A Report on Developing Individual, Teams and Organisations at Primark

This report provides a comprehensive analysis of Primark's training and development strategies, focusing on the development of individuals, teams, and the organization as a whole. The report begins by examining professional knowledge, skills, and behavior, as well as personal skills and professional development plans, specifically using the example of Jane Cambridge, a human resource professional at Primark. It then delves into the differences between organizational and individual learning, highlighting the importance of continuous learning for employee growth and organizational success. The report also explores the role of high-performance working and various approaches to performance management within Primark. Throughout the report, the benefits of training and development are emphasized, including improved performance, enhanced problem-solving skills, and the ability to meet organizational objectives. The report concludes with an overview of how Primark invests in its employees to develop their skills and knowledge, aiming to improve customer service and overall business performance.

Developing Individual, Teams
and Organisations

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Professional knowledge, skills and behaviour.................................................................1
P2. Personal skills and professional development plan..........................................................2
TASK 2............................................................................................................................................4
P3. Difference among organizational and individual learning...............................................4
P4. Requirement of continuous learning................................................................................4
TASK 3............................................................................................................................................6
P5. Role of high performance working..................................................................................6
TASK 4............................................................................................................................................8
P6. Several approaches of performance management............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Training and development session needs to be conduct by every firm for the purpose of
development of individuals, teams and company. Every member working in a team is
responsible to use their collective efforts to attain target or objectives. The present report is based
on Primark which is international supermarket provide varieties of products and services to large
number of customers in several countries (Ford, 2014). Such as cloths, cosmetics, food items etc.
Firm having around 300 stores in all-over country. In present report, discussed about appropriate
use of skills and behaviour as per the requirement of company. Contribution of each employee is
helpful for attainment of competitive advantage. There are different types learning theories
which is needs to be implement the same maintain continuous professional development.
TASK 1
P1. Professional knowledge, skills and behaviour.
Primark is the international supermarket which provide various products and services. In
order to attain target company, have to conduct training and development session for enhance
appropriate skills, knowledge and experience. Every existing member having different skills and
knowledge so that they can easily attain target and able to meet set of goals as well. Organization
recruit members who having capabilities to fulfil organizational objective (Bolman and Deal,
2017). Members needs to perform their functions in team for enhance their performance and
work quality. They must have to effective decision making skills which is helpful for them to
take appropriate decision. Managers and leaders of Primark are responsible to identify risks
which are able to drag down overall performance of firm. They have to conduct training and
development session for employees in order to improve their skills and knowledge. Developing
individual, team and organisation is the beneficial term for business. Some benefits are as
aligned below-
Attain target- Professional development is the effective source to attain continuous
growth and development of firm. It can easily manage business activities. Every member has to
use their entire knowledge to attain target and fulfil requirement of firm. Primark developing
effective environment at workplace (Berry, 2011). Higher authorities of firm bound to frame
various plans and strategies and try to implement them for meet set of objective.
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Monitoring- Managers and leaders are responsible to continuously monitor work quality
and performance. This process will assist in generating accurate workers’ confidence that is
essential for achieving the set targets and objectives in effectively (Different performance
management approaches. 2017).
Work performance- Appropriate training and development session is able to enhance
problem solving skills. HR must recruit staffs having competent skills and knowledge which is
required for several operations. It includes different processes such as job filling, selecting,
training them. Motivated employee is helpful for the growth and development of firm (Warrick,
2011).
HR department is responsible to recruit workers according to the requirement of
company. This department have to separate members in different teams as per their skills and
efficiency of work. Requirements as well as works of HR manager are as aligned below-
Perform functions- They need to perform work with other departments in order to
understand their functions or implementing several plans and strategies. Framing of plans and
strategies forecasting process which is useful to attain objective of firm. HR manager responsible
to perform function in effective manner (Chaskalson, 2011).
Training and development- HR department of Primark is responsible to conduct training
session for employees in order to enhance their skills and knowledge. Company spend huge
money in this process which is compulsory for them. Inducting new staff members in front of old
ones and other Co-workers.
P2. Personal skills and professional development plan
Jane Cambridge is the person who is Primark as human resource professional. She uses her
entire capabilities as per the requirement of HR department. Her main function is to fill vacant
vacancies through requirement of people on the basis of their skills and knowledge. She having
appropriate skills and knowledge but she needs to improve them in effective manner and try to
enhance quality performance (Different performance management approaches. 2017).
Strength- She having appropriate skills and knowledge which are helpful for the growth
and development of firm. Through this, firm can attain target for maintain their performance.
Members are bound to fulfil rules, regulation and policies which are imposed on them. They
have to perform as per the policies of organization. Jane Cambridge is highly in her sector i.e.
human resource (Rock, 2014). There are large number of professionals related to Human
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Resource who is not aware or having no knowledge about culture of company; as a result, they
will not attain continuous success. Her communication ability is so much appropriate which can
easily meet requirement of firm and manage its services as well.
Weakness- As Jane's communication skills are strong, but she is not able to use such skills
at the time of bargaining with staff members. She has to use it in effective manner. She need
such skills at the time of bargaining with large number of customers. Also she not having
knowledge about use if advance technologies for different purposes.
Learning
Objectives
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria for
Judging Success
Time
Scale
To improve
knowledge
of
negotiation
of Jane
Jane having no
knowledge about
remuneration
provided to
existing workers.
Additionally, she
having not
enough skills and
knowledge.
In order to
increase her
communication
and other skills
she have
interact with
large number of
people and try
to enhance her
capacity to
interact with
people.
For the purpose
of attain target
she have to
analyse her own
strength and
weaknesses for
the purpose of
maintain
performance.
She has to focus
on her work
quality and
performance and
Additionally, she
has to deal with
objectives of the
firm and
maintain
performance as
well.
30
weeks
To aware
her related
to advance
technologie
s which is
used by
companies
to meet
Jane having no
idea about how to
use latest
technologies
which are opted
by members of
organization. This
is not beneficial
There are
different types
of rules and
regulation
imposed on
employees in
order to
improve their
She has to focus
on her quality.
Try to interact
with more and
more people and
try to increase
work quality as
well.
She have to use
her entire skills
and knowledge
in order to
resolve problem
of the company.
30
weeks
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their set of
objective.
for the continuous
growth and
development firm.
work quality.
TASK 2
P3. Difference among organizational and individual learning.
Organisational learning- It is very important in today's competitive world, that an
organisation should conduct organisational learning. It includes identifying overall business need
and find ways to overcome it. It is very useful in improving performance quality and stability of
workforce in a concern. It also assists in maintaining human relations to reduce chances of
conflicts (Mendenhall, 2012). This type of learning is very essential for increasing productivity
of overall organisation. It can bring flexibility, integrity and reliability in working environment.
Organisational learning helps in providing knowledge in systematic manner. Therefore, this is
vital tool for growth of company and leads to long term growth and profitability.
Individual learning- This learning is for development of individuals. It includes
motivating workers to perform in better and more efficient way. This activity began with
identifying their current performance and improve it through learning sessions. This exercise
includes increasing employees’ individual knowledge, competencies and skills. It develops sense
of coordination and teamwork amongst workers. This results in increased job satisfaction and
motivation in individuals (O'leary, Mortensen and Woolley, 2011). It reflects from the outcomes
of their tasks. Individual learning is also helpful in building communication skills, work
effectiveness and human relation skills which helps them in future growth. It prepares them for
future opportunities related with jobs.
P4. Requirement of continuous learning
It is defining as to develop the individual's performance by provide them professional
courses. Learning and development is an activity which is organize by the company to improve
their employee's performance and provide some skills as well as technical and non-technical
skills to enhance their knowledge and skills.
Learning and development helps to increase work efficiency in the organisation because it
provides training and developments programmes, lectures by the experts, mentoring, coaching,
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provide guidelines to employees so it helps to improve the employee's performance in the
organisation. For achieve the organisation's goals and objectives it is must to know about
employee's performance on the job so this programmes and activities helps to boost their moral
to achieve goals.
Primark company is using these kind of programmes to enhance employee's ability in
works to develop the business plans and to compete the competitors. In which they trained their
employees for better services provides to the customers like how can the satisfy their customers
to retain potential them(customers) and make them loyal towards company's products so it is
depending on the human natures and behaviour so HR team motivate employees for work and
organize the learning and professional development courses to improve the work productivity
efficiency
methods that can help to enhance the knowledge and skills of employees by case study methods,
training and development programmes, certification, consultation, coaching, lesson study,
mentoring, technical assistance, communities of practice, reflective supervision.
To build the brand image among customers and in the market Primark company develop
the leadership and professional plans for the potential market. Company is investing lots of funds
to developing the leadership, technical and professional skills for their employees. Primark
company set the benchmark for the future and according to that benchmark they make the
strategies for the customers’ retentions. This programmes helps to provide new and innovative
ideas for the business that can achieve its targets and aims effectively (Zhang, Tsui and Wang,
2011).
Advantages of learning and professional development:
There are several advantages that can improve the work performances in the organisation which
helps to achieve company's goals and objectives.
1. By providing training and development programmes can help to enhance the
knowledge and skills of employees like how Primark company's employees can treat to
its customers for better services provides and in the training period they focus on overall
roles and performance that have to perform on front of customers
2. Mentoring can help to provide proper guidelines to the employees and in this mentor
teach good marketing tips to its employees or workers for better selling of products
Providing technical, quantitative and analysis skills to the employees that can help to
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measures the performance data in the company. It can help to identify leadership skills
and can acquire this skill from employees to be the best leader in the company that helps
to provide guidelines to the workers
3. Provide some marketing skills which would help to differentiate the form the
competitors and make some market strategies to achieve the potential customers. It helps
to provide proper knowledge and skills to understands its customers, competitors, how
to communicate with customers, market research or market study, marketing trends this
all information provide in this programmes and teach the employees some professional
skills
4. This programmes will also help in the behavioural changes of the employees like
employees can feel the changes in their behaviour on the job, nature, observations by
getting some professional skills. By adopting marketing strategies company can build
its brand image in market by providing better services to its customers and also they can
expand their business in many areas by appointing professional and trained persons
5. Learning and development programmes will help to increase the productivity of work
and will make it effective and efficient for the company. Long term benefits can be gain
from these programmes as it will help to the employees for the future development.
Company can increase its growth by providing good products and services to the
customers and can achieve its set goals and objects. It helps to build the capabilities of
work and also helps in creativity, curiosity in the working styles of employees
TASK 3
P5. Role of high performance working.
High performance working is to create good and healthy environment in the organisation
by maintain the relationship with the employees or workers. Good culture can be creating by one
to one interaction with employees and high involvement of the employee in the performance as
well as their participations can be effect company's goals and objectives. Employees engagement
must be required for organisation's structure as to communicate with the employees and provide
information regarding the organisation to them can help to create good culture in the organisation
(Seibert, Wang and Courtright, 2011).
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Healthy organisation can be creating by transparency, trust, open lines communication
with workers that will helps to achieve organisation's goals and objectives. Primark company has
flatter structure where employees are happy, engaged, motivated, share and understand the goals
and objectives of the organisation.
High performance working culture can be creating by as followings:
 Allowing to employees in organisation's involvement as to participate in more or more
performance activities and invite them to come with new ideas. Sharing or providing
information to the employees and get ideas, knowledge as well as their views, opinions
for a particular issue or organisation decision-making (Hu and Liden, 2011).
 Enhancing the employee's skills, ability and knowledge by providing them training and
development, professional development skills to achieve competitive advantage. Boost
employee's moral by motivations and give them awards, rewards as monetary and non-
monetary benefits to increase productivity.
 Making flexible policies for friendly environment in the organisation. Feedback process
should be there to improve the performances. Performance appraisal helps to get
feedback of individual's performances which helps to find out the needs of training and
development programmes.
To get more involvement of employees Primark company support high performance
working(HPW) include:
 Get regular feedbacks on job performance of superiors, Annual appraisal of employees,
reviewing vacancies, recruitment, induction training, organize training needs and
development programmes for the employees to teach them quality of work
 Continuously skills developing to improve performances of the employees like organize
employees’ engagement activities and provide opportunities to show their talent, Awards
and rewards programmes as provide performance based pay and salaries
 Problem solving, decision-making and work performance groups/teams that helps to take
actions and make fare decisions
 Job description and job specifications, employees’ suggestions and innovation
programmes which is held by company's HR
High performance working helps to develop the plans that can help in business growth as it
enhances many skills like leadership skills, management skills, decision-making skills, quick
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action plans, so these all will help to management development plans, leadership development,
succession planning, organisation development, strategic workforce planning (McCleskey,
2014).
Advantages of high performance working
 It will help to develop employees’ attitude towards the company and make them
responsible for good work. High performance working helps to maintain the relation
inside as well as outside of the organisation that creates healthy and good organisation
culture
 By the high performance working financial status can be increase as well as business will
grow and earn economy (McCleskey, 2014). Organisation will be better as it will help to
build good market image among customers.
 Achieve higher financial status would help to compete the competitors and also help to
capture the market as to be a market leader. It will help to build team and groups for
better works and also help to cooperate with team members to achieve particular task and
objectives.
TASK 4
P6. Several approaches of performance management.
Comparative approach- comparative approach has defined as systematic and scientific
method which is used to identify, classifications, measurement and interpretation of data and
compare those data to find the results or meet the goals. Primark company compare its financial
data, comparison with competitor's product and services, quality comparison etc.
Attributes approach- attributes approach defines product's features and characteristics which
differentiate company's products from other competitors. Primark company is selling designer
and good quality products to the customers and also it's using good materials to make products
and selling in cheap prices (McCleskey, 2014).
Behavioural approach- With the help this approach firm can analyses behaviour of every
person of the company who actively participate in the growth and development in company.
Every person is responsible to follow roles, responsibilities and policies which are imposed on
them. Members of firm needs to manage their performance as per the skills and knowledge on
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them. Leaders and managers are responsible to recruit employees as per the requirement of firm
and allot work to them accordingly.
Result approach- Through this approach company can identify actual performance of firm.
With the help of tool members can easily resolve problem which arise among organization
(McCleskey, 2014). This the significant tool which needs to be opted by firms.
Quality approach- Primark is the international supermarket which provide large number of
products and services with better quality (McCleskey, 2014). As members’ various types of roles
and responsibilities are imposed on as per the policies of firm.
CONCLUSION
From above mentioned report, it is affirmed that Primark needs to develop individual and
group leaning. Members have to develop or implement several plans and strategies in order to
attain organizational target and objectives. In this report of discussed about high performance
working and its impact. There are various types of approaches opted by company related to
performance management.
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REFERENCES
Books and Journals
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Berry, G.R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Warrick, D.D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Mendenhall, M.E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
O'leary, M.B., Mortensen, M. and Woolley, A.W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Zhang, A.Y., Tsui, A.S. and Wang, D.X., 2011. Leadership behaviors and group creativity in
Chinese organizations: The role of group processes. The Leadership Quarterly. 22(5).
pp.851-862.
Seibert, S.E., Wang, G. and Courtright, S.H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Hu, J. and Liden, R.C., 2011. Antecedents of team potency and team effectiveness: an
examination of goal and process clarity and servant leadership. Journal of Applied
Psychology. 96(4). p.851.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership
development. Journal of Business Studies Quarterly. 5(4). p.117.
Online
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Different performance management approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 9th November 2017].
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