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Developing Individual, Teams & Organisations - Marks & Spencer

Brief :
Organization Selected : Marks & Spencer

Section 1

LO1. Evaluate employee knowledge, skills and behaviours required by HR professionals

LO2. Identify the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance

Scenario

Lets assume that you have been appointed as a graduate trainee Human Resource Officer within the Human Resources Department of a large organisation. In order to develop an understanding of your role as an HR Officer your manager has requested you to;

Identify appropriate knowledge, skills and behaviours (KSB) that are required by HR professionals across the department. Please refer to Appendix A for an overview of HR Officer responsibilities. (P1)

Evaluate personal skills audit for an employee: Jane Cambridge (See Appendix B) to identify training and development needs considering the knowledge, skills and behaviours you identified in task (a).

Create a professional development plan for Jane Cambridge in her HR Officer role. Tasks (b) and (c) is linked to (P2)

 Must include:

Evaluate the distinction between organisational and individual learning; training and development. (P3)

Explain the need for continuous learning and professional development to drive sustainable business performance. Frame your answer with the help of an example and provide some recommendation (P4)

To Achieve merit

M1: Providing a detailed knowledge of professional skills audit that demonstrates evidence of personal reflection and evaluation.

M2: By using learning cycle theories to evaluate the importance of implementing continuous professional development.

To achieve distinction

D1: Producing a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives.

Scenario 2

LO3. Use knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage

LO4. Analyse the ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment inform and influence behaviour in both positive and negative way.

To achieve distinction(D2):

Critically evaluate and analyse the relevance of team development theories in context of organisational behaviour concepts and philosophies that influence behaviour in the work place.

Word Essay: 1000 word

‘Effective use of high-performance working (HPW) policy and performance management models to support high- performance culture’

In your essay you should:

1) Explain understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation. (P5)

2) Analyze different aspects to performance management and using specific examples showing how they support high performance culture and commitment. (P6)

To achieve merit

M3: Analysing the benefits of applying HPW with justifications to a specific organisational situation.

M4: Explain the different approaches and make judgements on how effective they can be to support high-performance culture and commitment

To achieve distinction

D2: Produce valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.

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