Difference between Organisational and Individual Learning, Training & Development

This article discusses the difference between organisational and individual learning, training & development. It explains how these types of learning contribute to the overall growth of an organisation and its employees. The article also highlights the importance of training and development in enhancing the skills and competencies of staff members.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Knowledge, skills & behaviour which is required by HR professionals...............................3
P2. Personal skill audit in order to develop a professional development plan............................5
TASK 2............................................................................................................................................7
M1 Provide elaborated professional skills audit which present evidence of personal reflection
& assessment................................................................................................................................7
TASK 2............................................................................................................................................7
P3. Difference among organisational and individual learning, training & development............7
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development. ..........................................................................................................9
P4 Need for continuous learning and professional development to drive sustainable business10
TASK 3..........................................................................................................................................11
P5 State how HPW contribute to employee engagement and competitive advantage..............11
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation......................................................................................................................................12
TASK 4..........................................................................................................................................13
P6. Different approaches to performance management that support high performance culture
and commitment........................................................................................................................13
M4 Critically evaluate the different approaches and make judgements on how effective they
can be to support high performance culture and commitment...................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Development of an individual among an organisation is one of the most crucial element
as it assist in attaining higher profitability at the marketplace. Main resource for a business entity
is there human resources which need to be managed by them in an effective manner. In order to
conduct the report in an appropriate manner an organisation is chosen which Apple incorporation
(Alred, 2014). It is a multinational organisation mainly deals in variety of products and services
which includes computer software, consumer electronics, online services and many more to their
customers across the world. It is the report which consists of range of topics such as information
associate with skills, knowledge and behaviour which is needed by HR professional. Apart from
this, skill audit as well as professional development plan is prepared in this report. Furthermore,
detail discussion about difference between individual and organisation along with training &
development are going to be discussed in this report. At last this report includes justification
about the contribution made by HPW in employees engagements are going to be covered in this
report.
TASK 1
P1. Knowledge, skills & behaviour which is required by HR professionals
HRM refers to a system which includes set of different activities which need to be
effectively performed by Human Resource managers in order to manage their staff members and
other resources in an effective manner. This will assist in attaining organisational goals and
objectives of the company within limited time frame. In the present context of Apple Plc, it has
been analysed that company is currently facing various issues and problems which is associated
with their employees (Bolman and Deal, 2017). All these issues are very crucial for an
organisation in order to operate their business functions. There are some key essentials which are
required by HR professionals are going to be discussed as follows:
Knowledge:-
 Computer:- It is very essential for human resource manager to develop effective
strategies which requires high level of understanding of computer & IT. It has been said
that it is a well known global brand which need to maintain all the data and information
confidential. Therefore, it is very essential for the HR manager to have effective
knowledge about computer functioning.

 Management:- It is very difficult for a Human Resource manager in order to make sure
that each and every activity must be conducted in an appropriate manner so that required
outcomes will be produced. Therefore, in references to Apple Plc, human resource
manager of the company need to have proper understanding about different management
principles so that they can perform their task in an effective manner (Choi and Ruona,
2011).
Skills:-
 Leadership Skill:- It has been said that it is very essential for a HR manager to have
effective leadership skills so that they can provide guidance to the staff members in order
to accomplish their goals and objectives. In the present context of Apple Plc, managers of
the company direct and guide their staff members so that they can attain their goals and
objectives in effective manner.
 Communication skill:- In a HR manager it is very essential to have effective
communication skills so that they can communicate every required information to their
staff members and develop positive relationship at workplace. In relation to Apple Plc,
HR manager have effective communication skills so that they can motivate their staff
members in an effective manner (Earley and Porritt, 2014).
 Management Skill:- It is very essential for a HR manager to have effective team
management skills so that they can manage and control all the staff members and
operations in an effective manner. In the present context of Apple Plc, it has been said
that HR manager of an organisation do have effective management skills which assist
them in managing all the task appropriately.
Behaviour
 Self-motivated:- For a Human Resource manager, it is very essential to be self-
motivated so that they can perform their business functions in an effective manner. In
reference to Apple Plc, HR manager of the company is self-motivated and perform their
task effectively so that they will be able to accomplish their task in an appropriate manner
& within given time frame.
 Problem Solving:- It is one of the most essential behaviour or skill which is needed
within a HR manager so that they can resolve any kind of conflicts or issues within
limited time frame. In references to Apple Plc, it has been said that it is an international

brand mainly have diversified human resource which might create conflicts within the
organisation (Eaton, Roberts and Turner, 2015). Therefore, it is required by the
managers to have problem solving skills so that they create positive working environment
at the workplace.
P2. Personal skill audit in order to develop a professional development plan
Personal skill audit:- It refers to a procedure of analysing & recording skills of an
individual in order to examine internal strength & weaknesses which is essential for the
continuous development. It is the tool assist in identifying internal capabilities which is generally
used for future opportunities (Ellis and Bach, 2015). For this, human resource manager develop a
personal skill audit which are going to be discussed as follows:
Skills Personal Audit Questionnaire 1 2 3 4 5
Management Good to manage task in an effective
manner
*
Computer Good to use all the Microsoft Office,
Microsoft Windows, Search Engine
*
Communicatio
n
Nonverbal, verbal, written
communication,
*
Problem
solving
Unique and effective solutions for the
problems and issues
*
Guidance:
1- Bad | 2- Bellow average | 3 – Average | 4 – Good | 5- Excellent
The above mentioned table shows my audit skill where my colleagues rate my
capabilities and skills. This will assist me in order to examine my strength and weakness in an
effective manner. My SWOT analysis is represented in the table mentioned below:
Strength Weaknesses
 One Of my biggest strength is that I am
good enough in managing my work and
task and complete it in effective
 As compared to my strength, my
weakness is my communication skill.
 Apart from this, my leadership skills

manner (Goffee and Scase, 2015).
 Along with this, I am also very good in
generating new ideas, so that task will
be completed within specific time
period.
are average which need to be developed
by me.
Opportunity Threat
 With the help of myself motivating
ability I can solve and face any kind of
situations by remaining positive at
every situation.
 Furthermore, I am also very good in
managing team which assist me in
providing various opportunities at
future.
 It has been analysed that my computer
skills are not so good which might
affect my overall work in a negative
manner (Hartnell and et. al., 2011).
Professional development plan: It refers to a document which is developed by individuals
so that they can define their goals and develop strategies so that they can perform their task. With
the assistance of personal skills audit, Human Resource profession gain information about
current competencies as well as deficient skills (Katzenbach and Smith, 2015). Therefore, there
is a professional development plan developed with the help of above weaknesses.
Skills Current
proficie
ncy
Target
proficienc
y
Objective Development activities Time
scale
Communicat
ion
2 5 Itis very essential for a
HR professional to
develop their
communication skills in
order to transfer their
information and other
details in an effective
By attending various
sessions and lecture I
will be able to enhance
my communication
skill and develop
positive results for
30 Days

manner. future development.
Problem
solving
2 5 In order to resolve
various issues and
problems arise within the
organization there must
be high quality problem
solving skills within a HR
professional.
For increasing my
problem solving skills
in need to raise my
listening skill so that I
can understand issues
faced by employees
and provide respective
solutions to them.
45 Days
TASK 2
M1 Provide elaborated professional skills audit which present evidence of personal reflection &
assessment.
I have opted sales assistant manager job position as I am very good in managing team
work and generating new and innovative ideas so that task will be performed effectively and
efficiently. Apart from this, I have identified that some of my skills are not so good which need
to be developed by me so that I can attain various goals and objectives in a positive manner
(Landsberg, 2015). In addition to this, by conducting personal skill audit I will be able to know
my current strength as well as weakness. Along with this, I was able to know threats and future
opportunities which might provide both positive and negative response. Furthermore, for
improving my weaknesses I communicate with my mentor so that they will assist me in order to
improve it. For this they provide me various activities which help me out in order to develop my
skills and capabilities.
TASK 2
P3. Difference among organisational and individual learning, training & development
It is very important for an organisation to perform their task effectively and efficiently
within stipulated time period. In this context, it is important to have highly skilled and competent
workforce so that they can perform their task appropriately. In reference to Apple Inc. Managers
conduct various sessions and programs in order to increase organizational and individual

learning (Landy and Conte, 2016). This will assist in grabbing various opportunities available at
the marketplace.
Learning:- It refers to a procedure where individuals gain and develop new skill,
knowledge as well as behaviour so that they can deal with the competition available at the
marketplace. In an organization, it is very essential for the staff member to learn new things
either by gaining experience or by practising on continuous basis. For increasing the overall
quality of their business operations it is very essential for the management team of Apple Inc. to
conduct training & development sessions to their staff members. This will assist them in order to
increase their skills and capabilities so that they can perform their activities effectively. It has
been analysed that there are two main kinds of learning which includes individuals as well as
organisational learning (Leask and Terrell, 2014).
Individual learning Organisational Learning
 Individual leaning mainly focuses
towards enhancing their skills,
knowledge and capabilities in a
particular individual so that they can
enhance their efficiency and
performance. In this context of Apple
Inc. Managers must emphasize on
providing training session to
individuals so that they can perform
their task effectively (Macdonald,
Burke and Stewart, 2017).
 It is the type of learning which are
career oriented and provide them
regular basis training sessions so that
there skill will be developed and make
them able to attain their organizational
as well as personal goals and
objectives in an effective manner. .
 Organisational learning mainly
emphasize on enhancing knowledge
and skills of large number of
individuals. For instance: At the time
of implementing New technique within
the company, managers of Apple Inc.
provide learning session to their staff
members so that they become aware
about it.
 This type of learning is task oriented
which assist in attaining desired goals
and objectives of Apple Inc. by
creating skills, knowledge and
capabilities among the employees
(Nahavandi, 2016).

 Furthermore, it has also been identified
that Apple Inc. Manager conduct
learning session to their new and fresh
staff members at the time of induction
programs. This will help them in order
to adjust within the workplace
environment so that they can perform
their task effectively and appropriately.
Training Development
 Training refers to a learning procedure
in which knowledge, skills,
competencies of staff members so that
they can develop as per their job
requirements (Penuel and et. al. 2011).
 It is mainly conducted for a limited
time period.
 Training defines as a job oriented
activity highly focused on increasing
the efficiency of staff members.
 Development is considered as a
educational procedure which help in
performing their task and leads to
overall growth of their staff members.
 It is one of the most essential and on-
going procedures mainly performed for
long duration.
 Development is considered as a career
oriented method and focuses on
developing staff members in order to
face them upcoming challenges in a
positive manner.
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.
It has been said that there are various theories and approaches used by management team of an
organization in order to enhance learning of individuals as well as organization (Shin and et. al.
2012). For this, managers of Apple Inc. Adopt kolb’s learning theory which says that knowledge

of an individual person increases if their experiences increases. In other words, it is said that
experience of an individual person helps in enhancing their overall knowledge in an effective
manner. This model is implemented by the managers so that professional development of
individual will be increased which provides them various opportunities at the competitive market
place .
P4 Need for continuous learning and professional development to drive sustainable business
Continuous learning: It refers to a process or activity with the help of which skills &
knowledge tactics were expanded on a regular basis through T&D sessions. It has been analysed
that there are rapid changes arise within an individual life which need to be adopted by them and
increase their skills at both professional as well personal level (Robbins and Judge, 2012). Apple
Inc. Is a multinational organisation so it is required by the HR professionals to hire skilled staff
members who can perform all the work in an effective manner. For this, managers need to
conduct sessions & seminars so that knowledge and skills will be developed. This as a result
assists HR manager to retain their potential candidates for a long period of time and maintain
sustainability at the marketplace. Significance of continuous learning is that it provide various
opportunities to the individuals and develop the ability with the help of which they can easily
adapt the changing environment. Apart from this, HR managers organise various training and
development sessions to their staff members so they can enhance their skills and knowledge
according to the changing working environment.
Professional development: In an organization, HR professional need highly skilled as
well as capable individuals for accomplishing organizational goals and objectives. It is very
essential to develop knowledge and skills which assist in professional development of an
individual. In reference to Apple Inc. Manager conduct training and development session in
order to enhance knowledge as well as skills of employees.
Therefore, continuous learning as well as professional development provides various
benefits to the organization so that they can maintain their sustainability at the marketplace.
Some of the most essential requirements of both professional development and continuous
learning are as follows: Fill skills gap efficiently: With the assistance of effective training and development
sessions HR professional will be able to enhance skills, knowledge, capabilities and
competencies of employees (Von Krogh, Nonaka and Rechsteiner, 2012). Apart from

this, managers of Apple Inc. Examine performance of their staff members and develop
strategies to reduce gap if any. Therefore, various learning programmes are going to be
conducted which enhance capabilities of individuals for attaining future growth. Establish competitive edge in market: Another benefit attained by Apple Inc with
continuous learning and professional development is the attainment of gaining
competitive edge at marketplace. For this, HR professional of Apple Inc. to hire only
skilled employees in the company so that they can easily establish their business
activities in rightful manner which ultimately results in their effective performance as
compared to the competitors (Wates, 2014).
 Increase sales and profit: At next, it can be said that HR professional of Apple Inc.
emphasises on conducting regular based training sessions for all employees at market
place so that their skills and capabilities can be groomed which will definitely help them
out in attainment of their respective objectives in quicker manner. This will also support
employees in delivering best services to customers. As a result, it will influence sales
performance as well as profitability of the company in rightful manner.
TASK 3
P5 State how HPW contribute to employee engagement and competitive advantage
High performance working is identified as an effective strategy which helps businesses in
enhancing their skills, commitment and knowledge of existing workforce that results in the
higher improvement of their business practices (Alred, 2014). As a result, it contributes in the
quicker attainment of organisational goals and objectives in rightful manner. In context of Apple
Inc. its manager emphasises on upgrading their growth at marketplace by maximise their
proportion of quality work from their employees. HPW is considered as the effective practices of
company that allows them in enhancing their business growth in effective manner. This is mainly
done by enhancing employee engagement activities at workplace in order to develop interest of
employee towards organisational work. This also helps them out in enhancing productivity level
of employees as they are more devoted towards organisational work. Higher performance from
employees’ side also allows company in gaining competitive edge (Bolman and Deal, 2017). In
order to attain this edge, business manager of Apple Inc. prefers to conduct some regular based
training session for employees so that they can develop themselves according to organisational

requirement. the main characteristic of HPW practices includes higher employee engagement,
shared information, performance reward linkage, development of knowledge.
The core benefits of HPW practices is that it provides guidance to businesses which helps
them out in executing their business practices in best possible manner Another benefits of these
practices is that it improvises employees skills as well as knowledge which ultimately motivates
in them (Choi and Ruona, 2011). With reference to employer perspective, it can be said that
main benefit of these practices is that it supports company in attaining their respective goals and
objective in sequential manner within the provided time frame.
On the other hand, the main drawback of HPW practices is that it is an expensive method
that could bring company in financial trouble. It is also identified as the one way practice that
that might not work in the same manner which it looks like.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
With reference to Apple Inc., it has been analysed that its HR manager incorporates HPW
practices in their organisation as per different situations at workplace. This can be well
understood with the help of an example. For instance: Apple Inc. prefers to set fix range of
reward system for its production department which manufactures higher number of finished
product with minimum number of defect pieces. The monetary amount of these rewards becomes
higher in the peak season (Earley and Porritt, 2014). The main reason behind this strategy is that
company wants to enhance productivity of its employees without compromising with its quality.
With the help of this practice manager of this company will be able to increase performance
quality of employees. This will directly help them out in delivering required products according
to demand ratio at marketplace. As a result, it supports them in meeting up their manufacturing
targets that will also contribute in the attainment of organisational goals and objectives in quicker
manner.

TASK 4
P6. Different approaches to performance management that support high performance culture and
commitment
Performance management: Performance management is considered as an effective
practice which allows business enterprises in measuring and managing performance of
employees according to their objectives. This practice is also supportive for the company in
attainment of their organisational goals and objectives in rightful manner. With respect to Apple
Inc, its manager often analysis performance of its employees at the regular basis in order to
check that actual performance and improvement in employees working practices (Eaton,
Roberts and Turner, 2015). This also influences employees to boost up their performance as they
know that someone is monitoring them. And if in case they do not work in the provided manner,
it would be possible for them to attain organisational objectives.
Effective communication: It is termed as the effective medium of interaction at
workplace where one individual is allowed to communicate another one in order to share their
views, ideas, perception, suggestions with their respective managers. With reference to Apple
Inc., managerial department of this company emphasises on developing strong communication
channels at workplace which makes it easier for them to convey information associated to roles
and responsibilities to employees (Ellis and Bach, 2015). There are numerous of performance
management approaches that are adopted by business association for monitoring employees’
performance. Some of the main among those approaches are described as below:

Figure 1Performance management
Performance management, 2018
Collaborative working: It is considered as the effective way according to which manager
of this company emphasises on influencing employees to work all together so that they can
accomplish their business objectives with one another’s support. For instance: HR manager of
Apple Inc. prefers to conduct few team building sessions within the company so that every
employee could develop their relationship with one another that ultimately supports executing
their work responsibility with them in the near future. This will also help them out in
improvement of employees performance in such a manner that also allows them in attaining
organisational objective in better manner (Goffee and Scase, 2015). It also contributes in
developing strong invaluable strategies that contributes in the effective creation of high-
performance culture and commitment. Collaborative working also enhances knowledge of the
employees on their own skills as well weaknesses. This information is mainly revealed by with
the feedback method. In this, colleagues of this company provide feedback to employees at
regular.

Comparative approach: This approach simply states that HR manager measures
performance of employees by measuring their performance with another employees. For this,
they often make use of ranking methods. For instance: HR manager of Apple Inc. prefers to
compare performance of employees on the basis of these assigned roles and responsibilities and
by providing them ranking accordingly. This approach allows company in developing their
knowledge on best performer of the company (Hartnell and et. al., 2011). This HR manager
further announced as the top performer of the company. This ultimately results in the
development of high- performance culture as employees commitment towards organisation
enhances with monetary benefits which ultimately improves their performance. These rewards
can be seen in the form of monetary terms which directly boost up employees performance in
effective manner.
Attribute approach: This approach is also helpful for company in motivating its
employees in effective manner. This is mainly done with the usage of graphical rating scale. This
will directly result in the enhancement of competition at workplace as they are performing well
as others who are indulging into same activity are not able to accomplish their business goals in
right direction (Katzenbach and Smith, 2015).
M4 Critically evaluate the different approaches and make judgements on how effective they can
be to support high performance culture and commitment.
On the basis of above described different approaches of performance management
approaches, it can be said that they all are highly important for the company in improvising their
performance in rightful manner. For instance: The main benefit gained by Apple Inc. with
comparative approach is that it brings feeling of competitiveness among employees. This directly
enhances capability of working which ultimately increase their productivity as well (Landsberg,
2015). As a result, it helps the company in attaining their organisational goals and objectives in
quicker manner. On the other hand, the main drawback associated with this is that it could
develop feeling of jealousy at workplace. This could raise number of conflicts at workplace. This
could hamper working culture of company and could also affect employees’ commitment
towards them (Landy and Conte, 2016).

CONCLUSION
On the basis of above described report, it has been analysed that it business associations ate
required to develop skills, knowledge and capabilities of each and every individual related to the
company. This is supportive for them in attaining their organisational objectives in quicker
manner. Along with this, it can be said that regular based training and development programs
allows business enterprises in developing skills and knowledge of its existing workforce that also
results in improvement of their performance in rightful manner. This development also supports
employees in serving better services to customers according to their changing demand and
supply at marketplace. In addition to this, it can be later on said that HR manager is also required
to adopt numerous of strategies at workplace so that they can easily handle various sort of
business situations. HR managers also evaluates performance of each and every employees so
that they can easily check which working staff in growing with the passing time and which in are
not responding towards the same in appropriate manner.

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