Analysing Individual and Organisational Development at Morrisons

This report discusses the development of individuals, teams, and organizations within the context of Morrisons, a UK-based supermarket chain. It begins by outlining the professional skills, knowledge, and behaviors necessary for an HR professional, including communication, decision-making, and problem-solving skills. A personal skills audit is analyzed to identify areas for improvement, leading to the development of a Professional Development Plan (PDP). The report differentiates between organizational and individual learning, training, and development, highlighting the benefits of each. It also explores the contribution of High-Performance Work (HPW) practices to employee engagement and competitive advantage, and critically analyzes various approaches to performance management. The report concludes by emphasizing the importance of continuous professional development for driving sustainable business performance at Morrisons.

Developing individuals,
teams and organisation

Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK 1............................................................................................................................................4
P1 Give a brief discussion on the professional skills, knowledge as well as behaviours which
has the ability to make an individual qualified as a HR professional..........................................4
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...........................6
M1 Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation......................................................7
P3 Differentiate between organizational and individual learning, training and development.....7
P4 Determine the need for learning and professional development continuously in order to
drive sustainable business performance.....................................................................................10
M2 With the application of learning cycle theories, analyse the significance of implementing
continuous Professional Development.......................................................................................11
D1 Produce a PDP which appropriately sets out learning goals and training in relation to the
learning cycle.............................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................11
M3 Evaluate the advantages of the application of HPW in relation to a specific organisational
situation along with some justifications.....................................................................................11
P6 Critically analyse the different approaches to performance management and illustrate some
of the specified examples...........................................................................................................11
M4 Critically evaluate the different approaches to performance management and their
effectiveness to support high performance culture and commitment........................................11
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Development of individuals is an essential process that must take place in each and every
entity. It is the responsibility of higher authorities to look after the development of the
individuals working in their entity. It will be beneficial for the organization only as the
development of skills will enhance the productivity of individuals and will enable them to give
better results to the organization (Widmann and Mulder, 2018). Hence, this is really important
and to look after it, the entity assigns a HR department. Morrisons is a supermarket established in
UK and is the fourth largest in the supply chain giving a tough competition to rest of the other
supermarkets. This report contains a description of a good HR and the skills possessed by the
same along with their audit which help in producing PDP. Further the learning cycle is also
applied to these skills. In addition to it, the HPW contribution for employee engagement is also
discussed with an evaluation of its benefits. Approaches to performance management are also
being analysed.
MAIN BODY
TASK 1
P1 Give a brief discussion on the professional skills, knowledge as well as behaviours which has
the ability to make an individual qualified as a HR professional.
HR plays an important role within an entity as it hires fresh and new talents to the entity
which give results to the organization and make the entity touch the skies of success. It is the
responsibility of every HR to look after the well being, safety, security, needs, etc., of the
employees so that they can work effectively (Baldé, Ferreira and Maynard, 2018). This will help
the individuals to give their best to the organization and give their best to the organization. Being
a HR is not an easy task, as a HR should be an all rounder. Hence, in order to fulfil the duties as
a HR successfully in a well manner, a person must possess various skills. For being a HR in
Morrisons, an individuals must have the following qualities:
Skills Communication skills – Communication skills are the basic skills which are to be
required and possessed by every individual in today's world. These skills are highly
required for the progress towards a bright future. HR in the organization of Morrisons,
have good communication skills so that they can interact with candidates effectively and

recruit the suitable ones. Their efficiency is shown in the results of the entity which made
it the fourth largest supermarket in UK. Decision making skills – HR has to make decisions, sometimes, on the spot and hence
the decision making skills must be good enough. Taking right decision at the right time is
an art that must be mastered by HR as the decisions made by HR are very important for
the entity. Morrisons is careful enough while appointing HR. As the entity believes that
the HR must possess effective decision making skills so that they can help the employees
develop the same.
 Problem solving skills – As the HR has the responsibility to develop skills within
individuals, they act as the teachers of these individuals. Hence, it is the duty of the HR to
solve the problems of the employees while giving them the training. Morrisons believes
that this is possible only when an individual possesses good problem solving skills.
Hence, it is a crucial factor which is kept in mind while appointing the HR.
Hence, a HR must be a package of effective skills as they have to perform various tasks
and have to be multitasker within an entity. They performs the functions of a recruiter, trainer,
the one who look after the well being of employees and so on. The above skills must be
possessed by the HR of Morrisons.
Knowledge Selection and Recruitment – It is the prime duty of the HR to select and recruit the best
and fresh talents for the entity so that the organization can have the best results. Selection
and recruitment of right employees is important for the organization as the success of it
depends upon them (Murphy, McCloughen and Curtis, 2019). Unbiased selection and fair
recruitment by the HR of Morrisons made the entity the fourth largest grocery store in the
country.
 Knowledge and Expertise – As an HR have to be multitasker and all rounder, they must
inherit good knowledge and expertise in almost every field. Morrisons HR are quite
knowledgeable as it is the requirement of the entity to have an expert HR that can train a
number of employees effectively and efficiently to make them more productive.
Thus, these are the basic knowledge that must be possessed by an individual to be
qualified as the HR of Morrisons.
Behaviour

 Trustworthiness & Transparency – The HR hired in Morrisons are trustworthy enough
for the employees that they can share and express their feelings to the HR (Watts and
Corrie, 2022). The transparent behaviour of HR keeps the employees happy and satisfied
within the organization, Morrisons which makes them feel comfortable. This let them
open up and express their thoughts.
 Solution Oriented – As the HR is the trainer of the employees, it is the duty of HR to
resolve the queries of its trainees. Morrisons have solution oriented HR as there is no use
if the HR are not able to solve the problems of the employees or look after their well
being.
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.
The ways through which an analysis of skills, possessed by individuals, takes place is
known as skills audit. These help to make their work effective and efficient.
Skills and and Competences Score to Self Score by Others
Communication skills 7 8
Decision making skills 8 6
Problem solving skills 7 7
From the above audit, it can be seen that the decision making and the problem solving
skills are demanding time and attention.
Professional Development Plan (PDP): Professional Development Plan or PDP is an
action plan formulated by an entity to help the employees develop the skills or enhance the same
in order to improve the productivity for better results.
Skills Importance Actions Taken Time
Communication skills These skills are
helpful in building
relations with other
individuals.
By getting engaged
more and more in
activities which
involves conversation
such as debate. This
1 month

will help in gaining
confidence.
Decision making skills Such skills are
essential as there are
times in business when
an individual has to
make immediate
decisions and are
helpful at those times,
especially.
By trying to make
more decisions in the
shortest time span as
possible and check
their accuracy, even in
the day to day life
routine.
2 months
Problem solving skills These skills are
helpful in leaving a
lasting impression on
everybody's mind and
gaining respect by
solving the problem of
other people.
By helping others in
solving their problems
so that my skills
enhance along with
my relations with
them.
1 month
Morrisons, with the help of the above PDP, make its employees skilled and more
productive so that they can give the organization better results.
M1 Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation.
Skills audit helps in evaluating the strengths and weaknesses of the individuals which can
be used by the entity for its benefit. The strengths,i.e., the good skills of the individuals can be
used by the entity in its favour to produce effective results. Further the identification of weak
areas help the entity to make action plans for individuals so that they can help their employees in
enhancing their skills (Adobor, 2019). Also these skills will be this useful in life, I never thought.
It helped me improve my productivity and give better results to the entity. These skills gave me
enough confidence to build a beautiful career.

P3 Differentiate between organizational and individual learning, training and development.
Organization refers to a group of individuals or an association of persons who come
together and form an entity. The individuals work towards the achievement of the same or
combined goal and contributes their own part in making the entity a success (Rowe, Karg and
Sherry, 2019). These individuals are known as employees who are qualified and talented enough
to make the entity touch the skies of success. There are various differences between
organizational learning and individual learning which are explained below in the form of a table:
Basis Organisational learning Individual learning
Meaning When the learning is done in
the organizations by the
employees to enhance or
develop their skills in a group
together with other people.
Such a learning is known as
organizational learning.
Employees gain this
knowledge through the experts
and thus the information is
quite reliable.
Individual learning refers to
the learning when an
individual learns away from
the group and other people,
initiating self learning. Such
type of learning is done by the
individual on its own without
the help of anyone or without
the involvement of anybody.
Purpose The purpose of such learning
is to develop and enhance the
skills of the employees by
giving them proper training so
that their productivity could be
enhanced.
The purpose of such learning
is to analyse oneself and
develop the skills so that they
can use the same to build their
career and be successful in
future to give their family a
better life.
Benefit Such learning helps in
improving the results of the
entity by enhancing the
productivity of employees. It
Such learning is beneficial for
an individual to build their
career and give their family a
good life as well as lead

benefits the organisation as the
skilled employees help in
reducing costs and utilize the
resources to its best to
maximise the profitability.
themselves too. These skills
helps them in gaining the
qualifications which help the
individuals in acquiring
reputed jobs which can set or
build their career up.
The key points which differentiates training from development,i.e., their differences are
discussed below:
Basis Training Development
Meaning When the employees are given
the education on how they
have to fulfil their duties and
responsibilities so that they
can carry out the business
operations effectively and
efficiently (Renshaw and
Chow, 2019). Such an
education is known as training
which is given to employees to
resolve their doubts at the
beginning only, if any.
Development is somewhat
similar to training but it is
along term process which
differentiates it from training.
The employees are given the
education to develop the skills
so that they can contribute in
the success of organization as
well as progress in their career.
Scope of learning There is limited scope of
learning in training as it is for
a short duration which limits
its boundaries.
The area or the scope of
learning is unlimited in
development as this is a long
term process that knows no
boundaries.
Orientation Training is professional level
education oriented. It helps in
achieving or qualifying as a
Development is a focused type
of orientation towards the
achievement of a long term

capable professional to carry
on the assigned tasks for the
organization.
goal or objective aspired by
the entity.
P4 Determine the need for learning and professional development continuously in order to drive
sustainable business performance.
Continuous learning refers to a continuous process of learning which helps an individual
to gain the knowledge about the skills. This ongoing process is helpful in enhancing the
knowledge so that the individuals can aim for a bright future and a better life. Learning
continuously all through the life is important for individuals as it makes one wiser with time
which helps them in gaining experiences (Gupta and Pathak, 2018). Experiences are very
important in life as they teach a lot of lessons to the individuals. Further it also helps in making
the work of an employee more effective and efficient with the passing time thereby increasing
the productivity of the organization as a whole. The skilled employees helps the entity in cutting
down the costs by minimising the wastes and improves the reputation of the entity in the
marketplace. Morrisons employees believe in continuous learning so that they can improve their
productivity to enhance the results. Also the entity, Morrisons require its employees to learn
continuously because of several factors some of which are discussed below: Innovation and generation of fresh and new ideas – Innovative and new products are
the weaknesses of consumers now-a-days and they like them a lot (Masombuka and
Mnkandla, 2018). Morrisons looked down as an opportunity to it and started innovating
products to attract more and more consumers. In order to make this happen, it is essential
for the employees of the entity to learn continuously to gain knowledge and make
successful innovations. Increased productivity – Continuous learning helps in enhancing the knowledge and
skills of employees which makes them more skilled (Turner, 2019). It helps the
employees of Morrisons to improve their productivity which will help the entity to
perform better and contribute in the success of the organization.
 Gain a competitive edge – Continuous learning helps in gaining a competitive edge over
its competitors. Enhanced knowledge and skilled employees help Morrisons gain a
competitive edge over its competitors. Such employees are helpful in competing with the

competitors in the market and gain reputation in the marketplace. Innovative products
are the best ways t9o gain a competitive edge over its competitors.

M2 With the application of learning cycle theories, analyse the significance of implementing
continuous Professional Development.
There are four stages in the learning cycle of Kolb's theory which helps in understanding
the learning of an individual from their past experiences. The four stages, in context with
Morrisons' HR manager are explained below: Concrete learning – Here the individual come up with new and fresh ideas. Reflective Learning – An analysis of the idea is being made by the employee which
reflects its own learning. Abstract Conceptualisation – Performance of employees are evaluated with the help of
new strategies.
 Active Experimentation – Application of the formulated strategies is done in the
marketplace for analysing the success.
Hence, it is clear from the above cycle that the employees have to go through all these
stages in order to learn or gain knowledge. Morrisons, being an entity, is responsible to look after
the needs of its employees so that they can learn without any hurdle.
D1 Produce a PDP which appropriately sets out learning goals and training in relation to the
learning cycle.
A Professional Development Plan refers to a set of actions formulated which help the
individuals to enhance and develop the knowledge as well as skills. Such knowledge and skills
are helpful in increasing the productivity of workers (Dreaver And Et. Al., 2020). This action
plan also tell us about the importance and usage of such skills in the life and the time within
which an individual can develop these. The time differs from person to person as every
individual is different from the other and so do their learning is. Also the Kolb's learning cycle
theory helps in understanding the concept of learning of an individual more clearly.
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High Performance Working is known as HPW which helps an organization to improve
their productivity and performance by maximising the profitability. This is done as the HPW
helps in enhancing the sales of the organization by keeping the employees motivated, active and
engaged within an entity. As discussed above, HR is a crucial aspect of any entity which plays a

major role in the success of the organization (Rudman, 2020). The HR of Morrisons not only
recruit and train the employees but also fulfils the responsibilities of keeping them engaged
within the organization. There are various benefits derived from HPW. Some of the key
characteristics of HPW are discussed below: Effective communication – It is very important for an organization to communicate
effectively within an organisation so that all the department and the employees working
can coordinate with each other well (Coetzee, Van Dyk and Van der Merwe, 2018). It
will help in carrying out the operations in the Morrisons successfully. Leadership promoting engagement – It is very important to choose a correct leadership
style for the organization as it impacts the working of it to a great extent. Morrisons
initiates transformational type of leadership within the entity which make everyone feel
valued and respected.
 Solving disputes – Art of resolving disputes has to be mastered by employees as they
have to face a number of problems while working in the organization. Morrisons let their
employees tackle issues on their own.
HPW help Morrisons gain a competitive advantage over its competitors that too with the
help of practices, some of which are discussed below: Skills development – HPW helps in enhancing the skills and productivity of employees
which promotes their growth and development. HR department is responsible too in
developing the skills of the employees. The HR department of Morrisons, with the help
of HPW, boosts the confidence and morale of employees.
 Disclosure of significant information – it is important to disclose significant information
with the employees so that they can feel valued and respected. Morrisons initiate this
practice and consider the ideas of trustable employees too while taking important
decisions. Such significant information is disclosed only with the trustable employees.
M3 Evaluate the advantages of the application of HPW in relation to a specific organisational
situation along with some justifications.
High Performance Working or HPW is helpful for the HR of an entity in keeping
employees engaged within the organization. It keeps the employees motivated so that they can
dedicate themselves towards their work and help the entity achieve the goal as soon as possible.