Developing HR Professionals: Skills, Learning, and Performance at M&S

This report examines the critical elements of HR professional development, focusing on the case of Marks & Spencer. It begins by identifying the essential professional knowledge, skills, and behaviors required of HR professionals, covering areas such as policies, laws, communication, and decision-making. A personal skill audit and professional development plan, including a SWOT analysis, are then presented. The report further differentiates between organizational and individual learning, training, and development, emphasizing their impact on individual and organizational success. Finally, it explores how high-performance work practices contribute to employee engagement and competitive advantages, and compares different approaches to performance management, supporting a high-performance culture and commitment within Marks & Spencer. The report highlights the interconnectedness of individual, team, and organizational development, underscoring the significance of people improvement in driving business success.

Developing Individuals,Teams
and Organisational

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1 ................................................................................................................................................1
P 1 Professional knowledge, skills and behaviour required by HR professionals .....................1
P 2 Personal skill audit and professional development plan ......................................................3
LO 2 ................................................................................................................................................5
P 3 Difference between organizational, individual learning, training and development ...........5
P 4 Continuous learning and professional development to sustainable business performance . 7
LO 3 ................................................................................................................................................9
P 5 HPW contributes to employees engagement and competitive advantages ..........................9
LO 4...............................................................................................................................................10
P 6 Difference approaches to performance management and ways of support high
performance culture and commitment .....................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
The individual development play vital and essential role in the team as well as
organizational success. High performing teams are building areas of the upper class companies
which are allowed by the effectiveness of the single persons within them. It is interconnection
among the potency of the single person, team and company which warrant firms to consider
people improvement as the business important (Bolden, 2016). This study is based on Marks and
Spencer. It is the British multinational retailer which specialise selling in high quality clothing,
home and food products across the world. Report will determine suitable professional
knowledge, skills and behaviour required by HR professional. It will analysis completed personal
skill audit and professional development plan for given job role.
LO 1
P 1 Professional knowledge, skills and behaviour required by HR professionals
Professional Knowledge:
It is necessary to human resources professionals to have the professional knowledge of
their job role which includes policies and procedure of human resources, law and government,
education and training as well as other knowledge.
Policies and Procedure: It is necessary to understand the policies and procedure relating
to human resource department as well as business (Thorpe, 2016). Therefore, human resource
professional must have knowledge about the different policies like recruitment, selection,
training and labour relation as well as human resources information system within the Marks and
Spencer.
Laws and Government: It is the necessary to understand all regulations and laws
relating to human resources management within the business organisation. Thus, human
resources professionals must have knowledge about the various laws like health and safety,
employment legislation, equality or discrimination etc. within the Marks and Spencer.
Education and Training: It is the needed to have knowledge about the procedure,
principles and method of education and training design, instruction and measurement of training
effects on the performance of individuals and team within the business (Moxen and Strachan,
2017). Therefore, human resource professional must have knowledge about the training methods
and procedures within the Marks and Spencer.
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Professional Skill:
It is necessary to have professional skills and competencies as human resource
professional skills and competencies which includes time management, coordination, critical
thinking, communication and so on.
Time Management Skill: It is the necessary to manage the own time and others.
Therefore, human resource professionals must have time management skills which can aid to
complete the work or activity on time duration (Liljenberg, 2015). If the human resource
professional have timer management skill, so that they are easily managing own and others time.
Communication Skills: It is necessary to communicate effectively in both oral and
written manner. Therefore, human resource professional must have able to communicate and
express clearly yourself. The human resource area need lot of communication as the team in
change of recruitment which implies series of interview.
Decision making Skills: There are lots of decision making included in human resource.
Therefore, HR professionals must have skill with the help of making the decisions about the
human resource activities like recruitment and selection etc (Frankel and PGCMS, 2019).
Professional Behaviour:
Professional behaviour is the most essential part which human resource professional
require to succeed looked very different to way they look today. The behaviour is most valued in
human resource professional within the Marks and Spencer.
Transparency and trustworthiness: It is needed to play role confident to human
resource professional when workers are having issues with someone else at the company (Gess-
Newsome, 2015). Human resource professional are expected to deal with highly sensitive issues
like pay and benefits, personal challenges effecting work in the Marks and Spencer.
Adaptability and versatility: Adaptability is the behaviour trait which aids determine
ways of responding changes. People with ability are frequently described as flexible team
players. Therefore, human resource professionals must have ability to create programs to teach
resiliency and believe adaptability trait which is key determinant of success. Human resource
professional are being known as on to be versatile and eligible in relation to succeed.
Collaborative behaviour: It is necessary to behave collaborative in relation to work with
employees by human resource professionals (Nicholas and Wells, 2017). Therefore,
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collaborative working is the essential part of managing the work or task within the Marks and
Spencer.
P 2 Personal skill audit and professional development plan
Personal Skill Audit:
The personal skills audit is important procedure for assessing and recording abilities of
individual or team. The aim for conducting skills audit is to recognise abilities and knowledge
which require the individual as well as skills that single person has currently (Campbell-Barr,
2019). Also, these are normally done to define training needs, so that an individual can develop
abilities and knowledge. In order to that, an individual needs to done the SWOT analysis of skills
and cognition.
SWOT Analysis:
Strengths
 I have great communication skills both
written and oral.
 I am effectively managing my time by
which I am managing time others team
members.
 I haver great knowledge about the
human resource management practices
and legislations.
Weakness
 I have lack of decision making skill in
relation to make quick decision within
the Marks and Spencer.
 I have lack of confident skill in terms of
make judgement quickly. '
 My organisation and management skills
are very weak.
Opportunities
 I want to gain the valuable transferable
skills.
 I want to work with new people within
new culture.
Threats
 I am easily distracted at my work.
 My finance skills is very weak.
 Lack of technical skills and
knowledge.
Professional Development Plan:
The professional development plan require ability and competency development as well
as objectives individual will need to achieve in relation to support constant development and
career growth (Chaine and Mestas, 2017). This plan is made by manager who are working
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closely with the staff members to determine needed abilities and resource to support the staff in
relation to career objectives and needs for Marks and Spencer.
Skills and Knowledge Activities Resource Time frame
Decision Making
Skills
I am unable to make
quick decisions like
recruitment and
selection, making
policies and procedure
of HR. In order to that,
I want to develop my
skill through take
advice from my
superiors for making
the quick and effective
decision in the
workplace.
I will take information
about the task from the
online resource and
making the decision
appropriately which
can aid to improve
decision making skills
which is most essential
skills as per my job
role within the Marks
and Spencer.
I will develop my
decision making skill
within the 1 week.
Technical Knowledge Recently, I have no
knowledge about
technical like
information, HR
software and others.
Thus, I want to
develop my technical
knowledge through
attending the training
sessions.
I will read the books
and taking information
from online resource
for developing my
technical knowledge,
so that I can utilise the
HR software in my
work which is most
essential skills as per
my job role within the
Marks and Spencer.
I will develop my
technical knowledge
within the 1 month.
Management and
organization skills
Recently, I am unable
to manage all activities
I will clear my all
doubts and reading the
I will develop my
management and
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of human resource
management like
training, recruitment
and selection as well
as individual
development plans
within the Marks and
Spencer. I will take
suggestion to my
superior for creating
individual plan and
training methods will
be utilised in the
workplace.
different training
method from online
sites for improving my
management and
organisation skills
which is most essential
skills as per my job
role within the Marks
and Spencer.
organisation skills
within the 2 weeks.
LO 2
P 3 Difference between organizational, individual learning, training and development
Comparison between Organisational and Individual Learning:
Criteria Individual Learning Organizational Learning
Meaning Individual learning is determined
as capacity to build understand
through individual reflection
about external.
As compared to, organizational
learning is the procedure of
making, retaining and altering
knowledge within the Marks and
Spencer.
Importance Individual learning is important
for individuals to be aware
preferred styles in relation to take
benefits of chances for learning
(Shin and Konrad, 2017).
As opposed to that, organization
learning is essential for increase
decision making in the allocation
of resources in the company.
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Purpose The aim of individual learning is
to develop skills and knowledge.
Besides that, the purpose of
organizational learning is to
improve the culture of the
company.
Comparison between Organisational and Individual Training and Development:
Basis Organizational training and
development
Individual training and
development
Meaning Organization training involves
training to support strategic
business objective of firm.
As compared to, Individual
grooming which is personalised to
take into thought the difference
among the learner (Flores,
Posthuma and Campion, 2016).
Purpose The aim of organisation training is
to improve skills and knowledge of
employees within the Marks and
Spencer.
As opposed to, the aim of
individual training is to aid single
person reach short and long term
career objectives.
Individual and organizational learning, training and development are very essential
aspects for individual as well as company. Learning aids changes and inventions, so that
company sustain competitive advantages is that individual learning leads to improve
organizational learning and high individual execution that together positively effect performance
of Marks and Spencer. Organizational learning is procedure of improving activities through
better knowledge and understanding (Latorre and et.al., 2016). Organizational learning effects
ability to performance of firm. On other side, training and development is also essential for
individual as well as company. In order to that, human resource department needs to provide
extensive training to developing the skills and competencies for individual development as well
as improving the culture and performance of the firm. Also, human resource director needs to
conduct training programs which includes determine training needs, maintaining training
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capacity, giving training to address those wants and measuring training powerfulness to
employees within the Marks and Spencer.
In addition to that, HR director focus on preparing the individual development plan for
improving the performance and skills as well as knowledge of single person. Also, this can aid to
job satisfaction of individual that can directly impact on team performance and behaviour within
the organization. Organizational training promotes and assists employees as well as
organizational development. The fields gives training chances which allows workers at all levels,
to improve the abilities and competencies which is necessary to be successful in their selected
career or make for new accountabilities through involving in various of development programs.
Training and development is the area that is taken up with activity of firm that purpose is
bettering the execution of single person and team in company setting (van Esch, Wei and
Chiang, 2018). Organization development is planned, top down, company wide efforts to raise
effectiveness and well-being. The development is accomplished through involvement in
procedures of Marks and Spencer utilising behavioural knowledge. The determination of goals
of training and development will depend on personal and company objective through identify
strategic planning procedure and appraisal process. It involves different activities like mission,
values, constantly personal and professional development of employees within the Marks and
Spencer.
P 4 Continuous learning and professional development to sustainable business performance
Continuous learning:
Continuous learning is about the continuant enlargement of abilities and skills-sets
through learning and raise knowledge. As the changes in life, the need to adapt both personally
and professionally which is real as modification themselves at the personal level. On other side,
constant learning is about promote and expand skills-set in outcome to changing atmosphere and
new improvement at professional level (Bolden, 2016). It is determined by the activities the
single person carries out regularly in relation to constant raise knowledge on the individual level.
In order to that, constant learning has to do with turning team to adopt to modifications in
the business atmosphere in the Marks and Spencer. It is the essential because the ever-changing
economic status demands which any group be up to date with the latest knowledge. Also, it can
be flexible and effectively adaptable to any modification which can be needed.
Professional Development:
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Professional development is learning to gain or maintain professionals certificate like
academic degrees to formal coursework, attending the conferences and informal acquisition
chances located in exercise. It has been defined as intensive and cooperative, thought integrating
on evaluative step (Thorpe, 2016). There are many of methods to professional development
involving conference, coaching, mentoring, reflective supervision and technical support.
Constant professional development is essential because it assures continue to be competent in
profession. It is ongoing procedure through professional career.
Business Sustainability and continuous learning:
Human resource director needs to grasp culture of invest in people that has played
leading role in companies like Marks and Spencer training their worker instead of recruit new
people. This can be more expensive on different levels (Moxen and Strachan, 2017).
 Company want to invest in retaining their talent and developing pool of talent, so that
they can keep workers well trained and up-to-date.
 With this, they can response to ever-changing requirements of the selected organization.
 Also, it develop sense of trust and keeps workers involved and interested since new
ability are continuous (Continuous learning, 2018).
 Continuous learning refers to show their workers that are worth investing for firm apart
from saving money.
 Continuous learning will aid to increase commitment for improving culture of
organisation as well as its sustainable performance within industry.
 Also, this can aid to raise the productivity of individual which directly impact on team
and organisation behaviour as well as performance (Liljenberg, 2015).
Continuous professional development (CPD) at workplaces:
CPD is essential because it presents benefits to the single person, their profession and
public. Also, it is important to improve the culture and environment of Marks and Spencer.
 It ensures capabilities keep pace with standards of others in the similar areas.
 Also, it assures that maintain and increase knowledge as well as abilities individual or
team need to deliver professional service to consumers and community (Frankel and
PGCMS, 2019).
 CPD aids continue to create purposeful efforts to team. This can become more impressive
in the Marks and Spencer.
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 It assists advance the gathering of knowledge and technology within the profession.
 Continuous learning and professional development efforts to developed protection and
quality of life, atmosphere, sustainability and economy (The importance of continuing
professional development, 2014).
 There are many benefits of professional development plan which includes like raise
retention, build confidence, believability, make succession planning easier, identification
employees and efficiency.
 In order to that, human resource director needs to use the professional development to
build skills sets which necessary to individual within the Marks and Spencer.
 With the help of continuous professional development, an individual performing
effectively which can directly impact team working and behaviour in the workplace
(Gess-Newsome, 2015).
 Also, this can impact on the performance and behaviours as well as development of
Marks and Spencer in the retail industry.
LO 3
P 5 HPW contributes to employees engagement and competitive advantages
HPW stands for high performance working is the general concept to manage companies
which purpose to impact more effective employees engagement and commitment in relation to
accomplish the large level execution within the firm. High working performance is the practice
which can be determined activities of improving the capacity to effectively attract, select,
develop and retain high performing employees (Nicholas and Wells, 2017). High performance
working is classified to be regular mode of dealing with workers in linked with objective of
accomplishing best expected employees efforts and responsibility to achieve objectives of the
best possible execution. It is the important since raising availability of great abilities and
knowledge at the Marks and Spencer. High performance working exercises involves modes of
deals, employees relationship, leadership and mentoring as well as development of firm.
HPW contributes in Employees Engagement:
High performance working involves the integration and performance of number of
exercises comprehensively with success and profits done in organisation like Marks and Spencer.
It depends on reasons created from methods which single person and execution of the firm which
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