HR Skills for Developing Individuals, Teams, and Organisations

This report evaluates the skills, knowledge, and behaviors required of HR professionals, using Marks and Spencer as a case study. It includes a personal skills audit to identify strengths and weaknesses, coupled with a professional development plan. The report examines the differences between organizational and individual learning, emphasizing the importance of continuous professional development for sustainable business performance. It also explores how high-performance working contributes to employee engagement and competitive advantage, and measures different methods of performance management to support a high-performance culture and commitment within an organization.

Developing
individuals, teams and
organisations

Table of Contents
TASK: .............................................................................................................................................3
P1 Evaluate proper and professional skills, knowledge and behaviour needed by the HR
professionals................................................................................................................................3
P2 Examine a full personal skills audit in order to identify suitable 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.............................................................................................................8
P3 Examine the differences between organisational and individual learning, training and
development................................................................................................................................9
P4 Analyse the need for continuous learning and professional evolution to drive sustainable
business performance................................................................................................................11
M2 Utilise learning cycle theories to analyse the importance of implementing continuous
professional development. ........................................................................................................12
P5 Present understanding of how high performance working contributes to employee
engagement and competitive advantage within a specific organisational situation. ................12
M3 Examine the goodness of applying HPW with justifications to a specific organisational
situation.....................................................................................................................................13
P6 Measure different methods to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment...........................13
CONCLUSION:.............................................................................................................................14
REFERENCES:.............................................................................................................................15

INTRODUCTION:
the growth of any company is only done by focusing on the individuals, of the group of
individuals in the company that helps and supports in order to increase the productivity of the
organisation. It can be said that the evaluation of the employees of the organisation directly helps
to increase their efficiency of the work and will make them able to execute the other practices as
well. It will result in accomplishing the organisational goals of the company. For this report,
Marks and Spencer has been taken into consideration which is a international British company. It
basically deals in the home, food and clothing products across the world. The company was
founded in the year of 1884 and the headquarters is based in London, England (Yang and et. al.,
2022). The company was first founded by Michael Mark and Thomas Spencer. In the respective
report, the various topics have been cover like to examine the skills, knowledge and behaviour
of the HR which is required in any organisation as well as a full personal skills audit. In addition
to this the concept of continuous learning and professional evolution has also discussed along
with the high performance management skills of the manager has also been discussed.
TASK:
P1 Evaluate proper and professional skills, knowledge and behaviour needed by the HR
professionals.
The human resources management of any organisation always tries to focuses on the important
element which is basically to operate the activities in the organisation and to accomplish the
organisational goals and company targets as well. The human resource management is advisable
to maintain and manage all the other employees of the organisation to work efficiently and
effectively. There are some factors which are important for the HR manager in order to support
the employees and also to keep the work environment great for the them as well.
SKILL:
the human resource manager of the marks and Spencer are advised to have the following
skills in their personality which will make their work way more easier and will also help them in
maintaining, controlling, observing planning of their task as well (Watson, 2022).
 organisational skills: in context with marks and Spencer, these are the skills which helps
in assisting the manager in order to learn and understand how to prioritise their tasks
according to the requirement of the day. It basically makes them to set and also

accomplish their objective in a low pressure, and which can also make it easy to spare
some time in order to make healthy relations with the employees as well. It is important
as it enhances the efficiency and growth of the company.
 Problem solving skills: In context with marks and Spencer, it can be said that they have
to hire those HR managers which have the advanced skills of problem solving as it will
help them to maintain the work environment and can also make decisions if any conflict
may occur in the workplace as well (Tokede and et. al., 2022).
BEHAVIOUR SKILLS:
it can be said that behaviour of any individual plays a very essential role in managing the
employees of the company. good behaviour of the HR manager can also support the employees
and increase their efficiency of doing the tasks as well. The human resource manager of marks
and Spencer must have the following behaviour in their personality:
 team work: the managers face various challenges when it comes to operate with the team
and coordinate with them as well. It is because everyone has different opinions and
solutions for the problems. Therefore the human resource manager should keep their
team together and has to make sure that the issues do not create any kind of
misunderstanding in the whole team.
 listening power: it is very essential skills that the human resource manager should
posses, which will help them to observe and listen the problems of the employees and
make strategic plans in order to resolve them quickly as possible. In addition to this, they
also listen to the new and creative ideas of the employees if they have any and also
support them in any ways as well.
KNOWLEDGE SKILLS:
the HR manager of marks and Spencer should acquire the following knowledge skills:
 technology: the manager of the human resources is expected to know about the
functioning of the latest technology which is being used by the company (SMITH,
2022). It can help them in assisting the employees in the completion of their tasks and
motivate them to complete the work effectively and efficiently as well.
 administration understanding: the HR manager must have the knowledge of the whole
administration in the organisation. In addition to this, the different kinds of rewards are

also given in order to retain the employees and also to make the organisation operate to
achieve the organisational goals as well.
P2 Examine a full personal skills audit in order to identify suitable knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Personal swot analysis:
it can be said tat the human resources manager of any organisation should have all the
required skills that are required in a HR manager which basically helps them to operate their
tasks and also to accomplish their organisational goals as well. These factors can also help them
in providing assistance to their employees in terms of their professional career and guide them to
improve their skills which will be very helpful for them in the near future as well (Simpson and
et. al., 2022). This personal swot analysis includes the analysis of a HR manager. internal and
external analysis of a hr manager are:
Strengths Weakness
 Listening power: being an human
resource manager, I think that m,y
listening skills are great and as for my
position, this skills is very essential in
order to understand and observe the
needs and wants of the employees and
try to destruct any kind of problem if
any.
 Team work: the human resource
manager has to deal with various kinds
of activities which includes the
employees of the organisations. Hence,
to make healthy relations with the
employees and make a team is very
essential skill for the HR. I believe it
 Technology: personally, I believe that
my knowledge for adapting the modern
and advanced technology is a little low
which sometimes makes me left out. I
heel that understanding the technical
tactics and learning the new techniques
is a little hard for me in the
organisation.
 Administration understanding: as
discussed above that understanding the
administration for any HR manager is
very important, but for me, I some
times lack behind it. I sometimes may
not be capable of fully utilising mu
skills of understand the administration

will also help in improving my as well
as the team's productivity as well.
of the organisation and in managing the
tasks or the data of the employees as
well.
opportunities threats
 Problem solving skills: I believe that
my problem solving skills as a HR
manager are not that great. Hence, I
need to improve those skills as they
play a vital role in my position and will
also help in my future career as well.
 Management skills: being a HR
manager by profession, having
management skills is very important
for myself. But sometimes I lack
behind and hence I need to improve my
management skills which will help me
in learning more about the management
and getting more opportunities as an
HR manager in the future as well
(Sagar and et. al., 2022).
 Competition: it can be said that there is
a vast competition for almost every
firm in the market place. And hence the
employees of the organisation will need
more appropriate skills and qualities.
Therefore, it can be thread for me and
the company that if I fail to posses
those skills, my professional life will be
affected bad.
 Dynamic trends: the economy and the
market is very dynamic In nature.
Hence, there will be some
organisational changes due to the
dynamic effects which will also change
the goals of the company. Hence It can
be a threat for my if I fail to change my
knowledge according to the dynamic
changes happening.
The personal skill audit of the human resource manager of the Marks and Spencer is
described as follows:
skills Score to self Score by other person
Management skill 4 7
Problem-solving skill 5 5

Team work 5 4
IT skill 7 8
Personal Development plan:
the personal development plan of a HR manager of the Marks and Spencer which will
help them to understand how they can overcome to all their threats and how can they enhance
their skills and qualities more. The plan is as follows:
Skills Importance Action Taken Time period
Problem Solving Skill It is important as in
every organisation, the
employees face some
kind of issues which a
management should
listen and will help
them in many ways.
Hence this skill is
important in HR
(Robertson,and
Heckroodt, 2022).
The actions are being
taken into
considerations by
solving some
hypothetical situations.
It will help me to work
on the issues in less
time and come up with
suitable solutions as
well.
2 Months
Management Skill Management skills
involves the process of
managing their
employees in the
working and also to
help them in any other
issues as well. In
addition to this, to
increase their
Taking feedbacks
about my work from
my seniors in order to
improve my
management skills.
5 months

productivity of doing
tasks with efficiency
has also been
increased.
IT skill Having great
knowledge of using
the latest technology
and the software in the
company is important
for doing the task with
efficiency and to be
updated about the
works as well.
Therefore it is an
important skill to have.
By completing some
of the technical
courses online will
help me to get an easy
hand on the use of the
software (Morgan and
et. al., 2022).
9 months
Team work Team work is very
important for the
managers in order to
make the employees
do accomplishing their
goals in team.
By working and trying
to manage the already
existing teams.
2 months
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
There are five steps to create a personal audit:
 to ensure to have a management backing.
 Create the scope.
 Competency framework.
 Communicating the team.
 Collect and analyse the data.

P3 Examine the differences between organisational and individual learning, training and
development.
Difference between the organisational learning and the individual learning are as follows:
basis Organisational learning Individual learning
meaning
purpose
 Organisational learning can be
defined as the method which h is
basically used to focus on the
continuous modification of the
skills as well as the understandings
of the employees in any
organisation (Meadows and et. al.,
2022).
 It can be said that the main aim of
the organisational learning method
is that it focuses in solving up all
the issues as well as the challenges
which are being faced by the
employees of the organisation.
 The individual learning can be
defined as the method which is
being used by the organisation
in order to make its employees
feel motivated all the time and
also to encourage them to have
a high moral in order to pick the
modification or the changes and
then complete their task with
efficiency.
 The main aim of the individual
learning method is to enhance
the learning and the skills of the
employees of the organisation
in order to make them able to
accomplish their tasks with
efficiency.

benefits
 The importance or the benefits
which are being derived from this
method is that it helps the
organisation in evaluating up the
learning of the organisational
culture by the employees of the
company.
 The importance or the benefits
of using the individual learning
in the organisation is that it
basically helps the employees as
well as the management and the
staff members in order to
increase the productivity of
their works in order to increase
the productivity of the company
as well (Ly, 2022).
The difference between the training and the development are as follows:
Training development
 Training can be defined as the process
of education under which the
employees of the company gets an
opportunities to enhance as well as
develop their skills. They competence
and learn their new skills as per the job
requirements only.
 It is a short term process which is fixed
for the given time.
 Training is a job oriented process
(Lichtenstein, and Higgs, 2022).
 Training is however being performed
with the aim to improve the skills and
 Development can be defined as the
process of information under which the
guidance is given to the employees to
make them understand the importance
of growth and enhancement of their
skills as well.
 It is a long term process which actually
takes place by the outline of the
employee.
 The development is a career oriented
process.
 Development are performed in an
organisation with the aim of improving
the skills and knowledge of the

the knowledge understanding of the
employees in a way which will help
them to perform well in their current
job.
 training is a reactive process.
 Training basically means of learning
new skills and enhancing the already
existing ones.
employee for their future challenges.
 Development is a proactive method.
 Development basically means to
implement the learned skills and to
develop some new as well and to
implement those as well.
P4 Analyse the need for continuous learning and professional evolution to drive sustainable
business performance.
The continuous learning can be defined as the process of completion of the development
of an individual by learning only. The employees of the organisation need to have a continuous
learning as well as evolving process in the company which will help them in acquiring some
skills and also to learn how to have self regionalisation which can also help in becoming a
productive assets for the company (Bertello and et. al., 2022). There is a continuous need for the
evolution to be made in the organisation. It is however necessary for the growth development of
the employees. The evolution process in the individuals is basically all about learning the new
types of knowledge, and the skills sets on a regularly basis which will result in the efficiency in
the works of the employees. In context with Marks and Spencer, the human resource
management has to focus more on the continuous career development and growth of their
employees as the market and the economic conditions are very dynamic in nature. Therefore the
company also need to be changing its works accordingly. The employees sometimes get
confused by the management's understanding and the training that has been provided by the
company itself. But it is not good for them as well as the company and hence they will require a
number of kills and abilities in order to face any issues in future. The need of the continuous
evolution and continuous learning in marks and Spencer is as follows:
 enhance productivity: it can be said that the modern and advanced technology is
growing very fast. But on the other hand it also alter many ways of the operations and
helps in the product improvement as well (Dalcher, 2022). Continuous learning can help

the organisation to make and environment which makes them to learn the new technique
which can make their work more effective and make them understand to focus on
identifying the best solutions to their problems. Therefore it can be concluded that having
continuous learning in the organisation can help them in acknowledging that how the
objectives are being accomplished to increase the profitability of the company as well.
 Keeping competitive advantage: the continuous development can be defined as the
process which plays a very vital role in providing the companies the competitive edge.
The business environment is very big and sometimes it becomes very tough on the new
entrances of the companies in the marketplace (Dalcher, 2022). In context with marks
and Spencer, the competitions the market is very vast in between the companies in order
to attract more number of consumers towards them. For this, they need to plan specific
strategies and should perform accordingly. They also need to focus on the working
environment of its employees as well.
M2 Utilise learning cycle theories to analyse the importance of implementing continuous
professional development.
Continuous professional development is important as it helps in enabling all the individuals to
strengthen and improve their skills and qualities of the employees in the organisation.
P5 Present understanding of how high performance working contributes to employee
engagement and competitive advantage within a specific organisational situation.
High performance working in the company makes it a continuous method which basically
helps in maintain and guiding the employees of the organisation in order to make them more
productive upon their works. On the other hand, a systematic worker can help the organisations
to complete the targets and also by increasing the performance as well as the productivity of the
employees. It can be termed as a productive methods which can guide Marks and Spencer to
have maximum amount of income in order to decrease the threats they are having. In addition to
this it can also be productive as it will help them to have all the opportunities and their strengths
and use them in an effective manner (Dang and et. al.,2022). The ways in which the high
performance working contributed in the engagement and creating a competitive advantage are as
follows:

 Flexibility in working environment: the company makes sure of that there is a healthy
and safe working environment for their employees in order to keep them constantly
motivated towards their work as well as the work of others by engaging with them and
accomplish the organisational goals as well. In context with the Marks and Spencer, the
company has to make sure to provide a working environment which is healthy and
comfortable and also help their employees in providing different training sessions
(Gregory and et. al., 2022). This helps in removing the competition and to focus on the
productivity of their own organisation.
 Developing long term objectives: the companies however keep making their employees
the importance of attaining their organisational goals. They always make sure to remove
any kind of confusion which has been developed by mistake. in context with the Marks
and Spencer, the management has the responsibility to covey their objectives to their
working employees which makes them accomplish their work on the timeline which has
been given.
M3 Examine the goodness of applying HPW with justifications to a specific organisational
situation.
The importance of high performance management helps in increasing the profits of the
company as well as the sales and the profitability of the employees, and also give high job
satisfaction and more career opportunities for the career as well as the personal development of
the employee.
P6 Measure different methods to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment.
Performance management c an be defined as the process which majorly focuses on increasing
and enhancing the productivity of the employees in any organisation. The approaches which has
been used by Marks and Spencer for maintaining the performance management are as follows:
 Conception Approach: this is the approach which basically focuses on the level to
which the individual gains those specific attributes as well as all the traits which are
actually desirable and beneficial to achieve the wanted success. In context with the Marks

and Spencer, their management has to notice their employees productivity and also
evaluate their workings in order to improve their work if needed.
 Relative Approach: in this approach of performance management, the human resource
manager calculate the total productivity of the employees in the organisation with the
help of analysing their workings and their aim of accomplishing their organisational goals
as well (Guillaume and et. al., 2022). In context with the Marks and Spencer, their
managers can actually use this method and make a report analysis of the working of their
employees to know who is lacking behind in the productivity and accomplishing the
organisational goals as well.
CONCLUSION:
From this report, it has been concluded that the human resource manager plays a very important
role in any organisation. They however require some skills and qualities for this job role to
maintain the productivity of their company. These skills and qualities basically helps in
enhancing the qualities of their employees in order to increase the productivity of them. In
addition to this, the personal swot analysis has also been discussed to know all the strengths and
weaknesses and the threat and opportunities they have in their surroundings and a skill audit
which will help them to know at which filed they have to work upon. Lastly, the HWP which
helps the management in improving the employee engagement and making them able to
accomplish the organisational goals has also been discussed.

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