Unit 35: Report on Developing Individuals, Teams, and Organizations

This report examines the crucial aspects of developing individuals, teams, and organizations, with a focus on the role of HR professionals in fostering a high-performance work environment. It begins by outlining the essential skills and behaviors of HR professionals, emphasizing organizational skills, training and development expertise, and the importance of maintaining a dynamic workforce. The report then delves into skill audits and professional development plans, illustrating how these tools can identify skill gaps and guide employees toward enhanced performance. It further explores organizational and individual learning, training, and development, highlighting the differences between the two and their impact on business outcomes. Continuous performance development is presented as a key driver for sustainable business performance, followed by an analysis of employee engagement and the competitive advantages derived from high-performance working. Finally, the report evaluates various performance management approaches, providing examples of high-performance culture and commitment within the context of M&S, a leading retail company. The report underscores the significance of innovation in working standards to maintain employee satisfaction and retention.

Unit 35 - Developing
Individuals, Teams and
Organizations

TABLE OF CONTENT
INTRODUCTION..................................................................................8
LO1...........................................................................................................8
P1 Professional knowledge, skills and behaviours in HR professionals......................................8
LO2.........................................................................................................12
P3 Organizational and individual learning, training and development......................................12
P4 Continuous Performance Development for driving sustainable business performance.......14
LO3.........................................................................................................16
P5 Employee engagement and competitive advantage through HPW.......................................16
LO4.........................................................................................................18
P6 Performance management approaches for high performance
growth and commitment......................................................................18
CONCLUSION.....................................................................................20
REFERENCES.....................................................................................21

INTRODUCTION
Developing individuals and teams with advance communication skills and technical
training will help to identify appropriate skills, behaviour and develop development plan by HR
officials in employees. M &S is one of the biggest retail company in UK with high goodwill
among consumers and large variety of products, clothing apparels and home-decor goods.
Motivation has high positive impacts on company employees which are directed by HR officials
to train their efficiency standards in production. This report explains importance of Continuous
Learning and professional development to drive sustainable business performance and the
increasing vital importance of High Performance working in company for supporting high
performance culture and commitment. This report also evaluates the various approaches of
performance management by demonstrating examples of high performance culture and
commitment. This report explains the various paradigms where M&S top management has built
innovation in working standards to keep employees satisfied and retained for long term in
company (Analoui, 2018).
LO1
P1 Professional knowledge, skills and behaviours in HR professionals
HR professionals have highly important in company operating structure as they have the
duties to maintain human resources, recruit talented personnels and maintain their efficiency
standards. The HR professionals are responsible for keeping the employees motivated within the
company working standards, maintain employee and labour relations for strong performance
management. The various professional knowledge, skills and behavioural traits required in
efficient HR professionals can be understood as follows :
 Organizational skills and decision-making skills are the foremost professional skills to be in
HR professionals as it is imperatively important to heir only talented skilled employees. M&S
leaders recruitment and selection process analyses employee professionalism, their experience
and professional ethics which determine their future performance (Reiche, Harzing, and
Tenzer, 2018).
 Training and development skills in HR professionals are important to bring optimum outputs
from employees and keep their passion to work efficiently on an increasing level. M&S
company top management in HR department lays vital importance to cultivate motivated

organizational culture in company for reaching the est targets with strong efficiency and
minimizing the wastage of resources.
 HR professionals should aim to maintain dynamic workforce in company where there is
established strong flexibility between them, collective working enables employees to build
competencies, learn advance interpersonal skills. Leaders have the role to being cooperation
among all team members by listening to their grievances and supporting them by addressing
their feedbacks properly.
 HR Professionals need to achieve high managerial ability for establishing high cooperative
standards in the operational structure which will maintain strong working patterns to reach the
set benchmarks. HR professionals should keep strong collaboration within all departments
employees as their functioning levels will determine production efficiency and high customers'
satisfaction services. M&S believes employees are the real brand value as they are directly in
contact with customer services at stores and inline portals (Amarakoon, Weerawardena and
Verreynne, 2018).
P2 Skill audit to identify skills and behaviors and PDP
Skill audit explains procedure of assessing employees skills through surveying and
identifying potential knowledge gaps for further long term goodwill enhancement and personal
growth of employee. Collecting data on employees skill base will facilitate long term decisions
with flexible approach and enable them to perform better with building competencies for higher
productivity targets. M&S company by skill audit principles check the present working scenario
of all employees, target their future competencies and maintain critical analysis on how the
functions are integrated for long term functionality. The skill audit of production manger will
enable deep analysis on all arenas of his current performance in producing best outputs, allotting
resources to optimum utilization among all production teams. Future work enhancement through
detailed analysis of strengths and weaknesses in production manger working criterias can be
performed through keenly acknowledging training session importance. Following are the steps of
skill audit which will help in conducting detailed productive anlaysis on all frameworks required
in job of Production Manager at M&S:
 Competency Framework: Production manager responsibilities relate to assessing project and
resource requirements, budgets and timescales with mangers along with determining quality

standards of employees in production teams. He is responsible to organize training sessions of
other team members, coordinate and maintain their working standards and motivate all
employees working under him.
 Collecting data: M&S company top management by checking data and statistics of outputs
produced under Production manager and the overall team performance working under him, can
leverage information about how his performance has been . Data of cost effective usage of
resources given in production department will be an important parameter to analyze the
efficiency with which all employees are working under him
 Dynamic business needs and objectives: The changing business scenario and dynamic needs of
company to bring high quality standards imply the working competencies of production
manager to be advanced and have research breakthrough knowledge. Through skill audit,
production manager lacking qualities can be determined and the new skills and training which
needs to be given can be acknowledged at this step.
 Training essentials: M&S company by giving training to the production managers build new
competencies, enlarge vision to bring in more fashionable clothing apparels and train all
employees working in teams to be working with the business ethics. It is largely important to
give advanced training to production manager as he is sole vision whom other employees
idealize.
Professional development plan is a constructed view on various parameters of skills and
technical capabilities which needs to be enhanced for building inner potentialities in employees
regarding their work performance. Below is professional development plan of Production
manager who has the function of regulating all tasks of production in M &S, guiding
employees working in various teams and marinating their work records for long term overview.
Professional development Plan
Skills:  I as production manager need to
gain latest technology methods
knowledge, which will help to
produce cost effective outfits and
optimum utilization of resources
through which my team
 I as production manager
needs to develop high
ethical working standards
among all team members
operating under my
supervision by using my

employees will also be
encouraged to work with high
efficiency.
interpersonal skills and
focus on improving my
leadership skills on varipus
platforms.
Strategies:  I will use internet reaserch
breakthrough results to enlarge
my knowledge and scientific
ideas of operating high equipped
machinery at production, analyze
the capital investments and
various scientific methods
through which productivity can
be increased.
 I will communicate more
often with all employees
working under my team,
listen to their feedbacks
and motivate them through
my leadership skills to
work under contingency
situations. As production
manager I will make valid
change in my working
platform by enlarging my
team vision and producing
more efficient outputs.
Time Frame:  I plan to achieve my target
within 6 months time frame
 I plan to achieve this target
within 6 months time
frame.
Evaluation:  I wil evaluate my skill target
completion by analyzing what
all new evaluation I have
implemented within production
department, how much
resources are being utilized and
what ratio of profits company is
able to achieve. Through
production enhancement there
will be various benefits on
overall working scenario and
 I will evaluate my target
completion by seeking
employees response on
their enriched work
experience ad checking the
overall data of outputs
produced, checking
turnover rates. Through
these steps I will be able to
gain practical insight on
various parameters of my

completion of targets within
time frame will help me in
gaining large appreciation from
my seniors.
team performance and
overall creativity
development through my
leadership.
Reflective statement:
Through professional development plan and skill audit evaluation I will be able to enlarge my
vision, gain new competencies and skills of working under dynamic conditions. As production
manager of my team I will be able to inculcate high working ethics within my team, use latest
technology standards and gain high productivity within outputs completion. Professional
development plan will assist me In building efficient leadership skills, connecting with my
employees through my interpersonal communication and I have maintained positive turnover rate of
all my employees successfully.
LO2
P3 Organizational and individual learning, training and development
There are various differences between individual learning, training and development
against organizational training and development which explain the various parameters on which
they gain their results, outcomes and productivity enhancement:
Individual learning and organizational learning
 An individual employee working in company seeks learning opportunities to build inner
strengths and potentialities through which they can increase their performance in their working
methods, use latest technology in production and completing their responsibilities. A person is
motivated from within to learn innovative methods in functioning, enlarge their vision through
which they also seek promotions at their job roles. It gives satisfaction at work and motivates
employee to serve better in production targets, leverages growth and completion of working
ethics.
 Whereas, organizational learning brings an overall change and evolution of company goals which
increases the parameters of working efficiency within all departments. An overall enrichment