Report on Developing Individuals, Teams, and Organizations

This report delves into the crucial aspects of human resource management and organizational development, using Marks and Spencer as a case study. It begins by identifying the essential knowledge, skills, and behaviors required of HR professionals, followed by a personal skills audit and development plan. The report then differentiates between organizational and individual learning, training, and development, emphasizing the importance of continuous learning and professional development for sustainable business performance. Furthermore, it examines how high-performance work contributes to employee engagement and competitive advantage. Finally, the report evaluates approaches to performance management, supporting a high-performance culture and commitment within the organization, providing a comprehensive analysis of HR practices and their impact on organizational success.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine appropriate knowledge skills and behaviour which is required by HR
professionals................................................................................................................................3
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan....................................................................................................5
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual learning, training and development.......6
P4 Continuous learning and professional development to drive sustainable business
performance.................................................................................................................................8
TASK 3 ...........................................................................................................................................9
P5 Understanding how HPW contributes to employee engagement and competitive advantage
......................................................................................................................................................9
TASK 4..........................................................................................................................................10
P6 Evaluate approaches to performance management and demonstrate with support high-
performance culture and commitment.......................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Individual development is defined as a tool which assists career and personal
development for reaching career goals. Developing is a primary purpose that helps individual,
team and organisation for improving current job performance. It expands ability and improves
individual capability (Belbin, 2012). This report is based on Marks and Spencer a multinational
retailer company which is specialised in clothes and other retail businesses. The purpose of this
report is to look after on individual knowledge, skills which are required for HR professional. As
per chosen organisation, they consider developing plan for job role. Apart from that company
describe individual learning, training which make continuous development by driving
sustainability. Regarding organisation, here examines contribution of employee with competitive
advantage and evaluate performance management.
TASK 1
P1 Determine appropriate knowledge skills and behaviour which is required by HR professionals
Human resource are the people who are leading with a work force of an organisation,
business sector or economy. It is also an organisational function which deals with people and
issues related with people either compensatory and benefits. Their resides knowledge, skills and
motivation to peoples which creates largest and longest advantage for Marks and Spencer. An
organisation having HR department which is performing many functions like recruiting,
screening, selecting, training and development, benefit programs etc.
Skills of HR managers
Organisational skills: HR entails many of the functions like recruitment, training,
performance appraisal, individual development and employee relations. Manager oversees these
functions in a systematic way by going through all processes. HR manager of Marks and Spencer
is involved in lots of paperwork which filled systematically in legal documents. They handle

multiple of tasks simultaneously. As a learning and development consultant, company used to
build skills of individual with proper training that increase efficiency (Bhat and et. al., 2012).
Training and Development skills: It is an another skills which are required in HR
manager for leading with development opportunities. This is made for maximising performance
of individuals and increases value. Marks and Spencer employees are assuming tasks and making
focus on career growth by providing proper training.
Decision making skills: This skills are required in HR manager during recruitment
process where to decide a suitable person for job role. Marks and Spencer manager require
strategy which is formed with an intuition to select appropriate person by supporting critical
organisation functions.
Knowledge of HR
Knowledge of administrative activities: Manager required necessary knowledge
regarding to sales figures, financial reports, employee activity etc. This knowledge is useful in
regular basis that ensure development with operational efficiency. As a learning and
development consultant, manager used to examine goals and objectives with developing metrics
that makes progression in activities.
Knowledge for Benefits Programs: HR Manager indicate extent familiarity program
which provides benefits to company. Marks and Spencer manager is leading with the benefit
programs which specifically affected by internal and external policies.
Behaviour of HR manager
There are various key points which describe behaviour of HR manager are as follows.
 Good communicator and listening to employees issues.
 Assisting employee career growthControlling misbehaviour of others.
 Trustworthy towards their members.
 Excellent negotiator
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan
Personal skills audit is a vital tool through which an individual can get to know his/her
own areas in which he excels or needs to develop. Marks and Spencer manager is sorting skills
of individual in proper form which is updated by auditing. An organisation is preparing

document in context to individual working life. As per required skills manager has made
personal audit plan which is made in respect to strength and weaknesses related to HR position.
S. No. Skills and
Competencies
Self- assessed Score Score from others
1 Resolving conflicts
ability
7 6
2 Team spirit capability 9 8
3 Time management 6 7
4 Decision making
power
8 7
5 Confidence level 7 8
6 Communication skills 8 9
7 Decision making
power
7 8
8 Information
technology skills
9 7
Strength and weaknesses of skills while audits are define below.
Strength
 Auditing of skills is made by information technology that increases efficiency. It is
perform on time. This audit is useful in guiding resultant and direct employees within
work place (Bourne, 2016).
 Decisions are made is helpful in regarding with working team. This is define by effective
decision making for achieving desire objectives.
Weaknesses
 From audit, their analysed communication skills of required HR consultant. The manager
is not able to communicate with other through proper channels.
 As per assessment, it concluded that while resolving conflicts their make big issue that
maintaining harmony. To get resolve from weaknesses and improving skills and

knowledge is determine by overcoming training sessions, meetings and many more. Their
having personal development plan for better performance.
Learning
objective/ goal
Current
Proficiency
Development
opportunity
Criteria for
Judging success
Time scale
Initiating while
making decisions
Few experience Making
involvement in
practices
Higher
responsibility
4 months
Resolving
conflicts
No experience Involving with
more employees
Senior HR and
manager
3 months
Communication
skills
No experience By communicating
more and more
Peer group 7 months
TASK 2
P3 Differences between organisational and individual learning, training and development
Learning plays vital role in building skills, knowledge which conduct experience,
instruction and resulting with essential outcomes. Proper form of skills and ability make
significant programs for making effective performance. Marks and Spencer employees are
leading with proper form of programs by assisting better guidance (Davison, Ou and Martinsons,
2013).
Organisational learning: It is based on applying knowledge for a purpose of maximum
outcome. This learning ability is useful for improvement which is described by creating new
knowledge. Marks and Spencer employees conceive, act and reflect in learning which create
ideal for environment. As a learning and developing consultant, their used to make individual
proficiency, techniques of coordination and improving structure which is helpful for employees
of company. In this learning, individuals are engaged in inquiry by understanding and solving
inconsistency than learning will takes place.
Individual learning: Individual learning in defined by capacity that builds knowledge
through internal and external sources. This is defined as level and rate that make academic goals.

Learning process is an autonomous study which is used for developing explicit. Marks and
Spencer employees are acquiring knowledge and skills by understanding deeply with
personalised instructions. This brings individual interest, engagement and motivation to learner.
Comparison in between organisational learning and individual learning
Organisational learning Individual learning
 It focuses on grouping system that works towards developing ability and understanding
manpower to increase work performance.
 Marks and Spencer copes entire need of employees for alteration.
 This includes working quality but not in
effective manner.This concentrate on
increasing performance and
productivity of individual.
 Marks and Spencer is dealing with
personal growth and development.
 Their include single entity which
perform their work in proper and
effective manner.
Training: Training in an organised activity which aim is to impart information for
improving performance that required by level of knowledge or skills. Marks and Spencer
providing training to their present employees by updating and modifying quality performance.
As a learning and development consultant, company is to provide efficient training to employees
for eventually helping company for improvement (Hawkins, 2017).
Development: Development is a procedure which build scientific and technical
knowledge for meeting needs and objectives. Marks and Spencer is leading with practical aspects
of invention, design, discovery etc. As a learning and development consultant company used to
make process of transformation which are relating with economic and social that interact
environmental factors.
Comparison of training and development
Training Development

 Training usually deal with short term process.
 Training enhance working conditions.
 Marks and Spencer develop ability,
skills and knowledge of employees by
training.Development is leading with
long term nature.
 Marks and Spencer is developing while
preparing employee future challenges.
Marks and Spencer improves overall
development of employees.
P4 Continuous learning and professional development to drive sustainable business performance
Continuous learning is a greatest assets for work force that become successful for
company. Marks and Spencer is meeting outdated methods which trained employees with right
skills. This progress embrace employees for continuous learning. In this employees are engaged
in personal training and skills certification for satisfying human resource with valuable
contributors. Professional development is ensuring capabilities with standards and skills. Marks
and Spencer is leading with CPD (continuous professional development) and make great
experience by taking interest. From this, employees are focusing on new possibilities, knowledge
and skills. Professional development is a code of ethics which perform duty of professionals by
having skills and knowledgeable workers. Manager of Marks and Spencer are providing efficient
good quality of work by meeting consumer needs and demand (Manley, McCormack and
Wilson, 2013).
Importance of continuous learning
Boost profile: Individuals building growth in career and improving by receiving trust and
recommendations. Marks and Spencer employees have started self learning and improving
knowledge as well as quality work.

Competence leads to confidence: New learning builds different feelings of
accomplishment that boost confidence in individual capability. Marks and Spencer individuals
are ready to face challenges in business.
Sparks new ideas: Continuous learning make improvement in skills and generate
innovative ideas. Marks and Spencer individuals assisting innovative results from issues that
occur in an organisation.
Change perspective: It is an open minded thinking which modify individual attitude.
Marks and Spencer individual are learning more and more with better new ideas. It is helpful in
understanding deeply.
Importance of professional development
Efficiency: Professional development teaches employees for performing effectively with
learning new skills. Marks and Spencer are recognising work performance with effectiveness and
efficiency.
Ability to lead and influence: In these employees of Marks and Spencer is building
knowledge with confidence and in qualitative manner. Individual capability is influenced by
making significant contribution in company.
Build confidence and credibility: By providing professional development training their
having opportunities which build confidence in employees. It helps in building creativity that
gain new skills and certificates.
Increase retention: In an era, their having more and more employees those is cutting
costs with opportunity. Marks and Spencer employees are leading with career progression which
makes interest in long term.
TASK 3
P5 Understanding how HPW contributes to employee engagement and competitive advantage
High performance work is a practices which is managed by employees by increasing
productivity and profits in an organisation. Marks and Spencer is leading with the tactics
systematically for making support in high performance (Patel, Pettitt and Wilson, 2012). As per
learning and developing consultant, company used to build customer trust and loyalty which
increases in profits. It is helpful in gaining competitive advantage which adopt various strategies
in entire business. Manager of Marks and Spencer is leading with effective techniques which is
involved in employee performance. Team leader is ensure about every individual who plays and

important role in an organisation. Employees are engaged in team work and reduces work load
with beneficial result. Marks and Spencer employees are motivated by seniors for making best
efforts and resolve issues. Employees are required in different styles that direct and guide them
in every circumstances. High performance work is beneficial for an organisation which improve
performance and effectiveness. They are leading with competitive advantage by making focus of
various strategies.
At the same time, employees are engaged in attaining skills and knowledge which is
capable for manufacturing own product and service. It brings achievement in goals and
investigating in team for making effective current status. Marks and Spencer is dealing with
clothing products which is supplied by affordable costs to society. With the use of this strategy,
their attract large number of customers which is beneficial for an organisation. It is based on
reviews of literature which develop perspective framework with high performance work system.
This make effective operational structure with innovation and high quality results.
TASK 4
P6 Evaluate approaches to performance management and demonstrate with support high-
performance culture and commitment.
Performance management is a procedure of administrating performance of subordinates
with appraisal plan and overall efforts of an organisation. It is an on-going process which makes
overall efforts and goals for business. It ensures setting goals by involving in activities and tasks
for establishing objectives. An organisation is evaluating employees performance by providing
feedback. Their explain different approaches which are.
Comparative approach: According to this approach, their involves ranking on the basis
of higher and lower performance. Their is made comparison in between individual and team
performance. marks and Spencer is measuring performance by rating scale, paired comparison
etc. for further improvement by meeting standards (Payne and Calton, 2017).
Attribute approach: Under this approach, their having particular parameters for solving
problems, innovating, creativity, teamwork, communication and so on. Marks and Spencer is
using rating scale which helps in high, medium and low factors.
Behavioural approach: It is a series of scales with magnitude of performance which is
resolved by BARS techniques that evaluate rank according to performance. Marks and Spencer
is using this technique which is used for resolving errors.

Quality approach: This approach is helpful in determining and improving customer
satisfaction. It reduces errors while continuing service. This assist both employee and system that
uses multiple sources for evaluation.
CONCLUSION
From the above statement it is concluded that the development of individuals, team and
organisation is very essential. So, appropriate and professionals knowledge, skills and behaviours
are necessary for the HR professionals to ascertain. Personal skills audit is conducted and
professional development plan is developed by using skills and knowledge. The differentiation
between organisational and individual learning and also training and development are analysed.
Requirements for continuous learning and professional development so that sustainable company
performance can be actualise. The contribution of HPW towards employee engagement and
competitive advantages in particular conditions. Different approaches of performance
management are evaluated. Examples are given to acknowledge that approaches supports high
performance culture and commitment.

REFERENCES
Books and Journals
Belbin, R. M., 2012. Team roles at work. Routledge.
Bhat, A. B. and et. al., 2012. Leadership style and team processes as predictors of organisational
learning. Team Performance Management: An International Journal. 18(7/8). pp.347-
369.
Blandford, S., 2012. Managing professional development in schools. Routledge.
Bourne, L., 2016. Stakeholder relationship management: a maturity model for organisational
implementation. Routledge.
Davison, R. M., Ou, C. X. and Martinsons, M. G., 2013. Information technology to support
informal knowledge sharing. Information Systems Journal. 23(1). pp.89-109.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Manley, K., McCormack, B. and Wilson, V. eds., 2013. International practice development in
nursing and healthcare. John Wiley & Sons.
Patel, H., Pettitt, M. and Wilson, J. R., 2012. Factors of collaborative working: A framework for
a collaboration model. Applied ergonomics. 43(1). pp.1-26.
Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder engagement:
Developing multi-stakeholder learning dialogues. In Unfolding stakeholder thinking
(pp. 121-135). Routledge.
Tynjälä, P., 2013. Toward a 3-P model of workplace learning: a literature review. Vocations and
learning. 6(1). pp.11-36.
Online
Personal Development. 2018. [Online]. Available Through:
<https://www.skillsyouneed.com/ps/personal-development.html>