Report on HR Skills, Performance, and Development at M&S

This report delves into the critical aspects of human resource management within the context of Marks & Spencer (M&S). It begins by identifying the essential knowledge, skills, and behaviors required by HR professionals, emphasizing areas like administration, employment practices, communication, and leadership. The report then analyzes a personal skills audit to pinpoint specific areas for development, including time management, problem-solving, and communication. Furthermore, it contrasts organizational and individual learning, training, and development, highlighting the need for continuous professional growth. The report also examines the role of high-performance work practices in fostering employee engagement and achieving a competitive advantage. Finally, it evaluates different approaches to performance management, providing concrete examples and demonstrating their impact on productivity and operational skills. The report concludes with a synthesis of these elements, offering a comprehensive overview of HR's role in developing individuals, teams, and the organization as a whole.

Developing
Individuals, Teams and
Organisations

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................1
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours....................................................................................................................................4
TASK 2............................................................................................................................................7
P3. Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................7
P4. Analyse the need for continuous learning and professional development............................8
TASK 3............................................................................................................................................9
P5. Demonstrate understanding of how contributes to employee engagement and competitive
advantages....................................................................................................................................9
TASK 4..........................................................................................................................................11
P6. Evaluate different approaches to performance management and demonstrate with
particular examples....................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Development of individual and team is the accountability of human resource manger of an
organisation. HR administrator has to execute certain roles and responsibilities to find out the
need of their group members and offer then with right sources which assist in developing their
knowledge and abilities. The key purpose for excel execution in a top ranked company is the
extent of work execution of the workers and effectiveness of team within them. The
interconnection among the ability of a person, team and establishment that authorize the
organisations to take into consideration the growth and training of individual as the important
resources of firm (Widmann and Mulder, 2018). This written report is based on Marks &
Spencer which is major British multinational retail sector organisation. This venture was
incorporated in 1884 and is headquartered in London, England, UK. This document will discuss
several skills, knowledge and behaviour that a HR administrator must have to perform its duties
in effective manner. Further, it will also explain difference among individual and organisational
learning and training & development in addition to essentialness of constant learning and
professional development. Along with this the document will describe about high performance
working practices and assistance of performance evaluation in term of developing the
productivity and operational skills of their workers to accomplish consumer fulfilment.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
Knowledge- It is the awareness, acknowledgement, knowledge and intelligence that have been
acquired by experience. It is a fact or coordination of knowing something with familiarity gained
through association or information.
Administration- It is an activity of preparation and works required to manage the
operation of a plan or company. In M&S, it is a range of actions associated with supervising and
administrating the form that an establishment or corporation functions.
Employment- It is in about a person who performs full time and part time under an
agreement of employment weather verbal and written, articulate and inferred and has known
roles and responsibilities (Gao and Bernard, 2018). In M&S, it is a relationship among two
parties based on a agreement where work is paid for other entity is the employer and other is the
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workforce. Employees in some areas may get gratuities, incentives, bonuses and stock
opportunities. In some kinds of employment, workers may gains advantages along with payment.
Advantages can consider medical facilities insurance, accommodation and many more.
Training- It is an activity of offering information about new and innovative things and
technologies to employees so that they can make development in their capabilities and
knowledge (Rupprecht and et. al., 2019). In M&S, the administration of respective firm conducts
several kinds of training programmes so that workforce can gain information about developed
information and techniques and make improvement in their several skills.
Communication system and procedure- Communication method is a conversation
among workers and seniors. In this process, the manpower make opinions, feelings, information
acknowledged or known by other through writing, speech and movement.
Skills- It indicates to ability and competency of a person which gain from sustain, systematic
efforts involving thoughts capabilities to carry out hard work. There are several kinds of skills
that are essential for the development of HR professionals.
Leadership skills- It is an important skill which is crucial for HR professionals because
this ability assist in leading and directing manpower of respective firm so that they can perform
their duties and responsibilities in effective manner.
Problem solving skills- It is another essential ability of HR manager and with the
assistance of this skill they can make their contribution in resolving or offering effective
solution. So that conflicts can be resolve which are occurred within organization and among
teammates.
Time management skills-It is an activity of skilfully utilising time to accomplish and
complete a particular activity within the time constraint. It is framed combination of activities,
tools systems and technologies.
Planning and organising skills- It is another effective skill that is also important for HR
professional because with the help of this skill, individual make plan and organise work in
effective manner (Ahmed and Kassem, 2018). So that set target and aims can be accomplished in
effective manner.
Communication skills- It is an activity and procedure of giving or exchanging of
knowledge, messages or by talks or writing. In company it is essential for the workers to connect
individual for business, political, professionals, religious, social and purposes. These acts need
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human being for interaction and reaction as well as exchange data, thoughts, plans, make
determination, rules, proposals, contracts and agreements.
Behaviour- It is impacted by a range of forces, both intrinsic and extrinsic. It is the range of
activities and processes that are made by system and artificial entities in conjunction with their
non-government (Gee and Cooke, 2018). The behaviour that is needed by HR professionals are
as under:
Self control- It is the capability to regulates an individual’s behaviour, ideas, activities,
feelings and emotions. It is a cognitive activity that is crucial to regulate workforce behaviour in
reference to attain particular aims.
Teamwork- The act of performing collaboratively with a unit if individual in respect to
attain an aim. In the company when individual work together regarding a common goal, creating
a favourable workplace and supporting each other.
Integrity- It is a fundamental value that HR managers search in the workers that they hire.
It applies the knowledge, abilities and values of a profession.
Personal SWOT Analysis
Strengths- The capability may vary each individual to other also it mentions the abilities
obtained, certifications accomplished, educational qualifications and connections with
influencers and what else can do better than most of others.
Weaknesses- It is what task and project excused because of lack of confidence, if what
others including weaknesses that unconfident about capability improvement and qualification as
well as other weakest area such as unfavourable working habits and managing skills.
Opportunities- The new way to approach the successes is the growth options such as
technology, internet, software, industry development and opportunities in marketplace. Along
with this, proposal from experts, strategic connections more over advantages from network,
knowledge, conferences and additional languages.
Threats- It refers as the realised obstacles that in opposite or existing still the moment
like rivals, confront from modifications also threat o shifting techniques (Cooke, Gardois and
Booth, 2018). The SWOT analysis be capable to prepare based on the reflected oneself,
moreover the analysis offers data and can recognise the demands to be perform and place issues
to position.
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Reflective statement- The preceding defined SWOT analysis is important for an individual to
handle career as an HR manager. In fact, a career of HR professional based on a range of
components that were mentioned in the SWOT analysis. This framework is crucial for individual
to prepare the personal development plan as per a person’s weaknesses in reference to develop
them at the earliest and in well framed way (De Lessio, Wynn and Clarkson, 2019). Under this
framework, there are some skills that are developed with time when someone become
experienced. All that is needed in here is that the person should concentrate on own personal
development plan to convert weaknesses in to strengths.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours
Requirements Personal Audit (Rating scale
0-10)
GAP
Knowledge
Administration
Employment
Training
Communication system and
procedure
7
8
7
8
I have no idea about
company’s rules and policies.
I did not offer training to
workers as there are large
number of workforce.
I have not attended training
last 5 months.
I have not attend weekly
meetings so i cannot
communicate to workers
effectively.
Skills
Leadership skill
Problem solving skill
6
6
I am not able to provide
effective guidance to workers
due to lack of understanding
about aims and objectives.
I do not resolve issues cause
of did not make concentration
4

Time management skill
Planning and organising skill
Communication skill
7
7
8
my work or task.
I do not perfrom my task
cause of not capable to
prioritise important task.
I do not give my proper time
for reading and training due to
which do not plan and manage
my work properly.
I do not interact my sub
ordinates and not conduct
weekly meetings.
Behaviours
Confidence
Team work
Initiative
6
7
6
I don’t have enough
confidence as they have not
conducted any motivational
programme within firm.
Lack of interaction or
communication i do not work i
team
At times i do not take show
interest and do not take
initiative regarding the work.
Benefits from skill audit- It is the process of evaluating and recording the abilities of a person
and team. It finds out skills gap within the company. It is essential for establishment so that in an
enterprise is to find out the information and abilities that the firm needs (Ellis, 2018). With the
assistance of skill auditing a company an now about its weakness and it can remove and offer
resolution for those cause through which issues maximise.
Drawbacks without skill audit- Within the establishment without skill auditing it is not identify
about the gap component and complexities which are occur in the company. If firm do not do
audit then it does not work the development of venture such as training sessions and meetings.
Objectives: What will I do What would be What will my Target dates for
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What to
want/need
learn?
accomplish
this? Or what
resources or
support will I
need?
the issues in
attaining my
aims?
success criteria
be? How the
progress will be
determined?
review and
completion
Planning and
organisational
skills
I develop my
capability by
reading
newspaper and
training.
I did not give
time to read and
get training.
Before doing the
work i plan
activities for the
task.
4 months.
Problem solving
skill
I performed in
several projects
to make
development in
this skill.
I did not
concentrate on
my task work.
To make
improvement by
workshop
response.
3 months
Time
management
skill
U performs by
task and attains
my aims and
objective timely
with by tome
administration
ability.
I was unable to
accomplish my
task on time.
To administrate
time by tutor
feedback.
3 months
Communication
skill
I read newspaper
and attend
coaching to
develop my
communication.
I did not talk to
my sub ordinates
and not read
news paper.
I require to make
engagement in
several actions
and reading
grammars, books
etc.
Ongoing
Team working I make
interaction and
communication
I was unable to
make interaction
with workers.
This can be
resolve by
involving in team
6 months
6

with the group. work and
accomplishing
the task.
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development
Overview of the organisation- Marks & Spencer Group plc is a British multinational retail
organisation which was incorporated in 1884 by Michael Marks and Thomas Spencer and is
headquartered in London, England, UK (Marks and Spencer Group PLC. 2020). The
establishment operate its business globally with the help of more than 1400 stores. There are
more than 80,000 people are employed by this form and these individual also make their
contribution in running the business ineffective manner by offering clothing, home products and
accessories to target audiences.
Difference between organisational and individual learning, training and development
In order to understand the difference between, it is essential to comprehend the concept
of comprehensive training and what its perks are. Since M&S has individual from varying
background, ethnicity and skill level, it is needed by the senior administrator to consider them
while formulating organisational plan of actions. This is useful for them in many circumstances
and administrating them in an effective manner. Inclusive training is all about promoting an
atmosphere where employers can gave same growth options, respect, equity, development and
favourable impact on consumers. Such an atmosphere is very useful for them, especially when
they want to sharpen their skill set.
Individual Learning vs Organisational Learning
In reference to M&S, organisational learning is symbolized as developing and learning
while working form an organisation. It has been analysed that majority of establishments as giant
as M&S have a well described culture and developing environment where they can innovate and
cheerfully learn (de Cruz, 2019). Apart from this, the activity of individual learning is all about
intentionally grabbing things and satisfying personal development requires. Individual’s skills
are the main component in this of learning process. The main points that differentiate the two
processes are:
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 Individual learning is associated to the employee’s self-improvement, while
organisational learning is more centred on overall needs for organisational change
(Sergeeva, 2019). The last term is about the development of the entire team alongside
the individual development.
 The basic similarity among the two kinds of learning is that both are factors of a never-
ending cycle. Individual learning will affect the company. For example, with the learning
of a worker, an establishment additionally improve and learn and the other manner
around.
 Individual learning will assist in the advancement of a person only; while the
organisational learning takes the entire team learns and improves.
 The individual learning will be a burden to the pocket of a worker and it would be time
consuming and needs much more resources.
Training vs development
The training is often related with new joiners and the inexperienced individual. the major
aim is to make them learn essential abilities that are required to carry out the day to day task in
M&S. Development is usually connected with the top level administrators and is very well
structured in order to develop the skills sets of administrator that will assist them in developing
in their career. The key differences among training and development are mentioned as under:
 The training is offered for a motive that workers skill will improve and get aligned with
the requirements of the company. Apart from this, development is all about earning
insight into the organisational tasks and colleting information.
 Training take place under supervision of experts who guide and direct workforce.
Whereas development is self learning activity. There is neither any instructor nor any
trainer who will offer required direction to administrator and executives.
P4. Analyse the need for continuous learning and professional development
M&S has an international presence and it is growing day by day having local and global
rivalry. In order to survive its business and sustain its position in global marketplace, it is
investing in ability and knowledge development of its workforce. It would assist them in
administrating several challenges (Maduka and et. al., 2018). The world and technology are ever
changing that maintain hindering the organisational development. it is crucial for the
sustainability of enterprise that its workers gain and improve professional skills. M&S is offering
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several training options in term of on the job and off the job to make development and learn as
well as grow in a corporate atmosphere and improve them accordingly.
Several research works have proved that constant learning is the key to growth in the
firm. M&S is putting millions of dollar in some schemes and training programmes. It is about
developing the capabilities and knowledge of manpower (Hafford‐Letchfield and et. al., 2018).
On a personal extent, the worker can advantageous from these schemes in several manners.
These would make them learn new abilities that will assist them in growing in the career leader.
Along with this, they would become the most sought after applicant for the company who want
to recruit individual to satisfy their target audience’s demands. It is essential to workers to stay
encouraged for a long time and remain valued for the organisation. There are several benefits of
continuous learning process:
 It develops the productivity and satisfaction between the workers that minimises
turnover rate.
 It assists in eliminating the business suspicions and market complexities that may
hinder the development of M&S.
Kolb learning cycle
As per views of Kolb, an individual improves knowledge by earning experience and gaining
information. The concept and theory, which is developed by Kolb, concentrates on internal
cognitive abilities of an individual. The four phases that are explained by Kolb are, focus
experience, reflective observation, abstract conceptualisation and active experimentation. The
essentialness of this concept in reference of the regular growth of a person is that it ease sound
determination devising in M&S (Elwyn, 2018). It would have several advantages such as
developed productivity, improved outcomes and manage the execution. This will have dual
advantages as both individual and organisational would be benefitted form it.
TASK 3
P5. Demonstrate understanding of how contributes to employee engagement and competitive
advantages
High performance working and its significance
This concept maintains an important place in the development and improvement of the
capabilities and executions of workers of business venture. It is a conception which concentrates
9