HR: Developing Relationships and Workplace Achievements at M&S

This report delves into the crucial aspects of developing successful working relationships within an organization, emphasizing the significance of trust, communication, teamwork, and respect. It focuses on the training and development needs of an HR officer, particularly within the context of Marks and Spencer (M&S), a multinational retailer. The report identifies essential knowledge, skills, and behaviors (KSB) for HR professionals, including organizational analysis, managerial knowledge, training and development skills, recruitment skills, ethical behavior, and transparency. A personal skills audit is conducted to assess current competencies, and the potential benefits of training and development are analyzed, highlighting their role in employee retention, empowerment, and overall skill enhancement. The report concludes that continuous development is vital for HR managers to foster positive workplace relationships and drive organizational success, and that Desklib is a great platform to find similar solved assignments and past papers.

Developing
Relationships and
Workplace
Achievements

Table of Contents
INTRODUCTION...........................................................................................................................1
Training and Development needs for a HR officer..........................................................................1
Appropriate knowledge, skills and behaviours (KSB) that are required by HR professionals1
Conduct a personal skills audit...............................................................................................2
Assess the potential benefits of training and development....................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Developing a successful working relationships include the suitable factors like trust,
communication, teamwork and respect as these are the key to effective working relationships.
For this, training and development is important that represent the educational activities within the
company that leads to enhance the knowledge and skills of employees while offering information
on how to properly perform specific task. In training, the objective of employees is to develop
additional skills and development is to develop an overall personality (Blanchard, 2018). For this
report, Marks and Spencer is considered which a multinational retailer headquarter in London,
England as company deals in selling clothes, home and food products. Company has currently,
959 stores across UK considering 615 that only sell food products. The report lead to cover
details regarding the suitable knowledge, skills and behaviours which are needed by the HR
professionals, personal skill audit is conducted and potential benefits of training and
development is also analysed.
Training and Development needs for a HR officer
Appropriate knowledge, skills and behaviours (KSB) that are required by HR professionals
HR professionals need different types of skills and to do so they work really well as HR manager
plays an important role in Marks and Spencer in regard of aligning with their employees and also
integrate with suitable activities that contribute towards the leading ideas and objectives of
company.
Knowledge:
Organisational analysis: It depict the analysis of needs and preference of company. For
this, the requirement undertakes effective analysis regarding the employees, need and behaviour
for the vacant job post. This knowledge should be present in HR manager of Marks and Spencer
to hire best candidates in company as HR managers are the one who tends to analyse the needs of
skills and job of candidates.
Managerial knowledge: This type of knowledge is need for the post of HR manager as it
provides better accessibility and sustainability in business environment. It leads to cover the
knowledge about company, system and overall management of all the paper work and details of
employees in terms of measuring their overall performance (Gordon, 2017). Hence, the
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interviewer tends to identify the overall knowledge among candidates that consider paper work,
managerial understanding and also observe they perform these functions in an effective manner.
Skills:
Training and development: It is the main function of HR manager in regard of
performing their main duties of job. It depicts the systematic function which is useful for
employees to gain overall support from the guidance and instructions of consultant by achieving
knowledge that helps in enhancing the overall productivity and reputation of company. Hence,
the HR manager is the only source who is helpful to enhance the overall performance of
employees.
Recruitment: It represent the suitable process of selecting, short-listing and hiring the
deserving candidate for the vacant job post. It undertakes the effective analysis of need of job,
screening and selecting best applicants and integrate new employees in company (Serrat, 2017).
This skill is required in the HR manager of Marks and Spencer to hire best and desired candidate
in company as they are the ones who tends to identify the need of job and skills of candidate.
Behaviour:
Ethical behaviour: It undertake the effective understanding of several ethical practices
and also related with code of conduct and ethics regarding the survival of employees. Ethics is
useful to guide and direct the overall behaviour of workforce in their life and organisation as well
(Niemiec, 2017). This behaviour is needed in the HR manager of Marks and Spencer as they are
the key among the management and employees within the organisation and also needed to
maintain proper discipline within the company.
Transparency: It is useful in terms of clearing number of things to their employees with
the help of effective communication and develop healthy relationship with employees (Hoffmann
and et. al., 2020). This particular behaviour is needed in HR manager of Marks and Spencer as it
is useful in regard of managing their employees as by doing every information is clear and
transparent among them to enhance the overall performance.
Conduct a personal skills audit
Skills and Competencies Score to Self Score by Others
Organisational analysis 9 9
Managerial knowledge 9 10
Training and development 4 5
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Recruitment 6 4
Ethical behaviour 6 5
Transparency 4 5
Assess the potential benefits of training and development
Helps in retaining employees: Retention is the biggest challenge for the employers but
retaining the strong workers can be accomplished by effective career development. In Marks and
Spencer, training and development become so centralised to achieve competitive advantage
while hiring. Providing career development initiatives is helpful for employees to develop a
sense of value in company and foster loyalty that increases the retention of staff (Taba, 2018).
Helps in empowering employees: Leaders are the one who feel empowered in company that
will be more effective to influence the employees and gain trust among them (Hyseni Duraku
and Hoxha, 2018). Further, those employees will feel the great sense of autonomy, value and
confidence in their assigned task. In terms of Marks and Spencer, employee autonomy is the
extent to which employees feel independent and make their own decisions regarding their work.
CONCLUSION
From the above discussion, it has been analysed that effective development of relationships
is important for HR manager and for this, they must carry important skills, knowledge and
behaviour among them regarding their further growth. Apart from this, it has been analysed that
training and development is important in terms of retaining, attracting, empowering and
developing the skills and competences of employees.
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REFERENCES
Books and Journals
Blanchard, K., 2018. Leading at a higher level: Blanchard on leadership and creating high
performing organizations. FT Press.
Gordon, J., 2017. The Power of Positive Leadership: How and why Positive Leaders Transform
Teams and Organizations and Change the World. John Wiley & Sons.
Hoffmann, J.D and et. al., 2020. Teaching emotion regulation in schools: Translating research
into practice with the RULER approach to social and emotional
learning. Emotion, 20(1), p.105.
Hyseni Duraku, Z. and Hoxha, L., 2018. Self-esteem, study skills, self-concept, social support,
psychological distress, and coping mechanism effects on test anxiety and academic
performance. Health psychology open, 5(2), p.2055102918799963.
Niemiec, R.M., 2017. Character strenghts interventions: A field guide for practitioners. Hogrefe
Publishing.
Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer,
Singapore.
Taba, M.I., 2018. Mediating effect of work performance and organizational commitment in the
relationship between reward system and employees’ work satisfaction. Journal of
Management Development.
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