HR Development Strategies: Individual, Team, and Organizational Growth

This report examines the critical aspects of human resource development within organizations, focusing on individual, team, and organizational growth. It begins by outlining the essential skills, knowledge, and behaviors required of HR professionals, using Marks & Spencer as a case study. The report then delves into the importance of skills audits for identifying strengths and weaknesses, proposing a personal development plan for an HR manager. It differentiates between individual and organizational learning, training, and development, highlighting their roles in enhancing employee capabilities and achieving business goals. The analysis further emphasizes the necessity of continuous learning and professional development to drive sustainable business performance. Finally, it explores different approaches to performance management, providing specific examples to illustrate their practical application and impact on employee engagement and competitive advantage.

DEVELOPING
INDIVIDUDAL, TEAM AND
ORGANISATION

Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1 Determining appropriate and professional knowledge, skills and behavior that are required by HR
professionals............................................................................................................................................3
P2 Personal skills audit to identify appropriate knowledge, skills and behaviors for developing a plan of
given job role...........................................................................................................................................5
TASK 2.......................................................................................................................................................7
P3 Difference between organizational and individual learning in training and development..................7
P4 Analyze need for continuous learning and professional and development to drive sustainable
business performance..............................................................................................................................9
TASK 3.....................................................................................................................................................10
P5 Understanding of HPW in contribution to employees’ engagement and competitive advantage in
specific organizational situations...........................................................................................................10
TASK 4.....................................................................................................................................................11
P6 Different approaches to performance management with a specific example....................................11
CONCLUSION........................................................................................................................................13
REFERENCES........................................................................................................................................13

INTRODUCTION
To increase efficiency within the business it is must for every firm to develop its workforce,
team and entire organisation. This will benefit the firm in completing against their rival firms in
a better way. To attain this aspect, appropriate training and development is needed on a regular
basis which will increase the working potential of the employees and overall productivity of
firm. By this way, predetermined objectives can be achieved easily (Werner . and DeSimone,
2011). In this context, this present assignment is written to specify the importance of team and
individual development. This report is based on Marks and spencer which is a retail firm and
provide services worldwide. This report specifies the need of skill, behavior and knowledge in a
HR professional in carryout activities properly. Also, importance of individual and
organizational learning is specified to enhance productivity of workers. Along with this, some
approaches along with performance management is mentioned.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behavior that are required by
HR professionals
Every firm wants to recruit workers which are experienced and highly skilled while
performing their duties. For attaining this, it is must important for the managers to organize
development and training sessions that will enhance the knowledge and skills of employees.
In reference to M&S, this UK organisation has successfully presented itself globally. This
company offers branded outfits and clothes to their customers at affordable price (Seibert, Wang
and Courtright, 2011). To maintain this position, the manager of M&S, needs to possess certain
behavior, skills and knowledge as mentioned below:
Skills required by HR professionals
Skills are considered as a capability of an individual that enables the entire company to
handle situations and changes in an efficient way. In context to manager of M&S, these skills are
required to deal with several situations:

 Managerial and leadership skills: To attain the desired results, it is must for the
manager to incorporate efficient managerial skills. Leadership qualities promoted unity
and harmonious behavior among employees.
 Efficient communication: Strong negotiation and communication skills helps the
manager in carrying forward their point of view easily. This will help to maintain a robust
relation among top management and working staff in M&S. Due to this several issues
and problems resolves quickly within the firm.
Knowledge required by HR professional:
Knowledge is incorporated by a person through academic sessions and classes. Manager
of M&S needs to have proper knowledge so that efficient decisions can be taken in a
specified time. To formulate several tactics and strategies, manager in M&S must possess
following knowledge:
 Corporate law: This law is also regarded as company law. This law governs the
rights, person’s conduct and relations etc. It also encompasses the development,
funds, governance and end of a company (Schaubroeck, Lam and Peng, 2011).
Manager of M&S, needs to have sufficient knowledge regarding it. This will help the
firm in working appropriately by helping to solve issues related with firm in a better
way.
 Government regulations: To manage business operations like recruitment,
compensations, incentives, appraisals etc. it is essential for HR manager of M&S to
have good knowledge about government policies and regulations. This will help to
resolve issues occurred between company and working staff.
Behavior required by HR professional:
Behavior is specified as an attitude of individual towards the company. It is defined as a
manner in which a person behaves with other person (Pinjani, and Palvia, 2013). In case of
M&S, company’s manager needs to have these kinds of behavior:
 Ethical behavior: Codes of ethics helps to maintain a positive working
atmosphere. This will help the manager of M&S to formulate schemes and tactics

that takes care of market shares of organisation along with welfare of the
employees.
 Trustworthy: Trust is the foundation of a relationship whether it is at
professional or personal level. The manager of the concerned firm needs to be
trustworthy so that different employees working there can easily share their issues
with them. Also, management will able to discuss several confidential decisions
with managers if they are trustable.
P2 Personal skills audit to identify appropriate knowledge, skills and behaviors for developing a
plan of given job role
Personal skill audit is a tool and tactics through which an individual can identify the areas
in which they are performing well and in which they need to improve themselves. In the case of
M&S, company is a large retailer which is presented globally (O'leary, Mortensen and Woolley,
2011). It is essential for the employees working there to be knowledgeable, capable and skilled.
As a manager of this large corporation, it is vital for Jane Cambridge to identify his weakness
and strength. this will help Jane to provide best services to the firm. For this purpose, a skill audit
is prepared for Jane which will works as a motivation in in delivering best to firm:
Strengths: Areas in which Jane is perfect to handle activities and operations performed by
a manager is effectiveness in communication. It is the strong point for Jane due to capabilities
Jane possess while interacting with other individuals. By this positive point, the negative
working atmosphere can be converted into positive environment by guiding them toward better
options.
Weaknesses: Strong communication skills is a strong aspect but the areas in which Jane
needs to focus more is conflict solving and management of time. Because of less experience in
this side, Jane may face difficulty to complete allotted work in given time (McCormack, B.,
Manley and Titchen, 2013). Along with this, efficient decision making will also suffer.
Therefore, to overcome these weak points, an appropriate personal development plan has
been prepared for Jane which is shown below: -

As per the required capabilities of HR professionals, personal skills audit for Jane has been
prepared, shown below:
PERSONAL SKILLS AUDIT
Serial
no.
Learning
objective
Resources needed to
incorporate these
capabilities
Curre
nt
profici
ency
Target
profici
ency
Development opportunities Time scale
1 Time
management
To develop a proper
plan and scheduled
time table, so that
activities and
allotted work can be
completed within
specified time.
7.9 10 In M&S, to handle business
and increase market shares,
working as a manager Jane
need to take several important
and impactful decisions which
benefits the firm. But in some
situation, in which quick
decisions are required jane
faces some difficulties. To
improve this weakness, Jane
should work effectively under
the management. By this, their
techniques can be learned
which helps in managing time.
42 to 44 days
2 Effective
Communicat
ion skills
By attending group
discussions,
meetings, seminars
5 10 It is a vital skill that the
manager of M&S must have.
Because company deals with
clients throughout world and
proper interaction is needed for
this. To achieve this, Jane can
attend different seminars and
meeting where while
interacting with others, skills
3 to 4 months

of jane will improve.
3 Conflict
Resolution
Read journal, books
and magazine. Try to
understand point of
view of different
peoples.
6 10 As a manager of a larger
company like M&S, a person
must be capable to manage
various issues and implement
several strategies to solve
them. The main field where
Jane lacks is to show his
effectiveness while solving
conflicts among workers.
Therefore, to overcome this
weakness, jane can read some
books, journals or magazine
where scholars have offered
views to change negativity into
positivity
2 to 3 months
TASK 2
P3 Difference between organizational and individual learning in training and development
Individual learning – It involves learning aspects for every individual that works in the
organization. It is linked with knowledge which allows them to be a better person which furthers
support the organisation in improving their overall functioning. Every employee in M&S has a
special skill and area where they perform well and provide benefit to the company by generating
profit.
Organizational learning – It is related with the general ability of workers that works in M&S and
efficient enough to carry out activities properly (Levi, 2015). This learning is needed to teach
employees the benefit of working in team. Working together will improve the working potential
of workers and helps them in attaining targeted results. Organizational learning helps in
achieving required growth and market shares.

Difference between individual and organizational behavior
Individual learning Organizational learning
 It is helpful for the growth of a
person as an individual. It generates
various chances to grow and succeed
in life.
 This idea to promote individual
learning might be difficult in case of
M&S, as they employ thousands of
workers
 This helps in eliminating the skill
gap between employees and makes
them productive to achieve goals of
M&S without any problem.
 The idea to make workers aware
regarding advanced and technical
atmosphere is important and helpful
to enhance profit margins to reduce
products duration.
Training – It includes processes of learning that is conducted for new workers to train them as
per need of the company (Goetsch and Davis, 2014). Also, to circulate information related with
advanced technologies. Along with it, Training programs benefits in acquiring short term goals.
It takes place in M&S for implementation of desired work.
Development – This provide long term benefits to the company and it involves activities
which improve the market condition of the company at a regular basis. This is achieved in M&S
by implementing new strategies and tactics at regular time period.
Difference between training and development
Training Development
 Training is related with internal
aspect of the workers which includes
orientations and induction.
 Training is provided so that
employee can understand given roles
and responsibilities effectively.
 Main focus in this aspect is to
improve the functioning of entire
company.
 Development makes employees
capable enough to handle difficult
issues that may arise in future.

P4 Analyze need for continuous learning and professional and development to drive sustainable
business performance
Continuous learning – At an individual level, this learning is related with enhancing the
ability of people by upgrading their skills and knowledge. Robust learning tactics is required to
adapt in changing situations (Williams, Muller and Kilanski, 2012). Continual learning in
company includes the aspects of potential learning and influential policies adoption that will help
the company to increase their revenues.
Professional development – It is taken as a different aspect from continuous learning. In
this approach, an individual attain abilities and capabilities by having educational and specialized
degree in a particular field. To be a professional in managing business, will helps workers in
solving their issues in a simplified way. Also, it helps in increasing morale of other employees.
Thus, in big corporations both types of learning programs are needed like continuous learning
and professional development. It contributes in providing sustainability and increased business
performance to gain high growth or development. In the case of Marks and Spencer, both kinds
of learning support the working staff in improving their skills and abilities by working along
with professionals. It involves, efficiency of company manager to manage and handle some types
of training sessions for workers by which they can improve their skill and provide more to the
company. Along with this, they need to register records of each worker and also monitors their
performance by comparing them with previous experiences which will help in determining if the
employees have learned efficiently or not. For reducing issues like labor turnover, it is the main
task and responsibility of HR manager to provide qualitied and positive atmosphere to their
working staff which helps them in performing better during work. So they can attain high profit
margins and income. It benefits workers in sharing point of views with one another which create
and establish strong relation among them. Thus, all such aspects support M&S in enhancing
productivity level of employees and acquiring their objectives, goals and targets within given
time frame (Gibbs, 2013). To make improvements, an individual must possess skills and
knowledge in an efficient way. In accordance with this outcome, it will support the firm in
receiving high competitive advancement and taking precise decision making procedure.
Advantages of learning process described as under:

Abilities leads a worker to be more confident – When the working staff of a company is
capable to conduct operations within a specified time period his will improve their confidence
level. This increased confidence provides merit to the company by generating more revenue.
Growth of an individual and organisation – By introducing learning program, manager
of M&S provides chances to working staff which assist them in developing and growing in a
more appropriate way. It benefits in improving productivity level of worker and also attain their
support in performing well against rivals.
TASK 3
P5 Understanding of HPW in contribution to employees’ engagement and competitive advantage
in specific organizational situations
High performance working describes the term that contains the procedure of maintaining and
creating working environment in organisation. It helps the managers of company in providing
employee engagement by which hard tasks and work in business can be attained in short duration
of time. HPW force the superiors at enterprise to involve workers in large team and group task
even if when they belong to different kinds of cultures. It assists workers of M&S in maintaining
strong relation with one another through which they can easily share ideas and thoughts in a
better way. This would help the staff members in reducing their weak points and improving skills
and knowledge in a particular sector. Therefore, the manager of company can implement several
tactics for improvising their present skills and abilities which will helps the company in
increasing the overall working efficiency. Marks and Spencer has huge work surroundings where
thousands of staff members are conducting their work in the work place to attain their desired
objectives along with goals. Sometimes, there are also conflicts and disputes that occurs within
the firm due to mismatch of coordination (Ford, 2014). So, for resolving these problems and
crisis, HPW assist the company’s management in implementing good relation between them.
In case of marks and Spencer, firm has several tactics that allows to penetrate in new
marketplace where they can compete with many rivals to hold their position. So it is the major
task of the company to deliver services and commodities as per the needs of the clients. By using
the concept like HPW, manager of M&S tries to collaborate the workforce and it motivates them
to work in unity so that they can reach their targets by helping each other during some issues. In

addition, with it, this also supports the employee in utilizing resources in a more optimal manner
by increasing and improving the performance level of workers by carrying out operations.
High Performance working involves various process that helps the company in achieving
deep commitment of workers which results towards the success of predetermined goals of
business that are described below:
Team building – It is considered as a vital aspect in high performance working by the
top management and seniors within the firm can achieve the loyalty of their employees
which helps them in completing their desired targets within a specified time. For this
process, the managers choose certain number of staff members that can supports them in
building a strong team and allot them different roles and duties in accordance with the
abilities and potential of them. This will benefit M&S in completing entire tasks on given
time period for acquiring high business results.
Share duties – For working as a team, employees can share their responsibilities and roles
with other working members in an effective and easy manner which reduces the level of stress
among them. Also, it will help them in maintaining a good coordination and strong bond which
can results in achieving new experiences. This will help M&S to increase their brand value and
revenue generation.
TASK 4
P6 Different approaches to performance management with a specific example
Performance management is the process which aids in building skills and knowledge of
workers, increasing their work productivity and enhancing organizational performance level. It is
this kind of process that is mainly carried out by HR manager of the firm and they are
answerable for creating records of workers on personal basis to measure their performance
(Berry, 2011). It can benefit the company in developing positive work atmosphere through which
employees can do work in better manner. In addition to this, performance management system
involves:
 Recruit hard working and eligible employees in accordance with the job
description.

 To calculate and analyze the performance of company and its productivity level
too, by appointing qualified and skilled workers in the organisation. By this, they
can receive high income, incentives and profits in an appropriate manner.
 Providing proper lead and guidance in right direction to their employees which
assist the workers in accomplishing desired objectives and aims in the specified
span of time period.
 They are needed to check, monitor and analyze the worker’s performance in
accordance with which the manager of organisation allot work and task at the
workplace.
 It is essential for the manager of M&S to establish and accomplish training and
development sessions to decrease the weakness of worker and increasing their
capabilities.
 Gives compensation, benefits and rewards to employees in accordance with their
performance.
Some approaches of performance management are:
Comparative approach – In this approach of performance management, manager of
organisation and also leaders give ranks to the workers from top to bottom margin in accordance
to the working abilities of the workers. Marks and Spencer rewards the employees with benefits
and incentives who attained top rank while providing rankings.
Attributes approach– In this kind of approach, workers are given ranks from manager in
accordance with the parameters adjusted by the superior managers. Rating process involves the
manner of conflict solving methods, interaction way, different and innovative concepts
formulated by them and so more.
Behavioral approach – It is considered as the oldest approach in which company managers of
M&S uses a BARS technique as a tool that involves a scale of 1 to 10 rating (Amabile, 2012).
The parameters of scale are decided consensually by all employees. The ratings are given to
workers in accordance with their performance.

CONCLUSION
From the above described research, it is concluded that each person involved with an
organisation plays a vital role in delivering several merits to the company. For developing and
maintaining improvements, an individual must possess certain skills and knowledge in an
efficient manner. In accordance with this outcome, this will help the enterprise in receiving high
competitive advancement and taking needed and accurate decision while implementing
procedure. The top management within an organization can motivate their working staff that can
be beneficial for the company in acquiring their set goals and aims within specified time period
appropriately. So, the manager of company can adopt various approaches to improve their
present skills and knowledge that will act as a positive aspect for the company while fighting
against the rival companies.
REFERENCES
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Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
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