Organizational Learning and Development

This assignment provides a comprehensive overview of organizational learning and development, exploring the key concepts, theories, and practices that underlie this critical aspect of business management. From the role of teams in organizational success to the importance of knowledge sharing and leadership, this document covers a wide range of topics related to organizational learning and development, making it an invaluable resource for students and professionals alike.

Developing Individuals, Teams and
Organizations

Table of Contents
Introduction......................................................................................................................................3
LO1 .................................................................................................................................................3
P1Skills and attributes analysis required by HR professionals...................................................3
P2 Analyzing personal skill audit to identify the appropriate knowledge skills.........................4
Personal development plan on the basis of SWOT analysis............................................................6
P3 Analyzing the differences between organizational and individual learning, training and
development................................................................................................................................7
P4 Analyzing the needs of continuous learning professional development to drive sustainable
business performance..................................................................................................................8
L0 3..................................................................................................................................................9
P5 Describing the HPW contributes to employees engagement and competitive advantage
within a specific situation............................................................................................................9
L0 4................................................................................................................................................10
P6 Evaluating the different approaches to performance management and demonstrative as
well............................................................................................................................................10
REFERENCES..............................................................................................................................13

Introduction
With over 10000 stores all over the world and 60 years of experiences go with it, the
story of ALDI is a bench of unrivaled achievement. Since the year of 1930, it has set up itself on
of the most awarded and reputable retailers within the global market of business. In recent time,
the name of ALDI is synonymous with exceptional value and high quality of their products.
They provide the smartest way of shopping to their consumers. Their all branded items are of
marketing leading quality and accessible at highly competitive costs (Aldi.co.uk, 2018). They are
constantly running through in-house examining and independent laboratory investigation for the
product’s quality assurance.
Developing individual performance makes every individual performance within the
company, that helps to build a most competitive and strong team for the business success.
Present study will based on the same topic in the context of ALDI. Correct and required
development needs has to be fulfilled by the company in order to develop the employees
performance. Present report will express this topic into more detailed manner by explaining the
skills required by HR professionals. Study also looked into the transnational of SWOT analysis
in order to measure the strength or weaknesses of an individual to make further development
plan. Overall assignment will be covered important aspects within the company to build up the
effective team.
LO1
P1Skills and attributes analysis required by HR professionals.
Skills required by HR professionals.
Good personality : The HR management is actually a good-looking filed to examine
practical skills but there are several numbers of factors that have been engaged in this particular
field after the appearance of technology-driven applications. In ALDI, their management is
developed based on employee’s skills that comprise several kinds of activities.
Disciplined : Base on their professional experience, the employees are engaged to follow
the regulation within the company (Aldi.co.uk, 2018). On the hand, the companies comprise of

several levels of skills, for instance, promoting awareness among customers to products oriented
issues. Some of the employees are worried about running several activities of the magazine and
several social activities (Salas et al., 2012).
HR Required Knowledge
Training and development professionals : These different stages of employers are
associated with various types of occupations and their jobs are separated according to their
individual qualification and organizational performance. In ALDI, the HR management is
playing a vital role as they direct the employees in their several types of activities as well as
helping them in their business to produce different products.
Compensation and benefits Specialist : As opined by Argote (2012), the organizational
activities are consistently disseminated between several members, who are mainly responsible
and capable of carrying out the allocated task. In ALDI, employee's designations are also diverse
as per their experience and qualification. In this company, employers are often measured as the
partners, who are capable of controlling the business.
Behavior required by HR professionals
Curious behavior is necessary for the HR professionals to have into best manner.
Besides, it is also very much required and appropriate for maintaining the better environment.
This behavior develops the long term growth of the business channel that is helpful and effective.
Optimistic : this is the another most necessary behavior skills that HR should have to
make better decision for the company. Positive thinker has always take challenges as a
opportunity and meet out the actual company requirements.
P2 Analyzing personal skill audit to identify the appropriate knowledge skills.
The SWOT analysis prefers to recognize of weakness, opportunity, strength and threat of
a specific company. In this assignment, SWOT analysis is developed based on personal learning,
which will further collect from ALDI.
Strengths

As per mu personal skill audit, I got to analysed that I have some potential or skills to
perform my work more better.
Weaknesses
On the basis of my personal skill audit I have gone through my weaknesses. That I need
to learn some new skills and knowledge through I got some different scopes and knowledge as
well. I need to work upon my technical skills, I need to learn time management skills and some
new organizational skills as well.
Opportunities
For me there are several opportunity through I get my destination and achieve my career
goals and objectives. Such as I can learn some new technical skills, organize new development
or skills results. Besides, new more effective services. The requirements of customers are
enlarging, and they are enthusiastic to pay a premium for services and products. Thus, a discount
store may charge high by giving high quality of services and products (Aldi.co.uk, 2018). There
are new numbers of products categories in recess items that give new avenues of their business.
Threat
Threats for me is that to beat with the current environment. For me there are many threats
which affect my career. In present time there are several companies who preferred to recruit
talented and skillful employees within the company environment. For mt the biggest threats is
uncertainty and high competition in the market.
Personal development plan on the basis of SWOT analysis
The personal develop plans evaluate the pathway that a person or an organization should
follow to get the target according to an exacting discipline. Here, the personal development plan
describes below:
PDP PLAN
Smart Target Activities
required
Source
implications
Criteria for
success
Deadline
1. Technical Obtaining more The process of Improvement of Within the 3rd

training familiar with
several actions
that may be
performed for
collecting
experience
learning is the
main criteria for
working. After
that proceed to
the subsequent
step with a
dataset.
knowledge
regarding the
utilization of
several
applications
week from the
beginning of the
work
2. Learn about
capacity
regarding work
process
Find information
from several
resources
regarding the
requirements
Gathering
information from
several journals,
internet, and
magazines and so
on
Set up himself in
a place in the
company as per
requirement
Within 6th week
3. Organize the
network
Collecting
information from
several structures
according to the
topic and
deciding to
choose the
proper one
Find out
recommendation
s from
supervisors and
follow their
instructions
Being completely
capable of
coordinating with
several tasks
during the
entire work
process
4. To gather
sufficient
confidence in
making
interaction with
a large group
for doing a
specific work
Sufficient
perform and
practice to
represent the
work
Highlight the
important points
that should focus
when speaking
In a place to
view several
teams within the
company
Within 9th week
This assignment is based on the process of learning that I have to learn after having a
benefit to working within the company. This gives me sufficient valuable data to know about
their working pattern. I obtained a general idea about several types of activities that are
performed in the company. On the other hand, I developed myself capable of creating an
explanation about the activities and recognizing the main strength, weakness, threat, and
opportunity.

This helped me in taking recognition of several disciplines of the company. However, I have
recognized some activities that may be applied in the company to develop the performance of the
employees.
LO2
P3 Analyzing the differences between organizational and individual learning, training and
development
Individual development Organizational individual development
Learning has been defined as the process of
change in knowledge that arises as the result of
several experiences within the organization. As
discussed by Yukl (2013), learning in the
organization has controlled the entire learning
process in which a team is developed.
In ALDI, organizational learning occurs when
people discover a difference between
expectations and outcomes. They take action
on the basis of the company to resolve them.
This action indicates that teams have to learn
about mistakes, wastages and discrepancies
before the company do (Cheng et al. 2012).
On the other hand, personal learning
experiences mainly developed based on
organizational performance and their particular
aims. In ALDI, the process of learning is
mainly attained by collecting new facts and
information, which is acquiring new skills and
processes.
However, several kinds of research has defined
that there should be a positive association
between individual learning and organizational
learning. In the organization, employment
training is the most indispensable part of HR
management and their function. This type of
activity always focuses on improving the
employee's productivity and their
performances. In ALDI, a training program is
arranged for developing the skills and
knowledge within workers as per their
requirements of employment (Cummings and
Worley, 2014).
In ALDI, learning is the central aspect for In contrast, the development is the activity in

employees, which is continuously engaging
with customer safety problems. Drivers in the
process of change allow the new applications
and knowledge for instating the change within
the organization (Rycroft-Malone et al., 2013).
In ALDI, learning must be a constant function
that mainly arises by formals as well as
informal means to improve the finest possible
solution for the organization, and it merely
serves for the benefits.
which the labor of ALDI grows and learns
different types of prospects. Training is the
process of learning for new workers in which
they gain the knowledge about significant
skills required for their job. It is the temporary
procedure, but development procedure is a
standardized method in which the workers aim
to develop their knowledge and competencies
for conquering the future problems
(Katzenbach and Smith, 2015). In the process
of training, workers have inadequate capacity
for its job-oriented aspects. However,
development is the career-oriented program
and relatively more extensive than the process
of training.
P4 Analyzing the needs of continuous learning professional development to drive sustainable
business performance.
The process of continuous learning for both employees and organizations is central aspect
for success in the current market. Primary workers already provide financial support for
education as well as economic advantages for personal development and continuous learning.
Younger employees require a high stage of workplaces that target on their leadership and help
them to attain new successes in the occupation (Aguinis and Kraiger, 2014). For developed
productivity and high rates of maintenance, the organization has to shift their business
environment continually. In recent time, employees tend to change their office for gathering
valuable experiences. Thus, the company has to promote their process of learning to regulate the
retention rates. The organization must recognize that they not only to create personal
development among employees but they should also go for “learning organization."

L0 3
P5 Describing the HPW contributes to employees engagement and competitive advantage within
a specific situation.
High Performance Work
Nowadays, ALDI has been facing numerous problems due to constant developing
business surroundings. They have to enlarge and continue the competitive advantage for
increasing the employee performance. To develop the entire activity, they have to introduce
human resource management that is also recognized as HPWS, i.e. high-performance work
systems. With the association between HPWS and organization performance, the impact on the
company's productivity is less understands by ALDI. The major problems for understanding the
HPWS are insufficient to model and differentiation of its several sections (Senge, 2014).
On the other hand, organizational management argued that a more innovative model was
required to make the awareness of all kinds of availability within HPWS. This ongoing
awareness must be directed to the high rate of adoption of workers and their productivity (Cheng
et al. 2012). Compensation and advantages include HR methods that are dealing with direct and
indirect schemes and payments of the workers. These types of schemes boost up workers
perception and their productive character to the company.
I personally recognize that merit bases of economic schemes have been seen to be
associated with sales growth with the organization. However, the performance basis
compensation on team, individual and the performance of company has seemed to be high level
of connection with the company’s sales growth (Sita Nirmala Kumaraswamy and Chitale, 2012).
Based on workers performance, it must be stated that in spite of positive connection with
increased turnover of employees, it shows an outcome pressure to achieve the short-term
performance aims. Employee engagement is distinct as active participation of a person with a
company utilizing their self-energy (Katzenbach and Smith, 2015). It is also distinct as their
trusts, which transforms into productivity and a closer connection between the person and the
company including a possible commitment. This feature of employee character is also referred to
as employee engagement and is supposed to be directly connected to performance, attitudes,
satisfaction and probably fit to their occupation (Santos-Vijande, López-Sánchez and

Trespalacios, 2012). The connection between performance development and job engagement has
provided this specific feature of organizational behavioural, which are the most important
aspects of the research.
To attraction and retention of the brilliant workers in the performance of organization is
the most challenging and difficult task for the company. The major needs for ALDI are to
differentiate themselves from any kind of challenge, which may be the most vital decision for
company in future (Kozlowski and Bell, 2013). Through the development of employee value
proposition, it must be attained within organization. The collections of tangible and intangible
schemes are given to the potential employees for their further improvement. Besides, employee
value proposition delivers brand promises of the employers and confirms expected incentive
rewards of employment with ALDI (Aldi.co.uk, 2018). The employees brand value is the most
efficient method toward retain and attract the workers. As cited by Burke and Noumair (2015),
features of HPWS need that the workers are enable to develop organizational identity. Besides,
estimation of these aspects is limited in the organization. Moreover, traditional approaches of HR
focus on strategic alignment and cost reduction of the method with HR department, whereas
HPWS aims on the involvements and relationships of workers to make their value, which will
translate into worth value and savings for the organization.
L0 4
P6 Evaluating the different approaches to performance management and demonstrative as well.
Teamwork is seemed like an easy feature toward implement in the organization.
However, the main reality is that teamwork skills need occupation. In recent time, collaboration
is another topic that most of the people suppose that the process of collaborate working is simply
another method of teamwork. Nevertheless, the main dissimilarity among two is not just subject
of semantics (Sessa and Londo, 2015).
To supply for developing the highest performance commitment as well as culture from the
management performance, the organization must be followed several steps to attain it. The team
characters needed to attain this foundation includes:

 Problems resolving and communication always start with inquiring how they can best
serve for their companies.
 The most permissible decisions have to be taken for ALDI where new solutions are made
within a disciplined, inclusive and collaborative way to involve more employees within
company (Aldi.co.uk, 2018).
 There must be upfront clearness around the roles of decision-making and responsibilities
before involving the whole process.
 As much importance as they put into implementing new activities to perform. The
organizations are to apply several techniques for support HPWS process.
In organization, high-performance teams are all about successful collaboration of the
employees. When the employees may enhance and complement each other’s through their
exceptional skills brought together collaboratively, accomplishment always follows. Each high
performing group is developed based on belief. When the management knows their team
members are reliable, competent and have their best interests in work, then the management may
spend less time to worry (Reason, 2016). In organizations, leaders may foster a HPWS
commitment and culture by rewarding characters, which the trust and encourage employees to
perform with their best effort. Collaborative working is the best method while there must be a
mutual respect among employees (Wei, Yi and Guo, 2014). They care about each other
improvement and put in a position where they shared their processes and methods of
communication. Further, this facilitates the process of learning and ultimately directs to enhance
performance of the employees (Alegre and Chiva, 2013). Making a learning culture by
constantly improving the employees to reflect on what employees will learn, implement into
their job and then pass their process of learning to other employees.
Believing is the main base of any great connection and it mainly arises through the process of
communication. Within organization, communication becomes an overshare of several data with
transparency and vulnerability. Every person requires recognizing their life puzzle as what to do
and what they do (Anderson, 2016). This allows them to take the lead and collaborate more
efficiently in the team. Developing an environment where everybody must be capable to speak

without any fear of rejection or embarrassment. Hence, these leaders require being more positive
to develop an atmosphere to believe the energy of success in the organization.
CONCLUSION
This assignment reflects on a development plan for the work within the company, ALDI.
However, it comprises of SWOT analysis of the company, from where a person is capable of
knowing about several segments of the companies. This also seems how an individual will
proceed in future for the organization.

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