Differences between Organisational and Individual Learning, Training and Development

This article discusses the differences between organisational and individual learning, training and development. It highlights the importance of both in improving employee performance and achieving organisational goals. The article also provides insights into the strategies and methods used by Marks and Spencer in their training and development programs.

Developing Individuals,
Teams and Organisations

Table of Contents
Task 1...............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................3
P2 Personal skills audit and Personal development plan........................................................5
Task 2...............................................................................................................................................8
P3 Differences between organisational and individual learning, training and development. 8
P4 Analyse the need for continuous learning and professional development......................10
Task 3.............................................................................................................................................11
P5 High performance working to employee engagement....................................................11
Task 4.............................................................................................................................................12
P6 Different approaches to performance management........................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Training and development process use to in organisation to facilitate growth and
development, provide firm to bring sustainably in organisation at market place. This also
facilitate developmental of employee performance which lead firm running its functions
smoothly and maximising its productivity foe long run. Personal goals of employees can also be
achieved with the help of training and developmental. Proper training and developmental also
facilitate employees in getting the future advantage of increasing performance, which can lead
as an competitive advantage for firm. If organisation forces more on employees training and
development this will help firm in managing talent in firm and facilitate in increasing firms
productivity (Amabile, 2012). In relation to this report the favourable organisation is marks and
sensor, this firm is a British retail giant which is trading in global world. Company is famous for
providing products in faction industry ans luxury products which have feather of innovation and
bring uniqueness in mind of customer. This study was conduct to know about what are the
required skills for HR manager of firm. Here the difference between individual and group
training will also identified and it will be checked. Here the approaches related to organisation
success will also studied that what firm can do for success of its operations in organizational
context.
Task 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
human resources professionals are those persons who are related to firm employees or
human resources of firm. There prime responsibility is to mange the human resource and there
requirement in firm. This can be achieved by providing training and developmental of
employees. HRM refers to process of developing, acquiring, motivating and maintaining the
human resource of firm which help firm in managing its performance by working on its
operations.
M&S have to make alternations in there process and polices on time to time basis. This
will help firm in getting suitability in there operation for business environment market by
maximising profitability in firm. Knowledge works should be employed by the firm in its
operations who have knowledge of all the aspects of firm (Berry, G. R., 2011). This will also

have positive impact on firm as it can early coordinate with employees if there is complex
situation in work. Further, it is responsibility of manager to provide trained to employees for
improving there skills and build the quality to maintain working environment .
CPD (Continuous development process) is the process of developing the capacity and
skills of employee while performing the job this is because work will change according to
experience of employee and it will get more professional and employee have to build its
capabilities according to difficulty level of work, so this process is adopted by marks and
Spenser where firm have to a continues developmental plan for managing employees
performance in firm (Ford, 2014). There are some points which are related to quality which are
needed in CPD process:
Communication skill: These are the main feature of every manager that they have good
communicating skills. This enable HR manager of M&s that it can coordinate with employees by
facilitating them the information which it want to communicate. these skills can be achieved
through prober training and learning. good communication in firm reduce the chances of
conflicts in firm because of lack in delay of information, firm can also use this in establishing
better coordination in number of department, this can be achieved by using continuous
developmental approach in firm.
Leadership and management skills: This is also the basic skill for human resources
manger that it should have good leadership skills and management skills to influence the
behaviour of employees in firm an get maximum output by them. This will aid manager of
Marks and Spenser in positioning there goals and objectives and achieving them within a time
period. This will also help them in knowing what are the skills and abilities of employee within
organisation and how firm can use this in there target of achievement of goals and objectives.
This will also lead in creating a highly competitive market where effective leaders can only
serve(Gibbs, 2013).
Behaviour which is essential for HR Professionals
Equally treating behaviour: In organisation there are number of people which are from
different background and culture. So it is the duty of manager of M&S to ensure equality in
environment, it have to treat employee equal to every employee of firm. It have to choose
supportive environmental culture which will help firm in getting asses to new projects.

Ethical behaviour: The manger of M&S should ensure ethical behaviour in organisation
as it is responsibility of business where all employee amount behave in considering ethical in
organisation. Manager should ensue this for increasing profitability, productivity and efficiency
of organisation for smooth working.
Knowledge which is necessary for HR Professional
Laws and regulations of government: Every organisation have to deal with different
number of laws and regulation which government have made for ethical working in organisation.
Manger should know that are the laws and regulation which can impact on company. It have to
deal with number of function which can have adverse impact on firm (Goetsch and Davis,
2014).
Taxation: Employee Compensation management have to manage by HR manger of firm
which have to deal with number of tax regulations which have impact on firms profitability and
can have various number of influence on employee satisfaction.
P2 Personal skills audit and Personal development plan.
Personal skills: Personal skills should be evaluated by every individual as it is require to
develop self knowledge for performing a job with perfection. This will help them in identifying
the strength, weaknesses of individual. This audit will help individual in gaining the advantage
of what identifying their loose points and making them strong by using proper methods. This will
also help help them in getting knowledge that what are the tactics to manage there work without
wastage of resources. This will also identify the methods of for training and developable which
can be use to carver the disadvantage and help firm in getting its goals and objectives. This also
help in collection of information which can be used when there is arise of contingent situation in
working environment . This csn be used by M&s in which they can get the information about the
employees and HR mangers about there performance in organisation . This will lead in getting
competitive advantage to firm and make employee more stronger and smarter. These factors
have strengths and weakness which are stated below:
Strength: I am working as an HR professional in M&S, which give me position because
on skills. My major strengths is good communication (Hirst, 2011). I am good communicator
because I have managed my subordinate as will as superiors with my good communication . I
can convey the information easily to may superiors which help my form I reusing the situation of
conflicts in management . There are number of chances where I solved the conflicts in

organisation which are related to communication error. I can mage the complex task with my
communication skills this will also help me in identifying the needs of may employees and
convey them what they want and solve there queries in organization . M&s is a leading firm
where there is number of employee and every person what to know that they have to do . I
helped them by may communication in knowing what they have to work for achievement of
organisational targets. My interpersonal skills in fir are also good which help me in acting as
relationship manager in firm.
Weaknesses: The major weakness of me is time management this is because I have
issues with time management as I can manage small task because of there size but when it came
it to handling big task I can mange task easily, there are number of facto which effect my time
management as I have lack of attention because of heavy work lode . This also act as the reason
for my time management (Levi, 2015). There are number of I have also problem with
technological skills, this is because regular change in technology leads in hesitation and building
problem where I have to deal with number of functions. This hesitation arise because it take time
to important new technological changes on structure of firm . This consume time and act as an
barrier in good perforce.
Personal Development Plan: When a person have focus on its weakness the it have to
make personal development plan. In this they have to use proper strategies and pans that are
required to maintain the plan effective this also help individual in managing its skill and talent
which will benefit for increase in performance and will aid to increase productivity of individual
task. This help an individual to do its overall development which help them in maintain future
require of firm(McCormack, Manley, and Titchen, 2013). This will also improve quality and
capabilities. Here Marks and Spenser makes audit of employees personal skills which help them
in knowing there strengths and weakness. For improving the quality of employees in firm there is
Personal Development plan which help firm in managing audit of its employees which
mentioned below :
Skills Current
ability
Targeted ability Objectives Activity for the
development
Time limit
Time
management
The
evaluation
of
Here my target
is to achieve
my target 4.5
Here my objective
is to mage both
small and big
for improving
my this
drawback I will
I can improve
this problem
within 90

reinforce
for
example
administra
tion which
I use to
give
myself is
about 2.5
stars out
of 5.
out of 5 by
increasing my
skills and
talent.
tasks by
improvident of
my time
management
skills this can be
done with help of
time management
methods.
take
suggestions
from superiors
as well as my
subordinate , I
will also join
some training
programmes
which can help
me in getting
access to time
management
methods for
solving this
problem.
days which is
sufficient for
removal of
this problem
Lack of
Technical
knowledge
My skills
in
technologi
cal tract
are very
weak and
this led
me to rate
myself 2.5
star out of
5.
My target is to
achieve 5 out of
5 star in this
field because
understanding
of technological
factors is
important for
firm to get all
the work done.
In my job it is
important to have
good range of
skills and
knowledge of
technology this
is because it will
help me in
changing
technology of
workplace and
will work with
improvised
technology.
For improving
my
technological
skills, it is very
much crucial
for me to
identify good
training
sessions about
new
technologies ,
this will also
help me using
new
technological
methods at
The time time
period which
is needed by
me for rising
my skills of
technology
will be about
75 days.

work place
Task 2
P3 Differences between organisational and individual learning, training and development.
The main objective of every organisation is to achieve its goals and objectives this will
help firm in managing its performance by providing training and development to its employee
this will increase the performance of employee as they will do task more perfectly. In context of
M&S, training and development is the main motive of firm. Here it will provide a good
information to its employee where they can learn about new technology and can achieve changes
in there firm management. This all is done for retain employees in organisation for managing its
human resources. Individual Learning –Individual development is the process of assisting the staff
members of company in performing there duty with the help of gaining experience to
work in firm. This will use as strategy which help employees in identifying skills and
ability of them.
 Organisational Learning – It is that process, which is used by firm for transferring the
information in organisation environment. This will help the member of staff which help
firm in getting what firm what and how it can handle the situations which help firm in
getting aces to employee needs organisation learning also help individual in their the
tactics of firm which are useful for working in organizational , this will include training
and development of employee for increase productivity(Pinjani and Palvia, 2013). In
context of marks and Spencer this function work differently, in this firm organisational
learning facilitate in firm professionalisation in work and motivate its employee because
of perfection in there work and learning while doing.
Difference between Individual learning and organisational learning
Basic Individual learning Organisational learning
General  This is that type of
learning where
training and
 Here the development
of employees are of
group basis where they

development are
provided for
development of
individual skills and
abilities t, this will
enhance the value of
staff member which
are developed on
individual basis for
achievement of
common goals with
personal
goal(Schaubroeck,
Lam and Peng,
2011).
get training and
development in group
basis. These are the
task which are done on
the basis of firm
product. Here
individual get benefit
of group learning
Motive  The motive of
individual learning is
to improve the skills
and quality of
individual which can
help firm in getting
knowledge of new
market.
 The chief motive of
this is normally held
when the firm is inform
thing new in their
administration.
Difference between Training and development
training is the process of increasing the skills of employees in organisation where they
can use there ability in providing perfection in there work. On the other hand development is the
process of increasing efficiency to perform the job for getting work done.
Training Development
When firm want to increase the performance This is long term process which is conducted at

of its employees by performing some
activates than it is called as training. This is
launched to enhance the performance of
employees of organisation , this will also lead
in penalization in work.
regular intervals in the firm. This ca be said as
the process on improvement in employees after
the successful training . It is normally the
increase in there performance over the time
because of improvement in work.
In the reference to firm M&S firm is using training section to motivate its employee and will
increaser the knowledge of these employees for performing specific job (Seibert, Wang and
Courtright, 2011). This will directly impact on development process of firm as they will get
benefit of increased profitability and will provide the number of benefit.
P4 Analyse the need for continuous learning and professional development.
It is that process which help the organisation in managing its learning process in firm for
long period of time , here firm use those methods which help it in developmental of its employee
by learning something new every day in organisation. Here M&s use this in its firm also, they
have formulated number of function which facilitate firm in getting access to new market which
help firm in learnt and all employee regularly use this process in work culture. This principle
help individual employee in managing performance of employee. It is the responsibility of marks
and Spenser that they have to manage performance for proper analysis of envoromnt and this
will also influence all the function in firm. HR director can get cognition about some
unconventional, by which they can amend performance of their worker along with their
infectivity (Werner and DeSimone, 2011).
Reduce in productivity: Organisation when there is reduces in productivity of
employees may arise in firm , here firm have to use all its resources and continuous learning
techniques which firm have to for combination development in organisation. For Mark and
Spencer, direction use to modification on continuous basis and also this may advantage to
conditions of uninterrupted learning for employees.
Need of continuous development arise when a firm want to remain competitive in market
and boost its profile among customers, in firm like M&S firm is using both type of learned
program that are individual and organisational learning programme . This will help firm I getting
new resources and will help in managing performance. Some time firm have to use this for

management other function of organisation here the main profit of this is it will help in
increasing productivity in organisation.
Firm have also required to identify compare their performances with experience which
would help in study whether person have learnt in desirable manner or not. Along with this, in
order to reduce employee turnover, it is a major province of HR managers to supply healthy and
open on the job environment to worker. Uninterrupted learning and occupational group
development aid in rising skills and abilities of man-to-man and change them to face
situation in an effective and efficient manner.
Task 3
P5 High performance working to employee engagement.
High Performance Working is a system design to increase competitiveness and create
good and healthy working environment in an organizations. Participation and involvement of
employees and managers in decision making help with employee engagement. This function is
important to manage supportive working culture in the organization. This function is perform
with the help of employees, technology, proper structure of the organization. The High working
performance system now a days getting more attention in the cooperate world. Proper use of this
system increase productivity and provide rapid growth to the companies. The HR manager of
Marks and Spencer gave the research report of the company that how the company manage the
performance of their employees (Williams, Muller and Kilanski, 2012).
Marks and Spencer need to create high competition in the market. For this they need to be
creative and innovative. They have to focus on new trends of the market. Marks and Spencer
have to be flexible according to the demand of product in market. In this case High working
performance system help manager of Marks and Spencer by analyse and evaluate the
performance of employees. Motivate and encourage employees to work hard and try to complete
target on time. HPW also help the company in optimum utilisation of resources and increase the
level of performance. How effectively Mark & Spencer use the High working performance
system in there organization.
Transparent Communication:- Transparent and open communication system increase the level of
performance of the employees. Mark & Spencer use open and transparent communication in

order to motivate and engage employees at work. Open communication build trust, bring loyalty,
motivate employees to work hard. With transparent communication employer and employees
focus on common goal. This also help in maintaining discipline in the organisation.
Shared responsibility for result:- Marks & Spencer is the big clothing retailer in the market.
Company also need to share there results and responsibilities with employees in order to engage
them. By sharing responsibilities with employees company need to give incentives, bonus after
accomplishment of tasks and responsibilities to encourage them. Marks & Spencer always try to
encourage and motivate their employees to increase the level of performance and to achieve the
objectives of the company.
High productivity:- High working performance system play an important role in the productive .
This bring job satisfaction among employees. With high productivity employees develop their
skills and knowledge (O'leary Mortensen, and Woolley, 2011).
High profitability:- Marks & Spencer gain high profitability by effectively use High working
performance system at work. HPW help employees in difficult situation and also maintain
stability. Which help employee in accomplishment of task.
Task 4
P6 Different approaches to performance management
Performance management plays an important role in order to implement activities in a
proper manner. In relation to Marks & Spencer, companies get success due to performance
management. In addition to this, company implemented various activities in order to retain
employees for longer time frame and save their cost of hiring new candidate for organisation. In
order to manage performance of employees, its higher authorities uses various approaches which
are as follows:
Different approaches of measuring performance:
Comparative approach: This approach is mainly focuses on intensity of performance of
employees and then rank accordingly. The higher authorities of Marks and spencer uses force
distribution method, graphic method and many more in order to measure performance.

Behavioural approach: Herein, the mangers of company uses Behavioural observation
scale and Behavioural anchored rating scale for measuring efficiency of staff members prevailing
at marketplace.
Result approach: Marks and Spencer provide training and development session to
employees and on this basis they evaluate performance by considering their skills and
competencies level. For this, company adopt Balance Scorecard methods and productivity
measurement & evaluation system. This help company to raise productivity of employees which
in turn impact positively on performance of Marks & Spencer.
Quality approach: One of the main objective of an organisation is to fulfil their
customer needs. For this, it is essential for companies to decline level of errors & develop
improvements in their existing strategies. In context to Marks and Spencer, it focuses in fulfilling
customer expectations that assist in building positive image at marketplace.
By the assistance of this approaches, companies can build positive environment at
workplace which has an effect on productivity and performance of employees in an effective
manner. Along with this, Performance management system includes:
 Development of effective recruitment plan by building a job description
 To hire talented and effective manpower for company that increase performance of an
organisation.
 By providing proper guidelines and clear policies to employees that assist in attainment
of organisational objectives within the time frame.
 Evaluate and monitor efficiency as well as performance of employees.
 Provide training session to employees that leads to increase in skills and competencies of
staff members.
 Providing extra faculties and compensation according to the performance of staff
members.
CONCLUSION
From the above study, it is determined that behaviour, knowledge, skills of human resource
management of an organisation assist in attracting top talent who have the ability to perform and
implement activities in proper manner. The companies emphasise on individual learning as well
as training of employees in an effective manner. The company uses various approaches in order

to motivate employees that is quality approach, result approach and many more. It is essential for
an organisation to provide training to employees which has a positive impact on productivity as
well as profitability of a company.

REFERENCES
Books and journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Williams, C. L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new
economy. Gender & Society. 26(4). pp.549-573.