new knowledge and
skills which will bring innovation and creativity in their offering through which
competitive edge of the company will be built and further maintained by capturing larger
market share (Tuan, 2019).
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.
Continuous professional development is a on going process of the development,
maintenance and documentation of the professional knowledge, skill and experience. The
learning cycle of Kolb will help in analysing the importance of continuous professional
development. The Kolb's learning cycle involves four steps which are discussed below in context
to M&S -
 Concrete learning- This steps involves new experience by the employee by new task or
a way of carrying out an activity or the reinterpretation of the existing experience.
 Reflective Observation- The next step is reflective observation where the individual
reflects on its experience on personal basis. It provides clarity to the learner from his
experience and understanding (Widmann and Mulder, 2018).

 Abstract Conceptualisation- This step involves formation of new ideas or modification
in current ideas so that the learner can learn from its previous idea or experience. It is an
analysation stage.
 Active Experimentation- It is the last step where the learner applies the new idea and
seeks experience from it. It is a conclusion stage.
On the basis of this cycle, Kolb gave following dimensions of learning styles which
includes diverging which involves watching and then doing the task, assimilating which involves
using logical approach, converging which involves using practical ideas and theories and
accommodating which involves learners who rely on intuition rather than the logic (Zighan,
2020).
TASK 3
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation
High Performance Working –
Under this combination in relation to HR practices its work structure, process which
maximises employee's skills with flexibility is achieved. This mainly affects performance of
individual and organization. Further high performance is been defined as that kind of HR
practices which makes effective improvement possible which leads over achievements of goals
and objectives in more affective manner. In it promoting of an decentralized decision which
includes important information, knowledge, skills and responsibility is covered in relation over
enhancing employees. All this makes growth with development possible within an organization
which makes productivity uplifted. Under it HR practices mainly aims over enhancing skills of
employees with productivity. Also it helps in attaining of competitive advantage (Browne and et.
al., 2016).
Elements of High Performance Working
Under it characteristics is included which makes essential through high performance at
working possible. Different elements is covered like setting clear goal, open communication,
clarity of role, strong leadership skills is been covered within it. Such elements makes work
efficiency developed within performance.
Leadership

Leaders in an organization plays very important role which creates strategies that helps in
improving organizations process. Leaders helps in defining of goal with priorities through
making coordination of staff members which develops collaborative environment over enhancing
opportunities. In relation to Marks & Spencer leaders develop efficient strategy with making
coordination of team members possible. The leader of company will provide their proper
guidance to employees.
Open communication
Open communication is very essential for teamwork which makes freedom developed
over exchange of information possible in more effective manner. As communication of team
members helps in developing of good strategy by making it more effective. This is helpful for
leader of Marks and Spencer that makes communication strengthen within team members
through using it various issues can be addressed in more appropriate manner. The leader can
motivate their team member by communication (Davenport and et. al., 2016).
Setting clear goal
The high performance can be attained with the helps of realistic goals in this members
develop clarity over vision and goal for team. In this leader helps in defining of roles and over
responsibility within team members. It ensure employee by completing task with more
efficiency. Leaders of Marks and Spencer makes clear vision with goals to be formed through
coordination and communication.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation
Benefit of High Performance Working
High performance benefits different ways within which an organization enhances its
productivity with efficiency to work. In this clear vision or goal makes high performance of an
organization developed (Bouncken, 2018).
Employee Benefit
Employees is been benefited with high performance through working within team
through various ways. This helps in enhancing productivity with work efficiency over individual
or team. Marks & Spencer employee is participative towards all activities which makes targets
achieved in establishing of strategies. Also provides opportunities to employees.
Decentralised Decision Making

The high performance working in an organization is important through identifying over
goals and objectives. Leader makes decision through which organization empowers employees
for gaining of better and effective results. Management of Marks & Spencer PLC is been
centralized over decision making with productivity. Because of this easy to achieve goals for
company. And this is increase the stability.
Barriers of HPW:
 This makes managing of solutions within work place through solving dispute taking place
within employees.
TASK 4
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture.
Performance Management
This is tool which helps in making manager analyse through evaluation of work which
makes performance of employees improved. Employees work with more efficiency over abilities
and includes ongoing process by making communication between manager or employee
possible. Performance management is important for an organization that makes improvement
over work efficiency through individual team. Marks & Spencer helps in improving work
efficiency with productivity.
Approaches
There is various type of approaches of performance management. That are following
Collaborative Performance Management
This is systematic process under it communication or collaboration between manager and
employee. It is used for enhancing of individual performance which makes learning or
development possible. Also various skilled employees that is working together over attaining
success. By following this approach Marks & Spencer perform management in effective decision
making. The approach is helpful for team work through enhancing it in order to attain success.
This makes performance of management improved with high efficiency of work (Berber and
Lekovic, 2018).
Comparative Performance Management

This approach is based over performance level of employee which makes performance of
employees enhanced through allotting of roles and responsibility which makes positive output
received. In this Marks & Spencer management makes identification of high performance of an
organization that makes motivation over performing employees with its performance possible.
Higher the performance reward is been managed through monetary benefits.
Attributive Performance Management
It is one of the most important approach which makes management performance achieved
within an organization. Under this management makes analysis to be done at performance level.
This makes characteristics over traits of employees through making evaluation over grading
methods. Effective approach makes employee performance and organization using methods.
Marks & Spencer management use this approach in making motivation over working
environment for employees possible. Further it leads over evaluating of performance with
employees by grading method.
Performance management is used to transform organisations:
Performance management has been helping in making performance upon employees
which makes effectualness developed in working style through this desired goal is achieved.
Useful terms makes transforming through performing and productivity enhanced. As per the
approach training and development makes performance enhancement possible (Bals and et. al.,
2019).
Recommendations
In the context of Marks & Spencer is going to improve performance over productivity of
employee with motivation. Comparative approach is helpful in making evaluation of
performance level possible. High performance over reward makes monetary benefits through
working in relation of employees performance in better manner.
M4: Critically evaluate different approaches
The above discussed approaches is been benefited over an organization by making
important changes made within an business organization possible. In this effective technique is
there which increases focus upon innovate techniques which makes profitability for an
organization achieved. In this profitable organization helps in enhancing and motivating
employees over efforts of reducing discrimination and biasses within an organization.

CONCLUSION
From the above report it can be concluded that HR professionals and plays important role
within Marks & Spencer company. In this professional knowledge, skills is been required over
performing duty which makes effectiveness due to HR manager. In this human resource
department. HR manager help in identification of strength and weaknesses that improves
personal skills. Marks and Spencer makes behavioural approach which makes HR manager
improve through behaviour and professional development plan over employee. It is continuous
learning process for Marks and Spencer organization is focused over organizational learning with
training and development possible. Further Kolb's learning cycle theory Marks & Spencer
constantly focusing on employees’ continuous professional development that help in high
performance working of employees and also focus on employee engagement and evaluation done
with the help of few competitive advantage. Through comparative performance management
approach Marks & Spencer company manage employees’ performance.

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