Difference between Individual Training and Organizational Training and Development

This article discusses the difference between individual training and organizational training and development. It explores the necessary professional knowledge, skills, and behaviors required by HR professionals in Morrison's. It also highlights the importance of personal skills audit and the implementation of a professional development plan. The article further emphasizes the role of HR professionals in enhancing employee engagement and achieving competitive advantage in a specific organizational situation.

Developing
Individuals, Teams,
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Determine necessary professional knowledge, skills & behaviour required by HR
professionals...........................................................................................................................3
P2 Implementation of professional development plan by identification of the appropriate
knowledge, skills and behaviours by personal skills audit. ...................................................5
TASK 2............................................................................................................................................6
P3 Difference between individual training and the organisation, training and development 6
TASK 3...........................................................................................................................................8
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
P6) Evaluate different approaches to performance management & demonstration with support
to high-performance culture & commitment..........................................................................9
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Organisations across different parts of the world are enhancing their focus towards
development of HR professionals so that they are able to enhance the skills of individuals so that
there can be implementation of HR development campaigns. Presently there is discussion on
creation of a portfolio so that there can be analysis of a detailed learning progress and the way
skills are acquired for performing different job roles (Eaidgah and et.al 2016). There is auditing
of the knowledge base of individuals so that a professional development plan can be formed
according to the reflective statement. Presently the report is based on a retail organisation that is
Morrison's it is a chain of supermarkets in UK it was founded in the year 1899. Its store locations
are primarily focussed on north of England, Scotland and Wales. According to 2016 there are
498 stores across such locations.
Morrisons is the fourth largest chain of supermarkets in UK. Initially it was focussed on
four prime locations but with time it has enhanced its presence to south of England, Scotland and
sales, in year 2016 there have been 494 supermarkets across Scotland, Wales and England. As
per April 2019 Morrison had 110,000 employees serving approx 1million customers every week.
There is analysis of the differences between organisation and individual learning & development
process. To evaluate the need for professional development and the process of continuous
learning to achieve a sustainable business performance. Further there is understanding of the way
HRW is contribution towards the process of achievement of competitive advantage and
employee engagement according to situation of organisation. There are different approaches of
demonstration of performance management with support to high culture & commitment.
TASK 1
P1) Determine necessary professional knowledge, skills & behaviour required by HR
professionals
Human resource managers are one of most crucial aspects of every organisation as they
are responsible for managing the overall functioning according to laid objectives and increasing
the efficiency and productivity. In Morrison's there are some necessary skills that are to be
acquired by HR professionals in order to perform all the necessary functions that includes
recruitment, selection and many such other functions. There are some specified knowledge,

capabilities that have to be performed by HR managers in Morrison's some of the functions are
mentioned below:
Management and administration: Managers of Morrison's are having extensive
involved base related to the hiring of employees that is assisting them in laying down effective
communication channels with overall functional departments. This interrelationship assist in
identification of the needs of human resource department in order to hire employees accordance
with such requirements (Rajnoha and Lesníková, 2016)
Employment Laws: There are many employment laws that are governing a organisation
and have to be obligatorily followed in order to deal with any legal fines or penalties. These laws
are applying both on employees and employers in Morrison's that have to be compulsory
implemented by the management in order to ensure that there is following up of all the laws. It
includes health and safety act, anti discrimination act etc.
Professional Knowledge: It is necessary for HR managers to acquire the professional
skills. There has to be knowledge of HR payroll system that consist of interjection of human
resources & information technology with application of HR software. It will assist HR managers
in using of specialised tools to ensure HR functionalities in a smooth manner.
Professional Skills: HR managers posses professional skills that are leading towards
creation of a positive environment at the organisation. There are some of the skills that include
effective communication, conflict resolution skills that are required essentially for managing of
workforce and achievement of laid business objectives. Some of such skills are mentioned below
Accountable to superiors:
Ethical Behaviour:
Scheduling skills: Employers in Morrison's are willing to hire candidates who posses the
required scheduling skills as the position requires prioritizing of activities and task according to
the team requirements. It also leads towards creation of a plan to achieve the laid HRM
objectives.
Customer services: HR managers of Morrison's have to focus on increasing the leadership and
management ability of their HR professionals that is a crucial part of responding any type of
workplace issues. HR professionals are spending time in resolution of conflicting situations that
may arise between customers or staff of organisation.

Project management: Apart from the daily management of administrative functions HR
managers have to perform the function of leading HR driven projects. In Morrison's HR
managers are performing the function of writing of a handbook, installing a performance
management system and then myriad of HR driven projects from HRIS employee surveys
(Dekker, Ding and Groot,, 2016).
Compensation of workers: In Morrison's HR has to handle all the work related illness or injury
accompanying matters. Further laws related to compensation of employees are also formed by
employers to navigate the process of compensation.
Employee relations: in every successful business there is need of positive employer and
employee relationships so that there can be professional support to all such connections. In this
there has to be identification and resolving of all the concerns for development of a satisfactory
working environment for both employers and employees. In Morrison's HR managers are
responsible for dealing with all types of conflicting situations that are arsing between employers
and employees or amongst employees (Kearney, 2018).
P2 Implementation of professional development plan by identification of the appropriate
knowledge, skills and behaviours by personal skills audit.
It can be said that personal skills audit is a necessary concept to analyse the potential of a
person and different capabilities for the improvement in the future. Personal skills audit include
some sort of professional skills which are useful and in need to explore this amazing career. To
get success and improvements, there is a genuine need of personal skills audit to be attained.
Some of them are elaborated below:
Presentation skills: In career progress, it is very important to have an efficiency in the
presentation. It helps an individual person to increase knowledge and insights in an effective
manner. The managers of HR team must be able to present data and information in an effective
manner. To progress in career, it is crucial to have efficient presentation capability. New
advancement and demonstration of data must be updated so that new and advance ways of
demonstrating data (Thompson-Whiteside, Turnbull and Howe-Walsh, 2018).
Business Acumen: The extensive knowledge about the aspects of business is an important
segment to earn the potential profit. It genuinely helps in increasing the growth and development
of a person. The human resources managers always make sure to attain maximum benefits and
increase potentiality and skills about different aspects of the business to ensure the future growth.

It helps in grab the opportunities of the probability (Training vs. Development: Why Companies
Need Both, 2018).
Time management: Time effectiveness is very important for management of time. Before
deadline, there is a need to assigned the task in an effective manner (Burkinshaw, Cahill and
Ford, 2018). In order to have a good image at the work place there is a need to improve the time
management skills. Apart from this, time management system helps to get success and explore
more effectively.
SWOT analysis: Analysis on the basis of strength of a person which helps to grow the business
more effectively. In order to explore, there is a need to improve in different areas. In addition to
this, there is a need to overcome from threats and work for the opportunities. The interpersonal
skills and time management skills are based on the core strength (Bayly and et. al., 2018).
CPD: It is continuing professional development that is a process of documenting and tracking of
the experience, knowledge and skills that can be gained by employees both informally and
formally at workplace. It is a process of portfolio documenting to develop as a professional.
How do individuals engage in CPD:
Learners in Morrisons are engaging in the interactive and participation based learning process
that is usually provided in structured CPD form. Where there is involvement of one learner for
the benefit of sharing of idea and the further group activities that are part of the overall learning
process.
Structure of CPD learning:
The overall process of CPD learning is described as below:
 It is a documented process.
 It is a self directed that is driven by employer
 There is focus one learning from experience and next step is reflective learning & timely
review of performance
 There is set of development of objectives and goals
 it includes in informal and formal learning process.
Reflective learning:
It is a aspects of the CPD where individual are reflecting on their journey of growing as a
professional developer. They are evaluating themselves and personal reflection is done that taken
place usually in first person.

Feedback for learning:
It is generally provided by the trainers to individuals to analyse and provide them feedback about
the negative and positive aspects of their learning journey.
Professional development plan: To explore a professional career for the post of HR Assistant
manager. The plan helps to develop some good skills which are useful to grow and succeed in
the competitive environment. The elaboration of development plan
Target Actions to be achieve Evidence Date
Communication skills Throughout practices
helps to achieve
pronunciation
Effective
communication with
others
17/11/20
Time management Schedule priority wise
work and plan
accordingly
Before deadline, all
the work and
responsibilities must
be attained
28/11/20
Increase knowledge in
the respective field
Certification course to
increase knowledge
and skills for the
respective department
Improving at personal
level on the basis of
feedbacks given by
leaders and managers
10/12/20
Above mentioned is the performance development plan that is prepared for the purpose
of understand the overall objectives that have to be achieved in the identified time course. All
such objectives are the specified skill sets that are to be certified by the evidence if are achieved
or not.
TASK 2
P3 Difference between individual training and the organisation, training and development
Organisational learning: It refers to describing the overall procedure of transferring the
knowledge and skills in an organisation. Gaining the experiences which needs to be focus on
timely improvement is important for creating a broad knowledge. Organisations are those
learnings which required many theories of learnings that are crucial and with the development
organisation (What is the Difference between Training and Development, 2015).

Learnings in Morrison's focused on the technique of gap analysis: It is a method of
assessing the performance in differencing between the information system. There is a need to
identify the analysis, assessment and gap analysis because these three are the major aspects of
managing the individual competence levels. In relation with Morrison's, software development
will ensure that there is functions and different services according to the requirement of skills for
the post of HR manager (Michie and et. al., 2018).
Individual learning: An individual has different way of expressing and has different
ability to work. Therefore there is a need to have a personal growth on the basis of improving the
skills, ideas, performances and activities. For human resource professionals, it is important to
effectively access the candidate in Morrison's on their critical and personal skills required for
performing the job opportunities. In relation with Morrison's, the vacancy of HR assistant
manager, there is a need to deal with the bottom line of an organisation so that it will help in
their personal growth. The organisation is also required to focus on recruitment of right
workforce if it will leads to control the future turnover.
Conflict resolution: It includes different personalities, ethics and lifestyles. The learning
of conflict resolution in an more appropriate manner is required to resolve the conflict issue. It
can be said that individual learning is a process which is useful in assisting the way employees
are being managed.
Training and development: It refers to the part of educational activities that are part of
the organisation and are used for enhancing the skills and knowledge of employees by providing
in a right directing and an appropriate way. It can be also suggested that training is called out as a
reactive process which is used in dividing the pro-active process. In training or the probation
period the main agenda is to add some additional skills for enhancing the development of overall
personality. There are different methods that can be used in Morrison's for the purpose of
training employees such as game training, case study analysis, job rotation, association in the
programme, mentoring and internship opportunities. HR professionals are imparted with various
Morrison's which helps in assists experience in providing knowledge and understanding of the
business environment, management and human relation (What is the Difference between
Training and Development, 2015).
GAP analysis and skill evaluation:
GAP analysis:

It is a process that is basic examination of the assessment of present performance level of
employees to identify the difference between the present performance status and the goals or
targets that have to be achieved by a employee.
skill evaluation:
In context of Morrisons skill assessment is related to making a comparison of the actual level of
performance with the set standards of performance of that skill. It takes place under the
circumstances that have been identified with evaluation of whether the prereform is meeting the
set requirements or its is exceeding the requirements.
Determining learning
Informal learning- This is appropriate way in which learning is done via self study,
reading articles, etc.
Formal learning- It is another way through leaning is done through training
development, hiring instructor etc..
Barriers to learning & measures-
 Emotional barriers- These are those types of barriers which occur due to many ways
such as fear of failure, peer pressure, lack of self esteem etc.
 Motivational barriers- This type of problem occur when there is lack of goals &
learning cannot be done properly.
Measures to overcome-
Making learning convenient-
It is most effective measure which can be used by company when facing such problems
such as emotional barriers.
Set clear learning goals-
This is also considered to be as effective measure in which proper goals are required to
be set so that motivational barrier do not occur.
Difference between training and development:
Training is the learning of basic knowledge and skills that is required to essentially performed
the assigned roles & responsibility of a particular job role, without which a employee cannot
perform their functions in Morrisons.

Development is a individual growth that is required to ensure that employees are moving
towards a higher growth perspective apart from the already possess knowledge and skill based to
gain a scenario of more advanced competence and training to perform higher job roles in context
of Morrisons.
P4) Analyse the need for continuous learning and professional development to drive sustainable
business performance
` To become successful, it is important to focus on learning and development. In
professional life, professional development is needed to be carried out in effective way so that
goals are accomplished. There is need for continuous learning so that individual is able to learn
& expand their knowledge at every aspect of life. Further, in relation with chosen enterprise they
too focuses on this concept & through which it is easy for them to improve capabilities,
knowledge and skill set of employee. It is crucial to be carry out this concept in proper manner.
Continuous learning development-
It is defined as process of self motivated through which individual is able to acquire &
adopt the new knowledge consistently. It is part of both personal as well as professorial
development. It is important for person to be aware about these CLD in appropriate way that
results in achieving of higher efficiency level at workplace. Managers & leaders both are
responsible for carrying out this process in proper manner. It is basically a part of ongoing
professional life & outside the professional career (Training vs. Development: Why Companies
Need Both, 2018).
The learning cycle- Kolb's Reflective Cycle
It is learning cycle in which Kolb's reflects that learning is process which encounters
several types of stages during process. It is time consuming procedure which require deep level
of knowledge & skills. It comprises of different stages which are described below-
Concrete experience- It refers to encountering of new situations or experience at
workplace. It enhances the motivation & morale of employee at higher level. This stage reflects
how individual can deal with new situations in different ways. Through facing new situations, it
is easy to improve critical thinking skills & approaches at higher level (Zaitouni, Harraf and
Kisswani, , 2020).

Reflective observation- In reference with chosen firm, HR manage make ensure that
there is proper scale between understanding of experience & overall experience. This reflective
observation assist in analysing new experience that occur after accepting new position or role
within entity.
Abstract conceptualisation: It is last stage in which it depicts that revising experience
gives new ideas or concept to think. It also shows the experience which has been learned by
from individual experience.
Active experimentation- This is last aspect in which the actual ideas are being applied
by learners in current situations to examine what will be the result. This stage is helpful as
learner is able to realise their understand their actual experience faced by them in past (Fu, Guc
and Yang, 2020).
Rationale for need of continuous learning development
 Increases higher productivity- By carrying out continuous learning development,
employee at workplace can deliver higher productivity. It is also beneficial for business
as through they can develop more mission for company. Higher productivity leads to use
of resources in most efficient way (Yoo and Ko, 2016)
 Increases profitability- It is another reason for need of continuous learning development
as it will be beneficial for entity to expand their business at global level. It is often seen
that gaining knowledge at continuous level leads to achieving of future goals properly.
This enhances the profitability of enterprise when subordinates have advanced skills set
which match with market trends.
Continuous Professional development – It is also being considered as necessary part of
life as it help in improving & developing the individual mindset and skill-set which are used in
corporate world to meet needs/ demands of both employer & employees. Moreover, it is too
examined that main purpose of adapting it is that it results in enhancing of self confidence at
higher level. Furthermore, it is ongoing process which is carried out through professional career
(Tonvongval, 2016). It makes person active towards knowledge which can be used at time of
emergency. In context of chosen enterprise, it reflects that it is crucial to focus on both strong &
weak areas of self own personality. It has several benefits which are discussed as follows-
 Increase retention- Main benefit of this is that help by professional development it is
easy for organisation to retain employees for longer period of time. This is because as

subordinates tends to develop their professional skills, they wish to gain for more higher
development within enterprise. Many cooperation use ample number of strategies which
are used by them to retain their subordinates. Thus, professional development can be
used them to retain subordinates for longer period of time.
 Develop confidence- As personnel tends to improve their professional knowledge in
enterprise, they develop their confidence at higher level. This leads to dealing with
every situation in confident manner. In context with chosen entity, subordinates accepts
daily new tasks which help them in developing their confidence at wider approach
(Orozco, , Echeverri, Sánchez and Rios, 2017).
Therefore, it is stated that both professional & CLD are the processes through which
growth as well as development is achieved by individual in correct way. The above explained
matter shows that continuous learning professional development is an essential part of everyone
life. Moreover, it is crucial to states that these stages are necessary to be considered so that
everything is carried out effectively. Furthermore, HR of company assures that these learning
experience enhances the motivation level of individual. CPD is crucial to be well aware so that it
help in developing & tracking of knowledge or skills that is used at workplace. In context of
selected firm, they can also use this concept as it help them to enhance & improve their
knowledge based area at higher level. By properly understanding of this concept, it is easy to
improve professional skills & deep learning.
The structure of CPD activities is generally divided in tow categories in present
organisation:
Category 1 Category 2
Section 1:
Conferences
Symposium
Courses
Workshops
Section 2:
Academic development:
 Researching Standard setting activities
Section 4:
Other learning activities
 Department activities
 Other learning activities
 E learning and self reported
Section 5:
Personal learning projects”
Self initiated learning events that are
stimulated by regular practises where the

 Presentation at accredited events
Section 3
Accredited self assessment programs
 Performance assessment programs
 knowledge assessment programs
outcome is to be recorded and identified
Section 6:
Personal practise review:
Activities that are assisting to review overall
personal performance according to pre
defined standards.
TASK 3
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performing is defined as a set of practises that are to be used for improvement of capacity
in a organisation. This is a practise that is used for identification of sources from where
competent individuals can be attracted towards organisation. HPW is divide into three major
categories that is employee involvement, HR practises and reward practises. Employees are
having freedom to choose the suitable practises in Morrison's .
HPW organisations:
High performing working organisations are those that are forming the part of strategic
HRM and are adopted for creation of academic and practitioner communities.
High-performance HRM practice:
There is presence of a direct relationship between the high performing organisations. In
HPW organisations there is a passibility of higher performance that is depicted by below
Characteristics of HPW organisations:
There is better employee attitude:
Employees are willing to assume higher responsibilities in order to improve the process,
products and services in organisations. In Morrison's there is implementation of strategy for
higher initiatives and better innovation that has to be taken by employees (Kokina,
Pachamanovaand Corbett, 2017).
Higher cooperation:

Employees have to focus on better cooperation so that there are cordial relationship
maintained amongst employers and employees that is leading to enhancement of productivity
with chances of success.
Better financial outcomes:
In high performing organisations to ensure better organisational functioning there have to
be some higher financial benefit that can lead to higher chances of success in Morrison's with
higher revenue and profitability.
HPW and external stakeholders:
External stakeholder are the ones who are part of external groups of organisations but are
affecting their process of decision making. Stakeholders posses a legitimate inters in every
organisation (Bianchi, 2016). Customers are willing to get high quality products but at
reasonable prices. Creditor are supplying al the financial resources that is required for
arrangement of raw materials and performing all the necessary functions of organisation. Local
communities to assist in completion of the overall exchange process and last is the suppliers in
Morrison's who are providing the organisation with all the raw materials that have to be
converted into final products that have to be offered to customers.
Characteristics of HPW
Positive work culture- It is crucial trait of HPW in which positive work culture is
reflects the high performance work system.
Motivated employees- This is another characteristic of HPW in which motivated
employees are engaged within work environment.
Benefits to employees-
 Main benefit to employees in HPWS take more interest in taking more responsibility.
Benefits to employers-
 Main benefits to employer is that they are able to increase & enhance their productivity
level.
Role of stakeholders in HPWO
 Decision maker- It is crucial role of stakeholder in HPWO. This is because as a decision
maker they take effective decisions in proper manner. Through focusing on this role help
in completing of work efficiently.
Barriers of HPW:

 There is no proper performance management criteria that has been set by the top
management.
 No training or coaching that is provided to employees
 No regular communication that is taking place between the top management and the
employees in Morrisons
 No clear consequences
 Employees are not able to feel motivated.
Relations between HPW and HRM:
There is always a relation between HRM and HPW such as in Morrison employees are recruited
by HR department but the analysis of skills, their present contribution towards job roles and
responsibilities are timely assess by HPW. Further the training criteria are set by the HPW
department of Morrisons. The issues faced by employees are assessed buy HR department and
their solutions may be provided in context with the HPW department to further implement and
work towards fining solutions to common problems faced by employees.
Role of stakeholders in HPWO:
Stakeholders in Morrisons are playing a major role in the way the direct management is taking
place. Stakeholder are part of the board of directors that is assisting them in taking decisions and
further it result into better decision making.
Stakeholder are external and internal both are assisting in the below mentioned ways:
Direct management: Stakeholders are part of BOD and assisting different departments of
Morrisons that includes human resource, service and research & development department.
Finance: Investors are also stakeholder for Morrisons who are assisting in providing all the
resources to perform the functions of HRWO. s
TASK 4
P6) Evaluate different approaches of performance management & demonstration with support to
high-performance culture & commitment
Performance management (PM):
Performance management is a set of process and system that is aimed for development
of employee to perform their job roles according to their competence level. In Morrison's the

performance management is aimed to focus on improvement of skills level (Mone,, London, and
Mone, 2018).
Effective Performance management :
Effective performance management system is used for the purpose of transition with
establishment of communication with employees. This system is enabling the managers to
enhance their performance level according to expectations.
Performance management Systems:
There are some performance management systems that are used for enhancing the present
level of contribution of employees in Morrison's:
Evaluation: There is timely evaluation of communication channels with the managers and
superiors. In Morrison's there is proper evaluation that is conducted both verbal and informal
way to draw timely feedbacks for this a 360 degree approach is used by HR managers (Tyagi and
Singh, 2017).
Ranking of performance: The ranking system has to be to evaluate employees according to
their level of understanding who are part of specific groups. In Morrison's this method is used
for making a comparison among different groups that is according to average/medium links in
organisation.
Grading: It is a basic method where the performance measurement has to be used in Morrison's
for the ranging of employees in various categories such as A to F or 1 to 5.
Organisational culture:
Organisational culture is used for reflecting the overall practises, values and expectations that
are used for providing employees without required hindrance. Organisation culture has to be
facilitating enough that is combined according to the individual knowledge and skills
development.
Fostering behaviour: In Morrison's the overall culture of organisation is to encourage the team
members to focus on improvement, learning and making contribution for the organisational
development. It is a feature that is required to boots employee level of motivation.
Delivering of results: The overall process of performance management is reflected in the way
the final results are delivered. It is highlighting the overall process of accountability and
responsibility of the organisation.
Transformation process:

It is a process where the croup activities are adding value towards enhancing of outputs for
clients and customers. It is internal process in Morrisons that is adding value by effective
utilisation of overall value chain process to provide high outcomes to clients and customer. It is a
part of the leadership process that has highlighted the progress towards redesign of global
business.
Developmental approach to performance management:
Development driven performance is related to change in the way leaders are
implementing the change. Employee performance management is related to alignment of
objectives with developmental plans, skills and competency requirements (Kianto, Sáenz and
Aramburu, 2017). The major emphasis is on improvement and learning so that there can be
achievement of higher performance. In Morrison's this technique is used for filling of gap
between knowledge and skills to enhance the process of performance management.
In for performance management process evolved in some phases:
First phase: It is a phase where there is origin of performance management as a p[art of
performance appraisal systems. There is preparation of annual confidential reports (ACR). All
are maintained for controlling employee behaviour.
Second phase: In this there is performance appraisal according to discretionary power. There
has to be communication about future improvement areas.
Third phase: In this ACR is replace with performance appraisal where there is introduction of
key changes according to requirements. In Morrison's there is describing of achievement
according to which performance appraisal reports are prepared (Guest, 2017).
Fourth phase: In this phase the appraisal process is development drive that is according to set
standards of performance and not a part of confidential process. In Morrison's there is
performance planning, better review and development of employees.
From above mentioned performance methods it can be said that there are some
development approaches that are to be considered to achieve the required level of performance
for HR managers in Morrison's.
Process of performance management

 Planning- It is first stage of process of performance management in which it includes sub
stages like defining stage, feedback stage, approval stage. Both these aspects are essential
which are used within planing aspect.
 Coaching- In planning, once goals & objectives are set then comes stage in which
meetings are needed to be held and decisions regarding work is undertaken.
 Reviewing- In this, performance of employees are being reviewed and evaluated for
proper decision making.
 Action- It is last aspect in which reward and recognition is being given to employees
based upon their performance or results.
Performance management systems-
 General appraisal- It is most common used performance management system in which
appraisal is given via interaction between manager & other subordinates.
 360 Degree appraisal- This is also another effective PMS in which feedbacks are
collected by subordinates from other personnel.
Using of performance management system to transform entity
Through using of PMS, it is easy to transform organisation by evaluating & developing
complementary as it help in contributing of evaluating subordinates. Moreover, by focusing on
PMS appropriately it assist in enhancing subordinates engagement. This leads to transforming of
organisation in effective manner.
Use of performance management for transforming organisation:
In Morrisons performance management is a important criteria that is handle by HR
managers as the senior managers of the organisation. In this business discipline is existing to
align the overall goals of organisations so that employees are able to deliver the laid goals.
It is assisting the HR department of Morrisons to track and then further evaluate the
process gaps so that changes can be made fir achievement of corrective action. In order to
perform all the key functions performance management is playing a crucial role to enhance the
value of organisation as it leads to measuring the employee performance, identification of
loopholes and their maximum competence,. Further their performance has to be maximized by
use of certain tools that may include higher motivation both in monetary or non monetary form.

CONCLUSION
After a brief analysis of above report, it has been concluded that developing, individual,
organisation, learning and training & development are time consuming process which requires
high level of expertise. It has been also stated that it is important for a person to be aware about
learning at every stage so that competitive advantage is gained in market at wider scale.
Furthermore, discussion has been made about professional knowledge, skills, behaviour,
personal audit skills & personal development plan, comparison between concepts, need for
CLD, high power working and several types of methods to performance management. Thus, it
has been evaluated that it is essential to increasing information & skills so that professional goals
are accomplished.
There is analysis of different types of performance management systems that can assist the HR
department of a organisation to act as a facilitator for maximisation of employee performance.
There is always a relation between HPW and HRM that results into laying the required
coordination to perform the necessary assigned roles.

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