M&S HR: Developing Teams, Individuals, and Organizational Skills

This report provides a comprehensive analysis of HR professional skills, team development, and organizational learning within the context of Marks & Spencer (M&S). It begins by identifying the essential knowledge, skills, and behaviors required of HR professionals, including leadership, communication, and business acumen. The report then examines individual and organizational learning, highlighting the differences and benefits of each approach, with a focus on how M&S can leverage these strategies to enhance employee skills and drive sustainable business performance. Furthermore, the report discusses the importance of continuous learning and professional development in fostering a high-performance workplace, emphasizing the role of performance management techniques in motivating employees and achieving a competitive advantage. The report concludes by offering insights into various performance management approaches and their practical applications within the M&S environment.

DEVELOPING TEAM
INDIVIDUAL AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining appropriate and professional knowledge, skills and behaviour that are
required by HR professionals.................................................................................................1
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for
developing a plan of given job role........................................................................................3
TASK 2............................................................................................................................................6
P3 Difference between organisational and individual learning in training and development6
P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance...........................................................................................8
TASK 3............................................................................................................................................9
P5 Understanding of HPW in contribution to employees engagement and competitive
advantage in specific organisational situations......................................................................9
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management with a specific examples................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In order to give tough competition and increase efficiencies of business, it becomes
essential for all organisations to develop skills of their employees. In this regard, by organising
training and development program at workplace, HR managers can increase productivity of
employees on individual and team basis. It will help in getting contribution of workers towards
achievement of business objectives. In this regard, present assignment is made to discuss the
importance of development of team and individuals. Company which is taken for this purpose is
M&S which deals in retail sector and serve products worldwide (Pinjani and Palvia, 2013). This
report highlights the knowledge, skills and behaviour possessed by HR professionals to manage
whole working environment. Furthermore, importance of organisation and individual learning is
evaluated to increase productivity of employees. In addition to this, concept of performance
management with some approaches to motivate workers also described in brief.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behaviour that are required
by HR professionals
Today, every organisation seeks to get high skilled and experienced employees at
workplace. For this purpose, it is necessary for managers to organise training and development to
develop skills and knowledge of workers. In context with M&S, this company of UK has large
working organisation and operate business in many countries. It offers high branded clothes to
customers on reasonable price rates. In order to manage whole working environment and
maintain reputation of business at marketplace, some knowledge, skills and behaviour that HR
managers should possess are given as below:
Skills to be possessed by HR professionals
Skills are defined as abilities of an individual that makes able to manage whole working
environment in systematic manner. In context with HR managers of M&S, to deal with multiple
situations, some necessary abilities are:-
 Leadership and managerial skills: To influence workers towards achievement of
business objectives, it is necessary for managers to should have possessed high
managerial skills. Through leadership qualities, they can develop collaboration among
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working staff and assist them to work in team (Knowledge and skills required by HR
professional. 2016).
 Strong communication: Since in M&S, to gain competencies, its employers used to
implement new technologies in business on regular basis, which may increase employee
resistivity. Therefore, by strong and effective communication, HR managers convince
workers to adopt new technology and give support in achievement of set goals (Amabile,
2012).
Knowledge to be possessed by HR professionals
Knowledge refers to information which is gained by individuals through academic
classes. Having right knowledge aid HR managers to take rights decision in quick manner related
to increase efficiencies of business (Ford, 2014). Thus, for formulating strategies and policies,
managers of M&S have following knowledge:- Business knowledge: This type of knowledge aid managers to develop policies which are
in favour of organisation. Right knowledge of business helps them to give effective
suggestions to employers of M&S to set goals and determine area where changes can be
made to improve sales performance.
 Laws and regulations of Government: To develop policies of business like job
employment, payroll, compensations, appraisals and more, it is amendable for HR
mangers to possess right knowledge about governmental rules and regulations. It will
help in running business and giving employment to workers in legal manner.
Behaviour required by human resource professionals:
Behaviour can be defined as attitude which shows individuals have to behave and
develop interaction with others for convey a message (Goetsch and Davis, 2014). In this regard,
two types of behaviour that HR managers of M&S must show are:- Ethical behaviour: This type of attitude of manager helps in developing and maintaining
positive environment within organisations. It aids in formulating policies and strategies in
ethical manner as well as motivate workers to give high contributions in success of
business.
 Decisive Thinker: Managers of human resource department are considered as high
decisive thinker. Being decisive in thinking procedure refers to key for being an effective
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business partner. Therefore, having this ability or behaviour, HR managers can analyse
situation of workplace and take actions accordingly which help in resolving the same.
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for developing
a plan of given job role
Personal skill audit refers to technique by which individuals can judge in which area they
are good and where development is needed. In context with M&S, which is one of the best
retailers in the world, to work under this company, it is necessary for a person to should possess
high abilities and knowledge (Ford, 2014). As an HR manager in this company, to fulfil
requirement of business, it is necessary for me also to analyse own strengths and weaknesses
also. Therefore, for this purpose, I have audited my skills in following manner:-
Strengths: The area where it can be shown that I am perfect to gain this position is
effectiveness of communication. I have analysed that the main strengths of mine is strong
communication power. Through this ability, I can turn negative environment of workplace into
positive one, by convincing workers to adopt new technologies.
Weaknesses: Apart from strong communication skills, the areas where I need to develop
my skills are problem solving and time management. Due to less experience in solving complex
situations of workplace, I fail to complete a project on time. In addition to this, sometime I also
feel unable to take quick decisions which also arise various problems.
Therefore, to overcome from my weaknesses, I have developed personal development
plan as shown below:-
As per HR professionals, personal skills audit has been comprehended as below:
PERSONAL SKILLS AUDIT
Serial
no.
Learning
objective
Current
proficiency
Target
proficiency
Development opportunities Time scale
1 Problem solving
skills
3.5 5 In M&S, there are several
situations arise in business on
regular manner like conflicts
between workers, resistance
to accept changes, high
demand of suppliers etc.
30 to 45
days
3

where I need to take actions
to handle such issues.
Therefore, by taking some
business classes under
professional institute, I can
develop my skills to identify
how to deal with problems.
2 Decision
making
3 5 It is another weakness of
mine which assists me to
work under seniors and upper
level of management. Under
supervision of them, I can
analyse how to take right
decisions in quick manner so
that performance of business
can be increased.
2 to 3
months
3 Time
management
3 5 In order to improve
efficiencies of business, it is
necessary for managers to
complete a project in given
span of time. But conflicts
among team-members and
availability of limited
resources, sometime disturb
whole process. Therefore, in
this regard, by taking some
time management classes, I
can learn techniques to
manage workplace and how
to complete a project on time.
2 to 3
months
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.
TASK 2
P3 Difference between organisational and individual learning in training and development
Individual learning: This concept shows personal abilities of individuals by which they
develop own knowledge and gain experience (Berry, 2011). By working under guidance of
seniors and get training on individual basis, employees can reduce own weaknesses and develop
abilities to perform well.
Organisational learning: It can be defined as training program which is organised to
increase productivity of employees. Through such type of training, a company can bring
collaboration among workers by giving them equal chance to learn how to work in desired
manner.
In context with M&S, it’s HR managers provide both type of training as per demand of
business. It helps in reducing skill gap between high professionals and less skilled workforce as
well as develop effective relations in them (Amabile, 2012). Through both type of training, M&S
get advantage to reduce high labour turnover and chance to gain competencies as well.
Individual learning Organisational learning
 This kind of training gives opportunity
to workers to reduce their weaknesses
and develop abilities to give best
performances.
 Providing training on individual basis
seems to be complex for M&S as it has
more than thousands of workers.
 While it provides change to company to
reduce skill gap between workers and
generate equality in them by giving
training in group.
 It is easy for developing skills and
make employees familiar with new
working environment or technologies.
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P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance
Continuous learning – It will helps at workplace which reduces their capabilities and
abilities and also enhancing their skills in an appropriate manner. In these procedures, an
individual can increase their skills and knowledge by personal experience.
Professional development – It is considered as various concept from continuous learning.
In this process, a person acquires knowledge and abilities by taking academic and professional
degree in proper manner. For having professional in business, it will assist employees to solve
their issues and problems in easy manner. Along with this, it also helps in enhancing morale of
other employees.
Thus, in the large organisation both kind of learning program which are assist in
continuous learning and professional development are required. It assist in driving sustainable
position and increasing performance of the business for gaining higher growth or development.
In the Marks and Spencer organisation, both type of learning helps staff members which enhance
their skills and knowledge by working under the professionals. It includes, it is required for
company manager is to manage and maintain some kind of training sessions for employees
through which high skilled and talented work force that can be gained in better manner (Gibbs,
2013). In addition to this, they need to track all records of each and also compare their
performance with their previous experiences so that this will helps in examining whether
employees have learnt skill properly (O'leary, Mortensen and Woolley, 2011). For reduces the
labour turnover, it is the main duty and role of human resource manager is to provide quality
based and positive environment to their staff members which assist them in performing good
work. So they can easily gain higher profitability and income. It assists staff members in sharing
reviews and views with each other which develop and build strong relationship with them. Thus,
all such procedures help marks and Spencer in gaining productivity of employees and reaching
with their goals and targets in given time frame. For creating improvements, a person must
acquire skills and knowledge in better manner. According to this outcome, it will assist company
in gaining high competition advancement and making accurate decision making procedure.
Advantages of learning process described as under:
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Abilities lead an employee to became confident – When an employee are being capable
for performing their work in given time period so this will help them in increasing confidence
level in proper manner. Along with this, it will also helps in motivating and encouraging other
people to work by creating feeling of competition among them.
Growth of an individual and organisation – Through providing learning program,
company manager provides opportunities to staff members which assist them in growing and
developing in better manner. It helps in enhancing productivity of them and also gains loyalty
among them.
TASK 3
P5 Understanding of HPW in contribution to employees engagement and competitive advantage
in specific organisational situations
High performance working defines that term which is the procedure of developing and
maintaining work place of an organisation. It helps company managers in giving employee
engagement through which difficult work of business can be achieved in short time period. HPW
force superior of enterprise to engage employees in large group task if they are belongs to
various types of cultures. It assist them in developing strong relationship with each other so they
can share all their thoughts and ideas in better way. This would assist employees in reducing
weak point and increasing skills and knowledge in specific sector (McCormack, Manley and
Titchen, 2013). Therefore, company manager can use various approaches for improving present
skills and knowledge that will return enable workers in order to enhance their performance for
particular activities and functions. Marks and Spencer has large working surroundings in which
large number of staff members are performing working in the work place in order to reach with
goals. Sometime, there are conflicts and disputes occur within an organisation due to lack of
coordination. Therefore, for resolving these issues HPW assist company management in
formulating good relationship among them by which they are high committed for gained.
In marks and Spencer, there are various ways for enter in the new marketing area where
large number of competitors are exist. Therefore, it is required to provide innovative products
and services according to the needs and demand of customers. Through HPW procedures,
company managers are used to develop collaboration between employees and it influences them
to work hard for reaching with set goals and targets. In addition to this, it also assist them in
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using resources in more economic way by improving and increasing performance level of staff
members of business (Seibert, Wang and Courtright, 2011).
High Performance working includes different process which helps company in gaining high
commitment of employees that can lead towards success of business goals that are described as
under:
Team building – It is determined as an important procedures of high performance
workforce through which superiors of a firm so they can gain loyalty of employees and their
support in reaching with business targets effectively. In these procedures, managers select large
number of members that can assist in developing strong team and assign them various roles or
duties according to the skills and abilities of them. This will helps in completing work on given
time and obtaining higher results of business.
Share duties – For working the team, workers can share their roles and duties with other
members in easy way that can reduces the stress level. Along with this, it can lead them in
generating strong or good relation and getting new experiences.
TASK 4
P6 Different approaches to performance management with a specific examples
Performance management is the procedures which assist in developing knowledge and
skills of employees, enhancing their productivity and increasing organization performance level.
It is that type of process which mainly conducted by human resource manager of the company
and they are liable for making records of workers on individual basis in order to measure
performance of them (Schaubroeck, Lam and Peng, 2011). It can helps firm in creating positive
working environment through which employees can do work in better manner. In addition to
this, performance management system are involves:
 Developing or creating a appropriate recruitment by forming clear job description.
 To measure and evaluate the performance of firm and its productivity too, hiring
qualified or skilled workers in the workplace. With the help of this, they can gain
higher income and profitability in proper manner.
 Giving proper guidance and lead towards right direction to their workers which
assist them in reaching with desired goals and targets in the given time period.
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 They are required to monitor and evaluate the employees performance as per this
the company manager distribute their work or task at the workplace.
 It is necessary for firm manager is to organize and manage training and
development sessions to reduce the weakness of employees and increasing their
skills and knowledge.
 Provides compensation and rewards to workers according to their performance.
Some approaches of performance management are :
 Comparative approach – in this type of approach of performance management,
company mangers and leaders of firm are used to provide ranks to workers from
high to low margin according to the working abilities of them. Marks and Spencer
provides wards and wards to their employees who gained top position in the
ranking.
 Attributes approach– In such type of approach, employees are getting ranks from
manager on the basis of parameters set by superior managers. Rating procedures
includes the way of problems solving methods, communication way, various and
innovative ideas possessed by them and so more (Pinjani and Palvia, 2013).
 Behavioral approach – It is determined as one of the oldest approach where
company managers of marks and Spencer used a BARS method that includes scale
of 1 to 10 rating. For providing rate to workers, employee needs huge facts and
figures regarding them which consume more time.
CONCLUSION
From the above mentioned report, it can be concluded that every individual in an
enterprise play an essential role in providing various advantages to the firms. For creating
improvements, a person must acquire skills and knowledge in better manner. According to this
outcome, it will assist company in gaining high competition advancement and making accurate
decision making procedure. The supervisor of organization can encourage and motivate their
workers that can help them in reaching with set goals and targets in given time period
effectively. Therefore, company manager can use various approaches for improving present
skills and knowledge that will return enable workers in order to enhance their performance for
particular activities and functions.
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REFERENCES
Books and journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
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.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
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.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Williams, C. L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new
economy. Gender & Society. 26(4). pp.549-573.
Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >.
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