Differences between Organisational and Individual Learning, Training and Development

This document analyzes the differences between organisational and individual learning, training and development. It also explores the need for continuous learning and professional development to drive sustainable business performance. A professional development plan is provided, along with an understanding of how high performance working contributes to employee engagement and competitive advantage.

Developing
Individuals, Teams and
Organisations.

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................3
Analyse the differences between organisational and individual learning, training and
development................................................................................................................................3
Analyse the need for continuous learning and professional development to drive sustainable
business performance..................................................................................................................4
Professional development plan setting out learning and development process .........................5
Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................7
TASK 4............................................................................................................................................8
Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high performance culture and
commitment.................................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Organisational and individual learning I very important aspect of any organisation. It is
related with the process of way a individual can work on enhancement of their overall skills level
to attain the required performance level in the organisation (Von Heupt, 2017). Presently Royal
mail is selected as the large global organisation. Royal mail is using major change initiatives as
part of the business development process by reorganising its hierarchy divisions or managers to
put across assessment centres. This process has changes the way organisation is using various
tools to access development of individuals and falling of the assessment process. Further there is
analysis of the difference between individual and organisational learning, training and
development factors and the chances of promotion to the marketing manager position in relation
with the overall learning cycle of the organisation for achievement of sustainable performance
objectives.
TASK 1
Working as a human resource manager for my upcoming future career role in Royal mail. There
is requirement to enhance the present level of skill, knowledge and behaviour for the objective of
working as a HR professional. For this purpose there is a personal skill audit that is used for
identification of skills, behaviour and knowledge for a personal development plan. As per the
provided scenario of the report the professional development scheme has been contributing to the
role of manger according to changing expectations of management (Cheng, 2017). For this there
is requirement to be more development focussed and rethinking of the present and future level of
skills. For this purpose there is requirement to archive remarkable progress that can help in
overcoming all the weak areas of performance.

Desired Professional Role : HR Manager
Knowledge Skills Behaviour
Knowledge of human resource
manager
Problem solving skills Problem Solution oriented
Training and development Leadership skills Transparency
Performance management Evaluating skills Technology surveying
behaviour
Recruitment and selection Communication and decisions
making skills
Purpose oriented behaviour
(A)
Personal Skills Audit (Please provide detailed information):
Knowledge Rating Skill Rating Behaviour Rating
Knowledge of
human resource
manager
3.5 Problem solving skills 4 Problem Solution
oriented
3.5
Training and
development
4 Leadership skills 4.5 Transparency 3
Performance
management
4.8 Evaluating skills 3 Technology
surveying behaviour
4
Recruitment and
selection
3 Communication and
decisions making
skills
3.5 Purpose oriented
behaviour
4

(B)
Professional Development Plan
KSA To Be
Developed
Activities
Required for
Development
Duration Development
Monitoring
Approach
Assessment of
Development
Detailed
Evaluation
Communication
skills
For
development
of my
communicatio
n skills I have
to will
perform
certain
activities like
talk to very
employees or
other person
very politely.
Then I will
recruit new
employees for
company by
online and
offline portals.
Then take
interviews of
people via
telephonic.
This will
take more
than 2
weeks to
achieve.
By making
effective
communication
with employees
and seniors can
developed my
communication
skills.
This will helps
me in making
effective
conversion
with
employees and
candidates
which are
being hired in
company.
Also I can able
to make to
communicate
better with
new
employees and
and existing
employees.
Communicatio
n skills are
those which
helps the
person in
conversing
better with
other
members. By
having
communicatio
n skills I will
be able to
communicate
effectively
with my
seniors and
juniors.
Problem solving
skills
For solving
problems, I
This will
take
By solving
problems related
By having
problem
Problems
solving skills

will have to
work in
tensioned
situations so
that I can
work
effectively in
the
organisation.
While solving
every
employee
problems can
can learn how
to solve
problems.
about 4- 5
weeks.
to performance
managements
can achieved
problems solving
skills.
solving skills I
will able to
solve many
problems
related to
conflicts in
management. I
will be able to
solve
problems of
employees and
this results in
identifying
effective
solution for
any problems.
I will be able
to identify
various
solutions
related to the
problems.
are a part of
professional
development
as by having
this skills I
will be able to
identify better
options.
Decision
making skills
Decision skills
can be
achieved by
making daily
decision
regarding
recruiting and
selecting
process.
This will
take
about 3- 4
weeks.
By making
decision
regarding
recruiting and
selection of
candidates can
better make
decisions.
By having
decision
making skills,
I will be able
to make
effective
decisions in
the company
related to
Decision
making skills
are those
which helps
me in making
effective
decisions
regarding any
situation and

candidate
recruitment
andand
selection in
the
organisational.
This will help
me solving
problems and
results in
making good
decisions
which can be
good for other
employees.
at any place.
By which I
can able to
helps all
employees.
TASK 2
Analyse the differences between organisational and individual learning, training and
development
Individual learning Organisational learning Training and development
Individual learning is a process
that is focused on enhancing
the knowledge and skills that
is required for the purpose of
performing a job at a
workplace.
Learning is a self directed
work based process that is
Organisational learning is
related with solving of
problems on behalf of
organisational. It is part of
problem solving of
organisation. For the
prosperity of individual and
organisation there is
It is regarded as the
educational activities that are
created for the purpose of
enhancing knowledge of
employees by providing them
with required information and
informations to perform tasks
in a better manner. In Royal

used for increasing the
adaptive capacity of working
and learning that are
interconnected with each
other.
All employees may or may not
be benefited from this process
of learning as it drives overall
needs, exepcatitions &
intentions of individuals. This
process is helping in
enhancement of learning for a
particular individual.
requirement to develop the
process of commitment
learning. In this managers are
encouraged to use a honest
approach for employee
feedbacks/ positive feedbacks
are helping in enhancing
employee motivation and self
esteem (Drude, Maheu,and
Hilty, 2019).
mail this process of training
and development is used as
part of on the job training
procedure of employees in the
organisation. Where
employees are provided with
opportunities to improve their
skill development procedure to
work according to required
skill and competencies for
performing job roles & duties.
Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is used for self motivation that is persistence for acquiring knowledge and
competences for the purpose of expand the present skill set and development of future
opportunities. It is part of professional and personal development for avoiding of stagnation to
reach to full potential according to ones own competence.
In present scenario for the purpose of performing the job role of a marketing manager there is
requirement to analyse by application of kolbs learning cycle:
Concrete experience: It is a new situation or experience that is reinterpretation of existing
experience. While there is need to learn new skills there is need to further reinterpret the existing
experiences.
Reflective observation of new experiences: After there has been new learnings there is focus on
interpretation of the new experiences that are learnt in the course of business. So that if there are
any type of inconsistencies between the understanding and experiences.
Abstract conceptualisation: It is a reflection that is based on development of new idea. This skill
is very important for the purpose of developing learning from previous experiences in

organisations (Watts, Hallmark and Beroz, 2020). In royal mail this element is going to assist in
the process of setting out learning and development process.
Active experimentation: It is when learner will be able to apply the ideas in the practical
business situations.
Effective learning is very necessary to observe the progress of a individual according to four
basic stages. These learning stages are very important for testing the hypothesis of future
business situations that further results into development of new experiences in Royal mail to
perform the new job role.
Cognitive learning theory is based on mental process that is very important part of learning in
organisations (King and Therrien, 2020). Cognitive theory is suggesting the external and
internal forces that are very important part of overall improvement process in organisations. It is
the way employees gave to focus on their thinking behaviour and aspects. In royal mail this
learning theory is focussed on making employees understand the overall internal structures of
the organisation and the way thee are affecting the learning process of individuals. Further with
proper assistance of this theory employees are able to understand te way it is affecting the
process of behaviour and learning in organisations.
Constructivism theory: It is learning theory that is based on learning of new ideas that is based
on prior knowledge and experiences, learning is a unique way affecting the understand process
of a employee. In this employees in Royal mail have to deal with any type of misconceptions or
challenges that may have arisen in the process of adapting to new information for skill
development and skill enhancement (Thusi and Costa, 2021).
Professional development plan setting out learning and development process
For the purpose of performing the job role of a marketing manager there is need to focus on
development of some of the skills that are essentially required for the purpose of performing the
job roles and duties of a marketing manager (Ragan, 2018). Marketing manager is very diverse
area that requires some different skill sets for the purpose of performing job role Some of the
skills are mentioned below:
Professional development plan:
skills Key requirements Outcomes Time period
Technological Learning skills of It will be learnt by One month

proficiency digital media
operations, social
media applications,
SEO that is part of
digital marketing
initiatives.
approaching experts,
having training and
development sessions
with them. Further
reading of articles,
books journals to
analyse the way
competitors are
forming their
marketing strategies.
Communication skills Skills of professional
communication, verbal
communication,
composing e mails
consumer surveys,
developing report with
clients, proposing of
new products and
services, soliciting
customer feedbacks,
writing of reports.
Developing effective
communication skills
by learning verbal
communication
techniques. Observing
methods used by
senior marketing
managers in Royal
mail for the purpose of
making
communications.
Two month
Analytical thinking Marketing requires lot
of research based
analysis It is related
with determination of
requirements of target
audience, analysis of
customer data,
customer
demographics,
Learning of planning
techniques, methods of
making financial
analysis, quantitative
skills, statistical skills,
dealing with marketing
problems.
1.5 months

TASK 3
Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation
High performance working organisation is related to a conceptual framework that is dealing
with operations of the way employees are managed and various leadership & management issues
are dealt in organisation. The senior management in Royal mail is assigned the functions of
strategic planning and the process of decision making with respect to various other functions of
organisations, the main focus is to improve the high performance of individual employees that
can impact the competence of each employee (McGill, Heikkila and Lazarowicz, 2020). All this
is going to further lead towards higher productivity in organisation as a whole.
High performance working organisation contributes to Employee engagement is related with
satisfaction level of employees. It is a process of establishing deep and long term connection
with the organisation. Employee satisfaction has to be measured with use of experience and
work. Employee engagement is focussed on building up of connecting with employee associated
with the well being of employed themselves (Deardorff, 2020). In Royal mail if the management
will be working towards creating of a high performing working organisation there is promoting
of employee knowledge that can assist in process of recruitment and selection of skilled
workforce. Further comprehensive training programs are prepared so that employees are feeling
motivated that the organisation is working towards their career growth & development prospects.
There is always a relation between employee engagement and high performing organisations.
For instance the research shows that highly engaged employees is more productive by 17 percent
as compared to their peers (What is Employee Engagement? What, Why, and How to Improve It,
2021). They are likely to work more diligently and expand their efforts towards their job roles.
In relation to royal mail when there will be high engagement of employees than there will be
higher customer satisfaction. Being large global organisation royal mail is solely working
towards enhancing the satisfaction level of the general public. So it becomes very important to
focus on higher employee engagement that results into better employee commitment, lower rates
of absenteeism and deceasing of the possibility of negative working environment at workplace.

TASK 4
Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high performance culture and
commitment
Performance management is a Change that is taking place across Companies and industries. It
is rethinking of the fundamental aspect of the performance management process that includes
frequency where the timely reviews are done, methods of training managers and alignment of
goals with the organisation.
Traditional performance management models: there are certain sequence of actions taken for
the purpose of managing performance management in organisations such as it includes
determination of organisational strategy, priorities and goals.
Performance planning: In this human resource teams and managers are clarifying overall
expectation of employees.
Timely feedbacks: There is feedback taken from employees and managers for making self
evaluation.
Formal performance review: At this stage there is performance review of employees to analyse
whether their level of performance has been according to requirements of organisation. In royal
mail high performance working culture is all about creation of a culture with trust transparency
and open communication lines (Amah and Oyetunde, 2019). It is a general approach of
managing organisations with a aim to stimulate effective employee involvement and high level
of commitment to achieve higher performance levels. It is a fundamental aspect of process,
policies and practises that are integrated together to achieve improved performance level of
employees in Royal mail.
Different approaches to performance management:
There are certain key changes that can drive overall performance management and support the
process of high performing organisations:
Collaborative performance management is used for employees working together to achieve and
realise a similar shared goal. In royal mail this technique is used to create a high performing
working culture. In this there is need to set up alignment of goals between employee and
employer. Collaborative working practises are very important for the purpose of creating a
smoother culture and structure in a organisation, it is sued for motivating employees and further

creation of a healthy working environment. There is enhancement of problem solving by
development of combined various solutions. There is fostering of better change in the
organisation as team collaboration in royal mail leads to better decision making that is very
important for proper functioning across various departments.
Rewards and recognition: It is a fundamental aspect that is development of a comprehensive
approach to performance management. In Royal mail rewards and recognition are the driving
forces of a organisation that have to be properly aligned with the force of creating a high
performing working culture in the organisation (Turner, 2019). In Royal mail it is associated
with several practises such as formal ceremonies that is used for recognize stellar performance,
informal gestures of gratitude, immediate rewards for well done jobs. It is one of the most
effective methods as manager in Royal mail are able to identified the vision and goals for
employees that can create high level of intellectual stimulation, engagement and collaboration. It
leads to deeper learning about individuals and employees. It is one of the comprehensive
approaches that leads to Higher performance working in organisations. In royal mail PDP is used
as the overall appraisal process for Royal mail. It helps in development of new schemes that is
helping in development of suitable mentoring programmes initiated at early stage in
organisation.
Commitment: Commitment to organisation is defined as level of enthusiasm or motivation that
is poses by a employee with aspect to assigned tasks at workplace. It is related to responsibility
of person towards mission, goals and vision of organisation. It is related with higher employee
satisfaction in a organisation for higher work commitment and engagement. In high performance
working organisations there is higher profitability, productivity, employee retention and
improvement of working atmosphere. There are different type of employee commitments such as
affective commitment is related to way employees are willing to stay in organisation as they feel
that they are a great asset to organisation. Normative commitment is that when employees feel
that if they leave they might create void in the organisation. For this purpose there is need to
achieve high level of normative commitment in order to avoid high employee turnover. Non
committed employees might work against organisation and can affect the organisational success
in a negative manner.
Competitive advantage: high preforming working culture is very important in organisation for
the purpose of motivating employees to achieve high performance on their part. It lads towards

development of competitive advantage as when employees are able to perform their job roles
with high level of commitment then there is achievement of overall mission and vision statement
of organisation. In recent times with respect to Royal mail there has been high performance
culture that is leading towards high employee commitment. Committed employees are generating
higher values for organisation in terms of high productivity and quality awareness that is created
for employees.

CONCLUSION
It can be concluded from the above mentioned aspects that individual leaning and
development is a very important aspect of every organisation. This process is related with the
way individual are willing to acquire required skills and knowledge with respect to assigned job
roles and responsibilities. Committed employees are bringing overall values to organisation by
their determination, higher productivity, support and quality awareness. All these aspect are
contributing towards achievement of higher performance organisation.

REFERENCE
Books & Journal
Von Heupt, N., 2017. Creating a continuing professional development plan. Training &
Development, 44(6), pp.16-17.
Cheng, E.C., 2017. Managing school-based professional development activities. International
journal of educational management.
Drude, K.P., Maheu, M. and Hilty, D.M., 2019. Continuing Professional Development:
Reflections on a Lifelong Learning Process. Psychiatric Clinics, 42(3), pp.447-461.
Watts, P.I., Hallmark, B.F. and Beroz, S., 2020. Professional Development for Simulation
Education. Annual Review of Nursing Research, 39(1), pp.201-221.
King, A.H. and Therrien, K., 2020. Professional Development in Organizational Behavior
Management. Journal of Organizational Behavior Management, pp.1-17.
Thusi, N. and Costa, K., 2021. Integrated Continuing Professional Teacher Development
(CPTD) Model.
Ragan, D.D., 2018. A Structured Course for Personal and Professional Development. Honors in
Practice, 14, pp.43-57.
McGill, C.M., Heikkila, M. and Lazarowicz, T., 2020. Professional development, performance
expectations and academic advisors’ perceptions of relational skills: a sequential
explanatory mixed methods study. New Horizons in Adult Education and Human
Resource Development, 32(4), pp.50-69.
Deardorff, M., 2020. The Effects of Professional Development on Transition Plan Components.
Amah, O.E. and Oyetunde, K., 2019. Determinants of high-performance organizations in Africa:
A conceptual framework and research propositions. International Journal of Management,
Economics and Social Sciences (IJMESS), 8(4), pp.319-333.
Turner, P., 2019. Employee engagement in contemporary organizations: Maintaining high
productivity and sustained competitiveness. Springer Nature.
Online
What is Employee Engagement? What, Why, and How to Improve It, 2021 [online], Available
through<https://www.quantumworkplace.com/future-of-work/what-is-employee-engagement-
definition>