Difference between Individual and Organisational Learning, Training and Development

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