Individual and Organizational Learning, Training and Development

This article analyzes the differences between individual and organizational learning, training, and development. It explores how these contribute to the growth of employees and the success of the organization. The focus is on Hamleys, a British company that deals in toys.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR Advisor.............................................................................................................................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...........................5
TASK 2............................................................................................................................................9
P3. Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................9
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................11
TASK 3..........................................................................................................................................12
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................12
TASK 4..........................................................................................................................................13
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment..........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Each and every organisation is depending on the prominent performance of their individuals
and staff members that effectively contribute towards the overall performance of an organisation.
Along with the performance development undertaken as the prominent solution in terms of
fixing any sort of problem and also leads to enhance the gap of job insecurity in the performance.
Moreover, the development of employees depicts the enhancement of capacity of individuals
regarding the overall performance and prominently contribute towards the organisational goals.
Moreover, the development of team organisation and individual depends on the prominent
teamwork that contribute towards the overall improvement of organisation and individuals.
Besides this overall performance of an organisation motivate employees to contribute effectively
towards the objective of company (Rupprecht and et. al., 2019).
Moreover, it also depends the sense of belongingness and prominent support for each other
so that effective teams are developed within the given period of time. To carry forward this
report Hamleys is considered which is a British company that deals in toys and company was
developed in 1760 by William Hamley. Besides this the report tends to cover effective
knowledge behaviour and prominent skills which is required in the HR advisor and also conduct
personal skill audit along with personal development plan. Moreover, the comparison is
identified among the individual and organisational learning and training and development.
Report also cover the requirement of continuous learning and professional development by
considering how high performing workforce contribute in the employee involvement considering
the various approaches of performance management.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR Advisor
The human resources of an organisation undertaken as the prominent asset of company
who works at the back side of an organisation in terms of accomplishing prominent goals and
objectives. For this HR advisor prominently possessed itself towards the suitable knowledge
skills and behaviour that move towards them to manage their staff and retaining them within the
company (Rothwell and et. al., 2020). In regard of this the knowledge skills and behaviour which

is required within the HR advisor in terms of effectively managing their staff members is
mentioned in terms of Hamleys:
Skills: HR advisor of Hamleys prominently possess itself with the prominent skills by which
they can effectively monitor direct plan and control there workforce effectively. For this the
suitable skills required are mentioned as underneath
 Active listening: This skill is prominently present among the HR advisor of Hamleys in
terms of concentrating and paying attention towards their workforce that suitable share
effective and reliable information and problems without any hesitation. In regard of this
the HR advisor need to take time in terms of understanding that what the speaker is
saying and does not interrupt in the process of delivering information to the staff
members.
 Time management: The HR advisor of Hamleys must consider this skill in terms of
managing prominent work within the given period of time by effectively using their own
time and coordinating with others as well to complete work before the deadline (Scott-
Young, Georgy and Grisinger, 2019). Therefore, it is helpful for HR in terms of using the
prominent resources and delivering suitable information within the given time period.
Knowledge: The HR advisor of Hamleys need to consider the suitable knowledge among them as
it is helpful in their working towards the betterment of company by bringing out best from their
workforce. The suitable required knowledge is mentioned as below
 Administration and management: The HR advisor must have the management
knowledge in terms of acquiring and having effective management of working manner
and prominently plan the allocation of resources. In regard of this it also undertakes
prominent leadership technique to manage their workforce and co-ordinate among the
employees so that it suitable goals of an organisation are acquired prominently.
 Personnel and human resources: It undertake the factor knowledge of hiring and
selection of the productive staff members to accomplish suitable growth and running of
company (Brennan and et. al., 2020). Along with this that are professional of company
also need a suitable training development compensation and so on in terms of retaining
their talented staff members towards the best candidate of an organisation.
Behavior: It depicts the prominent behavior which should be present in the HR advisor in terms
of managing and controlling their workforce which is useful to manage performance and

involvement of employees in the company. In regard of the HR advisor of Hamleys they must
have suitable behavior which is discussed below
 Solution oriented: The HR advisor of Hamleys must have solution-oriented behavior in
terms of offering solution to each and every problem that prominent satisfy the
individuals who are involved in conflict. This behavior needs effective level of creativity
which prominently solve the issue by breaking traditional thinking and also bring
something new in the company. Moreover, HR advisor need to be problem-focused in
terms of reducing issues in the company.
 Techno Savvy: The advisor of Hamleys must have updated and advanced technology in
terms of surviving with the dynamic business environment. They must possess the
prominent behavior in terms of opting new technologies within the system of an
organisation by balancing the technology with artificial intelligence (Stewart, Langer and
Erasmus, 2019).
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 SWOT Analysis
The HR advisor of families must achieve the prominent skills behavior and knowledge at
the time of performing their roles and responsibilities effectively. Along with this the prominent
skills knowledge and behavior are essential in terms of professional development and workforce
for the effective career opportunities. Moreover, the personal SWOT analysis is helpful for the
HR advisor to identify effective strength weaknesses threats and opportunities bi prominently
working for the weakness and threats by effectively using opportunities and strengths for the for
the development.
Strength Weakness
 As a HR Advisor, my principle strength
is undivided attention. I mindfully tune
in to other people and afterward share
my view focuses with the goal that I
can comprehend the view purpose of
others.
 My principle shortcoming lies in
absence of time the board ability. I can't
deal with my time and contribute my
significant chance to irrelevant
undertaking. So, I have to chip away at
my time the board abilities.

 Another strength is that I can control
and oversee well. As a HR Advisor, I
will use this solidarity to deal with my
labour force so I can add to
authoritative objectives adequately.
 Another shortcoming is arrangement
situated information. I can't discover
speedy answers for the issues which
become an obstacle in my general
viable execution.
Opportunities Threats
 I search for new open door in
innovation as I am normal in this. To
work productively, I have to become
innovation canny so I can use the
apparatus and human power
successfully for the association.
 Another open door lies in learning the
staff and human asset information so I
can deal with my labour force with full
focus and viability so their profitability
can be expanded.
 I consider major to be of rivalry as
these days’ individuals have gotten
more serious and vocation situated. My
shortcoming may permit my rivals to
abandon me and secure what I will
merit.
 Another danger is the dynamic culture
where individuals' need and requests
changes over night. The absence of
good statistical surveying is the danger
which is to be adapted up to become
productive HR Advisor.
Personal skill audit
It is a process which is useful in terms of identifying the skills behavior and knowledge
among the individual in which they are weak and what they possess. Along with this is the HR
advisor of Hamleys must have the personal skill audit in terms of identifying their prominent
knowledge skills and behavior which is mentioned as underneath:
Skills/
knowledge/
behaviour
Poor Average Good Excellent
Active listening
skills
*

Skills/
knowledge/
behaviour
Poor Average Good Excellent
Time
management
skills
*
Administration
and management
knowledge
*
Personnel and
human resource
*
Solution oriented *
Technology
Savvy
*
Personal development plan
It is undertaken as the effective Action Plan which is useful for an individual in terms of
improving their skills in which they lack (Bonfanti and et. al., 2019). Along with this is the HR
advisor of Hamleys need to develop this plan in terms of becoming more competent and skilled
at the time of performing their job role. For this the prominent personal development plan on the
grounds of SWOT is discussed as underneath:
Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
Time
management
skills
Poor I need to gain
this expertise
promptly so I
can use my
time
adequately in
I can build up
this aptitude
by perusing
articles of
master writers
so I can get
My
advancement
will be
decided by my
friends, family
and associates
3 months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
dealing with
my labour
force.
stunts and
strategies to
deal with my
time.
Furthermore, I
will build up
the timetable
to deal with
my time so I
can rehearse
the board of
time.
who will
manage me
improving my
aptitudes.
Further
criticisms
from
subordinates
and bosses
will likewise
support me.
Solution
oriented
Average I have to build
up this
aptitude at the
earliest
opportunity as
I need to
become
arrangement
situated as
opposed to
issue arranged
so my
attention will
be on
discovering
arrangement.
I can gain this
expertise by
rehearsing on
theoretical
circumstances
where
arrangement
can be brought
to non-existent
issues.
The decision
making about
standards will
be
subordinates
and bosses
who will help
me in giving
criticisms.
3 months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
Technology
savvy
Poor The objective
capacity of
this aptitude is
high as I need
to embrace the
innovation
quick and
bring
innovation
arranged
methodology
into the
association to
choose and
enroll the
staff.
I can build up
this aptitude
by going
through a
confirmation
course with
the goal that I
can gain
proficiency
with the
moment
subtleties in
Information
innovation
area. Further
books and
articles will
likewise help
me in gaining
the equivalent.
The making a
decision about
standards will
be my
outcome from
the test which
I will attempt
while going
through
confirmation
course.
Moreover, my
companions
and partners
will give me
input on my
advancement.
9 months
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development
It depicts the concept of continuous learning which is essential for the professional and
personal development of both company and individuals. In terms of Hamleys individual and
organisational learning contribute towards the development of employees and growth of
company. In regard of this training and development also helpful for the individual learning and

also contribute towards the accomplishment of organisational success (Fransen and et. al., 2020).
The prominent comparison is mentioned as underneath:
Individual and organizational learning
Basis Individual learning Organizational learning
Meaning Depict the process in which
employees feel quite
motivated in terms of
bringing changes towards the
effective knowledge and also
observed individuals within
the company.
It is undertaken as the
effective process that put
emphasis on the
transformation and retaining
of the skills and knowledge of
the company. It prominently
focuses on the overall
development of company
considering the innovative
skills which is created for
company (Rowe, Karg and
Sherry, 2019).
Purpose The prominent purpose of
individual learning is to
enhance the knowledge and
skills of individuals by which
taken effectively perform
their job.
In regard of this the objective
of company is to solve the
issues in terms of improving
their overall performance.
Benefit It is beneficial for individuals
in terms of increasing their
performance and productivity
effectively in terms of
performing in the better
condition.
It is helpful in terms of
developing the culture of
learning in an organisation by
which employees feel quite
satisfied at the time of
working (Nurius and Kemp,
2019).
Training and Development

Basis Training Development
Meaning Training referred as effective
process by which individuals
develop their abilities and
competencies in terms of
performing their job role in
an effective manner.
The process which is
prominent related with
overall growth of company.
Purpose The objective is to enhance
the performance of work
force.
Make sure employees are
prominently developed to
face suitable challenges for
future.
Focus It prominently focuses on the
current requirements in terms
of making suitable
development of employees
and their performance to
effectively perform their roles
and responsibilities (Waddell
and et. al., 2019).
It focuses on the prominent
requirements that make
employee more competent for
the future opportunities.
Orientation It is prominently job oriented
in terms of their manpower
towards the specific job.
It is career oriented and
prominently on the upcoming
opportunities.
P4. Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is undertaken as a Process that permanently motivate employees in
terms of accomplishing suitable competencies and knowledge in terms of expanding their skills
and also ready in terms of getting upcoming challenges and opportunities. It is undertaken as the
effective part of personal development in which employees engaged in terms of learning for the
new individuals in terms of becoming competitive accept any sort of challenge (Kirrane, Kilroy
and O’Connor, 2019). Moreover, nature professionals of Hamleys prominently put emphasis on

the continuous learning in terms of enhancing the efficiency of employees and also making them
prepared for the upcoming challenges. It depicts prominent requirement for continuous learning
which mentioned below:
 Career development: The continuous learning is useful for the employees in terms of
getting ready to face and grab future opportunities which is prominently helpful for them
in their overall career development. Besides this learning can be done through effective
skill development education and training which is useful in terms of accomplishing the
overall objectives in terms of revolving towards the new position. It is prominently
helpful to accomplish effective growth of respective company for the professional
development of employees.
 Maintain competitive edge: It undertake the prominent continuous learning which is
useful for Hamleys in terms of battling with their other competitors and give tough
competition to them and other work force that permanently become more competitive and
productive in terms of bringing new ideas and innovation within an organization to beat
the competitors (Elo and Vincze, 2019). The continuous learning is also helpful in
boosting overall confidence of workforce in terms of doing things better for their job role.
TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
The high performing workforce undertake the general approach which is helpful for
company in order to manage their work force by which they can become more competent and
efficient towards their productive functions. In terms of becoming an efficient employee it is
effective for workforce to prominently contribute to achieve the organisational objectives and
goals considering the effective production and efficiency that increase towards the high
performing workforce (Ogbeibu and et. al., 2020). High performing workforce is undertaken as
the productive approach which is helpful for Hamleys in terms of accomplishing maximum
profitability to overcome the challenges effectively. It is an effective approach for respective
company which is helpful for their workforce to accomplish prominent opportunities in an
effective manner in terms of taking their organisation towards the growth and success and
effective productivity. In relation with Hamleys the prominently opt this practice of high-

performing workforce in terms of contributing towards the employee engagement and
accomplishing competitive advantage.
 Developing long term goals: It depicts that company prominently convey their goals and
objectives towards their workforce prominently in terms of making them quite attentive
and accomplished towards the stipulated period of time. It is useful to reduce the
confusion and conflict by which employees concentrate on their objectives to sustain in
the competitive environment and helps in improving overall profitability of company
(Akgün, 2020). Along with this Hamleys also communicate towards the objectives of the
staff members in terms of leading towards the achievement of targets effectively.
 Flexible working culture: Organizations from mental develop healthy working culture
towards the employers and employees by which they feel more engaged and involved
within the working condition of company and also feel motivated towards the
involvement to compress the desired outcomes (Rudman, 2020). In terms of Hamleys
company prominently make effective working culture condition and environment for
their employees and also overcome from the week message to enhance the productivity
of company.
TASK 4
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment
The performance management practice has the effective objective to improve the overall
performance of employees by which company achieve their goals and objectives effectively.
This practices also helpful for the managers to evaluate the overall performance and workforce to
motivate them towards the best performance and significantly become the benefit for the
company to enhance the profitability and productivity (Rothwell and et. al., 2020). In regard of
Hamleys their manager significantly uses various approaches of the performance management by
which they can effectively develop healthy working environment within the organisation by
which this feel more committed and enlighten. In relation with this various approach which can
be used by family for the overall performance management which is mentioned as underneath:
 Attribute approach: This approach prominently focuses to the individuals in terms of
acquiring effective attributes and traits in which company consider an effective and

desirable growth and success of company (Scott-Young, Georgy and Grisinger, 2019).
Besides this employees are also evaluated on the grounds of suitable attributes and
characteristics. It significantly undertakes effective innovation teamwork communication
and so on full stop in relation with Hamleys if their managers significant recharge overall
performance and men power by considering this approach by which they can effectively
evaluate the performance of employees by which they can identify their skills in terms of
improving the working condition and culture of an organization.
 Comparative approach: Considering this approach the managers of company effectively
evaluate the suitable performance of individuals by comparing their overall performance
and progress undertaking the objective to achieve effective growth for the company and
their employees. Along with this it also depicts the effective comparison which is done
among the employees on the grounds of their rank from the highest to lowest (Brennan
and et. al., 2020). In relation with Hamleys the managers prominently used this approach
considering the effective comparison of the overall performance of employees and also
applied strategic planning on the employees in terms of performance which is low and
develop tactics to overcome their weaknesses. It is also useful in terms of developing
healthy relations and working culture in order to enhance the efficiency of workforce by
which they can get committed towards the working pattern of company.
CONCLUSION
By considering the above discussion it is identified that the HR advisor must have prominent
skills knowledge and behavior in terms of managing their manpower prominently. These
knowledge behavior and skills helps them in terms of bringing out best things from their
workforce and also work to improve their efficiency that leads to increase productivity and
performance of company. Moreover, the personal SWOT analysis and skill audit is useful for the
HR advisor in terms of working for their weakness by going through with the personal
development plan by which they can overcome their weaknesses. Besides this continuous
learning is also an essential part for the professional development that enable the work force to
become more productive and efficient. Along with this the high performing workforce is useful
for the HR advisor of respective company to enhance the involvement of employees by
developing long term goals and objectives considering the flexible working conditions in terms
of accomplishing organizational growth and success. Besides this the prominent comparative and

attribute approach of performance management is useful for the managers of Hamleys to
prominently manage the overall performance of employees.

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