Difference between Individual and Organisational Learning, Training and Development

This article discusses the difference between individual and organisational learning, training and development. It explores how these concepts impact the overall performance of individuals and organisations. It also highlights the importance of creating a conducive learning environment.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Appropriate professional knowledge, behaviour and skill that are required by HR
professional..................................................................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.'.........................4
TASK 2............................................................................................................................................8
P3 Analyse and understand difference between individual and organisational learning, training
and development..........................................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................9
TASK 3..........................................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..............................................11
TASK 4..........................................................................................................................................13
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high performance culture and
commitment...............................................................................................................................13
CONCLUSION..............................................................................................................................14
REFRENCES.................................................................................................................................16

INTRODUCTION
A self-organised team, organisation and individual perform their work with collective
approach and they are responsible for the development of necessary and effective plan which
aids management to produce better and effective outputs from organisation operations and
functions. With the development of individual, team and organisation overall performance of an
organisation is improved. This report is written from perspective of ASDA which is a retail
business and it operates their stores at different locations to fulfil needs and wants of individuals
and it support management to improve their sales and profits. Moreover, this report highlights on
professional knowledge, behaviour and skills that are required by HR professional. Personal
skills audit for formulation of development plan will also included in this report. In the last,
difference between organisation and individual learning, training and development as well as
needs for continuous learning and professional development to drive sustainable business
performance will also included in this report.
TASK 1
P1 Appropriate professional knowledge, behaviour and skill that are required by HR professional
HR manager perform an important role and they are responsible for performing various
task, attempting and execution of organisation changes for sustaining in the market for longer
period. ASDA management is focused for completion of all work with motive of transferring
knowledge in managing operations and functions through which task is completed in an
organised manner. Organisation face crisis and it state numerous technical and competitive
aspects in order to increase morale as well as productivity of workers. Along with this to
complete all functions and operations with an appropriate manner it is essential that morale and
productivity of HR must be improved to complete all functions and operations with more
efficiency. In the context of ASDA management is focused towards implement of changes
through which task are managed with an efficient approach. Moreover, in order to generate long
term results HR manager of ASDA undertake and understand roles that are important for
performing work in current market.
 Education- One of the most important skill that is required by HR relates with
qualification perspective. This aids organisation for completion of task in an accurate
manner so ASDA manager decide that their manager must be learned education with a

post-graduation degree in the management. It aids HR and team to perform their task in
an appropriate manner because of understanding knowledge related with education
perspective.
 Experience- ASDA perform their work at global level and the number of operations and
functions which is performed by management is too wide. This determines manager must
be experienced so all operations as well as functions are managed in an appropriate
manner. The minimum experience required by HR to deal with existing workforce of
ASDA is two years. Specifically, experience to manage retail employee's will be more
preferred to manage HR role of ASDA.
 Skills and knowledge- One of the crucial step that is required to manage operation and
function relates with motive of learning and managing skills that improve the knowledge
of ASDA HR to complete their task in an organised manner. Solution-oriented thinker is
the first skill which is required in HR of ASDA because it helps to manage work at the
international level. Similarly, from the perspective of knowledge communication skill is
required in the HR of ASDA to complete their task such as motivating potential candidate
to retain in ASFA for longer period in an organised manner.
 Special requirement- Some specific characteristic are required by management and this
is used by respective organisation in their HR. It is because there are different functions
and operations performed and most of them are focused towards understanding and
analysing the behaviour of individuals. Business management require HR that enhance
work knowledge and determine worker performance to complete their work by managing
and motivating employee's through self-analysis system.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.'
Personal skill audit is the process which includes understanding and learning about the
skills of individual or group. The skill audit is important because it helps the individual to
understand it's strength and weaknesses and motivates them to learn new skills which leads them
to personal development. It also helps the organisation to understand the skills of employee's and
helps organisation in understanding their attitudes (Coetzer, Bussin and Geldenhuys, 2017). The
personal skill audit helps organisation in understanding the behaviour, skills and knowledge of
employees and focuses how organisation can improve their skills and use their employees skills

in achieving the goals and objectives effectively and efficiently. The personal skill audit helps an
individual to understand it's strengths and weaknesses. My personal skills audit as a job profile
of Quality Manger are:
Skills Required Rating scale(0-10) Findings
Communication skills 7 My communication skills are
above average but the profile I
am working on needs excellent
communication skills so I have
to work on improving my
communication skills as well
as writing skills.
Problem-solving skills 8 My problem solving skills are
very good as I focus on
understanding the problem and
going to the depth of the
problem and then look for the
solutions and implement them
in order to solve the problem.
Decision making skills 8 My decision making skills are
also very good as I make my
decision by analysing the
situation and not taking my
decision in hurry or making
any biased decisions.
Leadership skills 6 My leadership skills are below
average as sometimes I ignore
to take the charge of the team
or to lead a team as it makes
me uncomfortable. I have to
work on my leadership skills

and have to show confidence
in leading the team.
Trend Analysis and
Prediction
8 My skills in analysing the
trends and predicting about the
trends is very good as I analyse
the trends very closely and
after understanding them very
thoroughly I make the
predictions.
By the above personal skill audit chart I have understood my strengths and weakness.
This will help me to improve my skills which falls under the category of weakness by which I
can contribute in increasing the organisation performance and also it will help me in my personal
development.
Strengths Weaknesses
Problem-solving skills
Decision-making skills
Trend Analysis and Prediction
Communication skills
Leadership skills
The professional development plan is used by me in order to overcome my weaknesses
and to understand how can I turn these weaknesses into my strengths.
What do I learn? What I have to do
to achieve my
goals?
What problems
are there in
achieving my
goals?
How will I
measure my
success?
Dates by which I
have to achieve
my goals.
Professional Development Plan
Communication
Skills
Start reading
books and
Confidence It can be
measured by

newspapers and
to improve the
vocabulary start
learning 10 to 15
new words
everyday and
write at least 300
words everyday.
writing reports
everyday and
getting the
feedbacks on
daily basis.
Leadership Skills Start leading the
team and setting
the goals and
objectives for the
team and also set
yourself as
example for the
team by
performing well
and achieving the
goals.
Confidence Communicate
with everyone
effectively and
work hard in
order to set
example for
other people and
lead the team
The above professional development plan shows that how I can overcome my
weaknesses by planning and executing that plan and deciding the steps and by which time I have
to achieve my goals. This plan will show me what approach should be taken to tackle your
weaknesses and in the pursuit of overcome your weaknesses what other problems you will face.
This plan gives me a handful insight in solving my problem and helped to overcome my
weaknesses. The communication and leadership skills are very important for every person in the
organization because without the effective communication you can't understand the goals and
objectives of the organization (Harries, 2017). The organization performance depends on how
effectively a manager manages the team and what steps a manager should take to help the team
to achieve the desired goals and objectives set by the organization. The leadership skills helps
the manager to manages the group of people effectively and efficiently. A leader should have

knowledge about every team member so the work can be divided according to the skills of the
team members and by such practices a leader or manager can help the team to achieve goals and
objectives. These skills are very important when you are working as a manager in the
organisation because the manager is the one who make sure the goals and targets are achieved
effectively which helps organization in boosting it's performance
Meaning of CPD-
Its a process which relates with the long term career development approach which relates
with the learning abilities and phases that an individual apply in the course of enhancing the
career growth by including the learning phases which relates with some approaches in which any
activities which are undertaken by the professionals with the motive of developing new skills and
expertise in the particular activity for which the professionals works . By enhancing the
capabilities of an individual on regular basis by time to time monitoring the value of an
individual in respect of their learning performances ,there are lots of programs which are
initiated in a CPD approach is e-learning to their employees if we considered ASDA a retailing
company they have to organise the proper formulation in respect of providing the marketing
strategies which have to be implement in the organisation.
How do individual engage in CPD:
In continuous growth process there is a need for individual to enhance their capabilities
and skills by engaging with the regular activities program which will be followed in the course of
organisation so basically individual will engage with the CPD through many sources and phases
which are required in the learning aspects so as to relates with the organisation objectives and
goals or if we relates it with the practical life too, CPD of an individual involves with the
ongoing and regular process of developing and maintaining and recording of the professional
skills which will be directly relates to the performance of the individual, in this process
continuous growth and development of an individual aremanaging by the professional who are
undertaken to achieve that aspect through regular check on to the performances on particular
basis.
Recording and evaluating CPD:
while doing the continuous professional development in the organisation relates with the retail
industry is that ASDA retailing sector the approaches which have to be taken and adoptin during
the course of evaluating and recording of the CPD in respect of the particular individual, so some

of the aspects which are adapting by the ASDA industry in the context of CPD formulation is
that participants reactions ,this will relates with the colleagues with initial response towards the
particular professional learning activities this might be collected in the form of surveys in the at
the end of sessions. Participants learning which relates with the colleagues have learnt any new
knowledge or understanding, Organisation and support ,by use of new knowledge and skills and
also relates with the learning outcome on the basis of that any evaluation will be done.
The structure of CPD activities:
CPD consists with the several structure through which an organisation will leads to
properly implementing of the program ,these CPD learning activities includes : structure learning
activities which is consists with the conferences, courses and workshops according to the
activities are concerned, Academic development : presentation at events, standard activities and
research. Self assessment program: deals in knowledge assessment and performance assessment.
Other learning activities includes departmental activities in the industry and e-learning programs.
Personal learning tasks its a self initiated learning which is stimulated with the practise
outcome and last step in this process is reviewing of the activities.
TASK 2
P3 Analyse and understand difference between individual and organisational learning, training
and development
The learning development and training aspects states and define all essential element
through which task are managed with inclusive learning. The concepts related with inclusive
learning are focused towards creation of an effective atmosphere by which all participants
perform their task through formulating learning perspective that is comfortable to discuss
problems, issue and ideas related with process or procedure of learning (McClory, Read and
Labib, 2017). Moreover, the major challenge related with learning is that the style and method to
learn things is different for each individual and team. Comparison between learning style of both
is mention as follow:
Organisation learning Individual learning
The process of organisation learning is
designed with motive of generating creation,
transition and implement about knowledge
Concept related with individual learning is
defined towards analyse about overall
knowledge by which all work is managed

among system as well structure for improving
learning of overall team.
through performing task as per experience of
individual to learn and adopt new information.
The main aim of organisational learning is to
copy overall needs and wants. This results
management easily transform overall need and
wants of organisation.
Individual learning aim is to enhance and
improve knowledge related with personal
perspective. It results learning improved
characteristic of a single individual.
This is notice by organisation that development
and training performing an important role for
improving the overall efficiency of team. This
results performance of overall team is
improved by the organisation.
Self-analysis and the self-assessment are some
important techniques which come under
individual learning perspective. It also aids
person to understand weakness and than
identify of methods for improving individual
knowledge.
The module of workforce define that
workforce or team members perform their task
with motive of fulfilling job need and wants.
The module which is designed for individual
learning define that it must be designed
according to career goal of individual.
With improving overall performance it is
identified that task are managed and performed
with more efficiency through improving
performance of overall team.
Employee's make their focus according to
decided goals and objectives that is used in
improving work perspective of an employee
only.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous Learning
Continuous Learning is defined as the process of gaining the new knowledge to develop
the skills and getting the new information. Continuous learning can be done in an organization
and can be done personally also. Continuous learning help the people to learn about the new
things and use it whenever needed. The continuous learning is useful when an organization is
planning to do some innovative or do something new in the respective field. Organization
encourages continuous learning because with this the innovation can be done if organization
doesn't encourage the continuous learning then it will be very difficult for them to innovate. The

continuous learning makes the organization employees effective and efficient (Dumitru and
Schoop, 2016).
Professional Development
Professional Development is explained as developing the skills, knowledge which makes
the person capable and effective. It helps the individual to understand the information which is
provided by the organization or gained by the individual from outside of organization and to
implement that information in such a way that it helps in development of the individual in
professional terms. The professional development of individual helps organization also because
the individual can contribute in achieving the goals and objectives of the organization and the
organization doesn't have to invest much on that individual.
The need of continuous learning and professional development for sustainable business
performance
Continuous learning and professional development helps the organization to improve it's
efficiency and effectiveness in terms of organization performance. The group and individual
capabilities and the potential is improved by continuous learning and professional development
(Owen and et. al., 2020). The resources can be used effectively and efficiently by the continuous
learning and it makes the manpower of organization effective which results in increase of profits.
Professional development helps employees to get promotion it also provides employees new
opportunities. By continuous learning individual can increase it's standard of knowledge and also
it can increase the quality of the work and it's standard.
ASDA is using continuous learning and professional development as a weapon for it's
better organisation performance. ASDA evaluates it's employees on timely basis which helps
them to determine in what area their employees are lacking and what are their strengths. This
type of evaluation helps the ASDA to prepare a training and development programme by which
they can make their employees work effective and efficient. ASDA also provides incentives and
rewards for the employees who performs very well in the organization. This kind of system
encourages employees to gain more knowledge and develop themselves so that they can
maintain their standard of living and develop their skills for their personal development
(Robinson and Parry, 2017). The incentive programme encourages to develop themselves but it
also help organization by getting the quality work from employees. ASDA is one of the top
organization in UK and it exceeds the expectations of consumers and their expectations can only

meet by the better work and great performance and it is possible only by continuous learning and
professional development of employees. The organization performance is also dependent on the
policies and plan made by the organization for future the professional development also helps the
organization to change in plans and policies to face economical problem. ASDA competes with
the companies like Sainsbury's, TESCO, Morrison etc. and in order to gain competitive
advantage over their competitors they have to formulate and implement effective strategy and
this is only possible when the people of organization are skilful and the knowledge of employees
are useful in making the strategies against the competitors (Ranta, 2018). This shows that
continuous learning and professional development is important for employees growth and their
development because by this they can contribute in the performance of the organization. ASDA
also have different training programmes for their employees to develop their knowledge and to
prepare them for the challenges. ASDA incentive programme motivates the employees to
develop their knowledge more and to develop their skills so that they can perform better and earn
incentives. ASDA is the organization which works in a very competitive environment and to
achieve the goals and objectives organization needs workforce of skilled an professional
employees and through continuous learning and professional development ASDA can achieve
it's goals and objectives effectively and efficiently.
GAP Analysis
GAP method of analysis helps in analysing the business software applications and business
system software and applications and and to make sure that the business requirements are met, if
not then steps should be taken to implement it successfully in the business. GAP analysis helps
in analysing the organisation that where they are now and where they want to be in the future.
GAP analysis is also explained as the needs analysis. GAP analysis is used in the organisation by
the managers and the teams who focuses on the improvement in the organisation. ASDA is the
organisation which uses this analysis in order to set the goals and objectives for the future and to
make sure that the goals should be achieved by the effective utilization of resources. ASDA is
one of the largest supermarket chains in the UK after TESCO and Sainsbury's, analysis like this
will help them in deciding where they want to be in the future. There are seven different points
by which effective skills gap analysis can be done:
 Plan your analysis
 Define the organisational goals

 Analyse the future work trends
 Analyse the skills needed for the future
 Measure the skills needed currently in organisation
 Find the gaps in the organisation Put the findings into the action plan to improve the gaps
Honey and Mumford theories
Honey and Mumford gave theories about the learning style of the people and on the basis of that
they identified four type of learning preferences. ASDA uses this theories in order to implement
in their organisation as it help them in understanding the need of the learning for the employees
and how the learning of the employees can be made better. The four types of learning
preferences are mentioned below:
Activists
Activist are the ones who learns by practically doing the work. The activists are the ones who
deals with the learning by including them in the process and this learning can be done by
brainstorming, puzzles etc.
Theorists
Theorists are the ones who learn through the breakdown of the goals and they need the process
for the learning as it includes the models, ideas, thoughts etc. for the learning. Their choice of
learning activities includes the models, stories, quotes etc.
Pragmatists
Pragmatists are the ones who put their learning into the real life and focuses on implementing it
in their daily life processes. They learn through experimenting of new ideas and they learn
through the activities such as case studies, problem-solving etc.
Reflectors
Reflectors are the ones who watches and looks what happen with the learning or use of the
learning. They are usually the ones who focuses on the learning by watching it from sidelines
and learns what are the use of the learning.
Barriers to learning and how to overcome them
Learning is very important for every individual as it helps individual in the growth of their
knowledge and their skill set. ASDA makes sure that learning of their employees should be

proper and effective as it would help them in achieving the goals and objectives efficiently.
There are barriers which comes during the learning and it is important for ASDA to overcome
them to make the learning effective. There are some barrier to learning which are explained
below:
 Lack of focus
 Lack of purpose
 Lack of skills
 Disturbing work environment
The above barriers are the ones which affects the process of learning and which can be solved by
implementing the different strategies and techniques. ASDA makes sure that they have proper
tools for the learning of their employees and ensures that by the effective utilisation of that
resources learning can be made interesting as it would help them in learning and understanding
the knowledge. ASDA makes sure that the employees should be clear about their goals and
objectives and employees consensus should be clear and effective.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
High performance working is a way or practice so that the employee can be effective and
they can participate in the decision making. The decision making is related to their job this will
help them feel more secure as the decision which are taken for them is by their consent. The
main aim of high performance working is to increase the effectiveness within the employees so
that it can generate a sense of competitiveness between them. The HPW focusses on stimulating
more effective employee involvement so that they could be more goal oriented and could achieve
their goal with efficiency and in an effective way. As in the case of ASDA the management
earlier saw a decrease in employees performance which resulted in decrease in employees
engagement and the competitive advantage that ASDA earlies used to have, so now after
analysing all the situation ASDA also uses HPW in their organisation as this increase the
performance of their employees and through this they will be able to increase the strength of
their employees and it will also help in upgrading the skills of the employee (Matic and
Maksimovic, 2020). ASDA uses this practice to bring out the full potential of their employee so

that they can give better quality work to the organisation. The HPW practices which ASDA uses,
consist of increasing or promoting the knowledge of the employees so that they can know more
and more about the job they are doing and about the change in trend so that they can produce the
good which can be able to stand with the change in trend. With the help of HPW, ASDA also
motivates and train their employees so as to produce more quality goods and services (Mazuze
and et. al., 2020). This also helps the company in better communication with their employees as
they can easily understand and fulfil the need of each other.
Through motivation and promoting the knowledge of their staff ASDA commits their
staff to be more goal oriented. Through HPW ASDA empowers their employees so that they
easily adapt to this rapidly changing working environment. ASDA increases the motivation of
their employees through giving them employment security and involving them and their ideas in
various organisational activities. They can only provide their ideas if they are well educated
about the future and about the changing trends. So ASDA also conducts training and
development program on regular basis so that their employees can give ideas on the basis of
changing trends and also that they can understand the decision taken by the management.
HPW also increases the employee engagement in ASDA . Employee engagement is the
is an approach which results in employees giving their services to the fullest if their conditions
are met. In ASDA employee engagement is based on trust and better communication between the
management and their staff (Maduka and et. al., 2018). For example before the use of HPW
ASDA saw a great downfall in the performance of their employees which resulted them to lose
their competitive edge and after they used this practice in the organisation it increased their
employee engagement and gave them a competitive advantage over their competitors. Through
increase in employee engagement the management got a clear idea of what all are the needs of
their members and the members got a clear idea of what all do they management want from them
like they want the employees to have a clear goal and they want them to work more effectively
and efficiently.
With the help of HPW ASDA has increased employee engagement which helped them to
increase their profit more and more. Both employee engagement and profit for the company are
directly so if one increases then automatically the other also increases. But ASDA should also be
careful and they should continuously monitor the performance of their employees so that there
won't be any satisfied under performer (Bam and Vlok, 2016). Only with the help of HPW

ASDA has succeeded this much. If they were to use the traditional method then that would have
cost them more ad also that would have been ended as a failure. HPW practices helped ASDA in
generating a sense of responsibility within their employees and it also helped them financially. In
ASDA there are non communication barriers between the management and the the staff, as there
is a high exchange of ides and creativity among the employees.
High performance working – there are various benefits of this high performance working. This
HPW is beneficial for all whether the employees , management or the stake holders. For the
betterment of employees HPW will help them in raising their skills and through this they are able
to increase the potential and with this they will also be able to cope up with this fast forwarding
world the main focus of the HPW is to make the employees more effective and efficient in their
working. Through using HPW in ASDA they was able to increase the motivation of their
employee's and they were also able to make their employee more and more goal oriented in their
nature.
This high performance working is also beneficial for the ASDA or the employer as with the help
of the high performance working the ASDA will be able to manage their employee easily and
they can also as they become the high performance team then they can easily manage themselves
which will put less load on the management side. This will also increase the performance of the
employee for the ASDA. Through HPW the work of the management also becomes easier as
there are not many problems related to the employee discord problems. With this the employees
will give the management creative and innovative thought and the management will also be able
to make them work more and more.
For stake holder HPW will increase their return on investment and this will also help the
organisation to increase their value in the market it will help the employees as the employees will
get recognised and all this will be helping the employee, the management, the investors to have
more interest for the company and trough this ASDA will also be able to gain more and more
competitive advantage over its competitors.

TASK 4
P6 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 tool used by large companies to evaluate the overall
performance to their staff. This method is mostly used in corporate sectors and the management
in these sectors use this method to monitor and evaluate the performance of their employee.
ASDA also uses this tool to monitor their employees (Katane and Dube, 2017). If there is a
downfall in the performances then the management have to take corrective measures like
motivating their employees or by giving them training so that their performances can be
increased (Buheji and Buheji, 2020). They measure their employees through setting up a
benchmark, in which they have to pass the benchmark if not then they are not performing to their
fullest. Different approaches to performance management in context with ASDA are mentioned
below: Collaborative working – In this approach a situation arise where two or more than two
people or teams think of learning and working together, this is also called group working.
This will increase the performance of both the parties as the benchmark set will be more
than the usually do. This type of working last for some period and in that period a lot of
creative ideas are exchanged. This is a good practice only if both the parties are moving
towards same goals. This practice will increase the creativity and thinking out of the box
which lead in innovation (Rupprecht and et. al., 2019). This will also help in flexibility in
their jobs. In context with ASDA , earlier they didn't use this method but later on after
using it their teams were fully motivated and they were having a lot of creative ideas
which the company implemented to increase the motivation of their employees and to
increase their skill set. Behavioural approach – In this approach it gives us an answer to what an employee
should do ? How the employee should behave in the working premise. There is a suitable
behaviour which the organisation demands. But first the organisation has to demonstrate
the staff the behaviour which they desire. After that they have to monitor the the
behaviour of he employees and rate them (Stanton and et. al., 2017). It is very reliable
and accurate approach. ASDA also uses this approach in their day to day behaviour.

Earlier this wasn't the case, they were loosing a lot of customers because of the
unpleasant behaviour of the employees. But after the implementation of this approach
there was a high amount of customer satisfaction as their employees projected a desired
behaviour. With a proper behaviour the work is moving in an organizes way than it was
before. Key performance indicator – key performance indicator is a way to monitor the
performance of the employees in relation with strategic growth and organisational
objectives. For formulating the KPI the team should have a basic knowledge and it
should be clear of what all are the organisational objectives. The main purpose of KPI is
to communicate properly if it doesn't communicate then the KPI is of no use. KPI are the
indicators which provides the level of progress in achieving the set objectives. Through
this every goal can be measured and can be achieved (Altinay and et al., 2017). It means
that everything that can get measured can easily be done. ASDA also used this approach
after they lost competitive edge over their competitors and after using this method they
have gained their old market share and they are fully focused on the fulfilment of their
objective.
 Result approach - In this approach the management or the employer is only concerned
about the result or the outcome. They only want the completion of their goals and it
doesn't matter, what all were the steps that they took to accomplish this goal. This is a
flexible method as this method give the employee a freedom to achieve the task in
whatever way they want. This approach also comes with a big drawback as sometimes
the employees take unorthodox method to achieve the organisational goals (Waweru and
Smith, 2020). That can harm the company more than benefiting it, so for reducing the
unorthodox method the management sometimes have to monitor the ways also. This
approach is very good and very fast method for achieving the organisational goals.
ASDA also uses this approach as every department is having some set objectives, so with
this approach they are easily achieving their goals.
As there are different culture in different organisation, in some organisation the culture can be a
facilitator for the performance management system and in some organisation the culture can be a
barrier for their growth and in case with ASDA the organisational culture will help them in
growing themselves. The organisational culture of ASDA will act an facilitator for them.

CONCLUSION
From the above report it is concluded that in order to increase the effectiveness and
efficiency in the organisation they have to develop their individuals, teams and they have to take
proper action or measures in order to develop their workforce. ASDA have taken so many
measures to develop their individuals and the teams that they are performing very well. But they
have to keep in mind that they should continuously monitor their employees so that there
shouldn't be any satisfied underperforming employees which is a liability to the company. This
report discussed about various ways to measure the weakness and strength of the employee and
overcome the weakness through continuous learning and professional development. Through
continuous learning an individual or a team can increase their areas of expertise. Through
professional development the individual can perform well and open the door for higher
opportunities. In ASDA they reward their employees with incentives which encourage and
motivate their employees to develop their skills and knowledge. Through the development of the
employees the organisation can achieve their goals and objectives effectively and efficiently.
With the help of this the they can increase the employee engagement which will help ASDA in
gaining competitive edge over their competition.

REFRENCES
Books and Journals
Altinay, F. and et al., 2017, April. The Impact of Open Leadership in Being Learning
Organisations for Professional Learning. In Special Session on Fostering Open
Leadership in School Culture (Vol. 2. pp. 732-735). SCITEPRESS.
Bam, L. and Vlok, P. J., 2016. Towards a framework for systemic creativity in engineering
organisations. South African Journal of Industrial Engineering. 27(2). pp.95-108.
Barratt, C., 2018. Developing resilience: the role of nurses, healthcare teams and organisations.
Nursing Standard. 33(7). pp.43-49.
Buheji, M. and Buheji, A., 2020. Planning competency in the new Normal–employability
competency in post-COVID-19 pandemic. International Journal of Human Resource
Studies.10(2). pp.237-251.
Coetzer, M. F., Bussin, M. and Geldenhuys, M., 2017. The functions of a servant leader.
Administrative Sciences. 7(1). p.5.
Dumitru, C. D. and Schoop, M. A., 2016. How does trust in teams, team identification, and
organisational identification impact trust in organisations. International journal of
management and applied research. 3(2). pp.87-97.
Gozdek, A. S. K. D. A., The Importance of Social Competencies for the Development of
Creative Organisations. Innovation Management, Entrepreneurship and Sustainability.
p.847.
Harries, K., 2017. An innovative approach to knowledge management for humanitarian
organisations. In Asia Pacific Humanitarian Leadership Conference Proceedings. (pp. 1-
4).
Katane, J. and Dube, S., 2017. The influence of organizational culture and project management
maturity in virtual project teams.
Maduka, et. al., 2018. Analysis of competencies for effective virtual team leadership in building
successful organisations. Benchmarking: An International Journal.
Matic, R. M. and Maksimovic, N., 2020. Characteristics of Organizational Learning Culture in
Serbian Elite Team Sports. Journal of Anthropology of Sport and Physical
Education.4(4). pp.3-7.
Mazuze, J. and et. al., 2020, October. Exploring Forgotten Knowledge to Enhance Effective
Knowledge Deliver in aid Organisations. In 17th International Conference on Intellectual
Capital, Knowledge Management & Organisational Learning ICICKM 2020. (p. 301).
McClory, S., Read, M. and Labib, A., 2017. Conceptualising the lessons-learned process in
project management: Towards a triple-loop learning framework. International Journal of
Project Management.35(7). pp.1322-1335.
Owen, P. and et. al., 2020. A preceptorship toolkit for nurse managers, teams and healthcare
organisations.
Ranta, T., 2018. Measuring learning organisations: a case study.
Robinson, S. and Parry, J., 2017. The impact of corruption on individual athletes, teams, and
organisations. In Corruption in Sport.(pp. 91-109). Routledge.
Rupprecht, S. and et. al., 2019. Running too far ahead? Towards a broader understanding of
mindfulness in organisations. Current opinion in psychology.28. pp.32-36.
Stanton, N. A. And et. al., 2017. State-of-science: situation awareness in individuals, teams and
systems. Ergonomics.60(4). pp.449-466.

Waweru, R. and Smith, E. E., 2020. Impact of Operational Process Factors on Strategy
Implementation in Microfinance Organisations in a Developing Country. Economics.8(2).
pp.64-86.