Difference between Individual Training and Organizational Training and Development

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.