HR Performance Management Approaches

The provided assignment delves into the realm of Human Resource (HR) performance management, examining different approaches employed by organizations like Marks & Spencer. It highlights the significance of HR professionals' skills, knowledge, and behavior in fostering a positive work environment and driving business success. The assignment also touches on the importance of personal audits, learning and development programs, and high-performance working frameworks in promoting employee growth and organizational excellence.

DEVELOPING INDIVIDUALS,
TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
Section 1...........................................................................................................................................3
A. Appropriate knowledge, skills and behaviour required by HR professionals across the
department...................................................................................................................................3
B. A completed personal skill audit to identify training and development needs.......................4
C. A professional development plan...........................................................................................5
D. Differences between organisational and individual learning, training and development......6
E. Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................7
Section 2...........................................................................................................................................8
I. Contribution of HPW to employee engagement and competitive advantage..........................8
II. Different approaches to performance management supporting high performance culture
and commitment..........................................................................................................................9
CONCLUSIONS..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Every business organization needs to adopt innovation and develop its business in order
to sustain its position in competitive markets. And in order to develop its business, organization
needs to focus on developing its individual employees and teams. This will result in development
of organization and which will benefit in achieving overall objectives. Marks & Spencer operates
is a large multinational business dealing in retail markets. It aims at developing knowledge and
skills of employees which results in driving sustainable performance. In this study report,
knowledge, skills and behavior of HR are explained. Differences between organizational and
individual learning are discussed and also different approaches to performance management are
explained. This report also demonstrate about effective use of high- performance working which
supports high performance culture in an organization.
Section 1
A. Appropriate knowledge, skills and behaviour required by HR professionals across the
department
HR professional requires knowledge and skills which can drive sustainable performance
in an organization. Knowledge and skills will develop and advise on implementing policies
related to make effective use of individual and team(Mostafa and et.al., 2015). HR professional
ensures to hire right people for right place and providing training and development to them
which can result in enhancing their performance and achieving overall objectives of
organization. Various knowledge, skills and behavior are required in HR of Marks & Spencer
which can benefit overall organization and some are explained as follows:
Knowledge in HR
 Personnel and Human Resource: HR needs to have the knowledge regarding principles
and procedure related to recruitment and selection of employees in Marks & Spencer. He
also needs to know about training and development programs, benefits and compensation
which are needed to be provided to employees.
 Administration and Management: HR needs to know about management of Marks &
Spencer which includes principles applied in strategic plannings, human resource
management, adopting leadership style. This will guide HR to adopt principles of
management of HR. Knowledge regarding production methods adopted is also required
to have in HR.

 Rules, regulation and laws: HR is required to know about various laws, legal codes,
regulations applied on Marks & Spencer. HR needs to also advise on employment law,
deals with grievances and implement various disciplinary process and procedures.
Skills of HR
 Listening skill: HR needs to have good listening skill and listen to employees, understand
their point of view and resolving their issues or doubts. This will benefit Marks &
Spencer to maintain smooth functioning of business activities.
 Coordination: HR needs to work in coordination with various other departments of Marks
& Spencer(Maheshwari and Vohra, 2015). HR acts as consultant to other employees and
other departments, assists line managers and make them understand policies and
procedures.
 Promote equality and diversity: HR needs to maintain equality and diversity in business
environment of Marks & Spencer and make it a part of culture of business.
Behavior of HR:
 Adaptability: HR manager needs to aim at collecting relevant information regarding
procedures and policies and make changes accordingly in the working of business
activities.
 Positive behavior: HR needs to adopt behavior which can make employees satisfied
towards their job. Positive behavior leads to motivate and encourage employees.
B. A completed personal skill audit to identify training and development needs
Personal skill audit of employee helps to identify their strength and weakness which can
be used in developing their skills and knowledge(Otley, 2014). Strength needs to be developed
and weakness needs to be overcome by giving training and development. Following is a skill
audit for employee Jane Cambridge working in Marks & Spencer, audit is done to identify the
needs for further training.
Strength
 HR manages recruitment and selection
of employees in Marks & Spencer by
using various techniques and tools, this
brings effective staff for organization.
 HR aims at developing and
Weakness
 Marks & Spencer operates in retail
market which is growing at rapid speed
and brings various changes in
operations. Adapting various changes is
difficult for HR.

implementing various policies which
results in better working environment
and satisfies employees(Mostafa and
et.al., 2015).
 Employees come up with different
views and ideas to HR which makes
him confuse. Listening skills of HR
may not be best used while making
decisions.
Opportunities
 It is an opportunity for HR to use its
positive behavior in gaining advantage
which will help him to grow in carrier.
 Adaptability nature of HR will lead him
to bring positive changes in business
operations and make organization to
achieve its objectives.
Threats
 Marks & Spencer faces large
competition and it requires effective
and updated techniques to manage
business activities which can help
business to gain competitive advantage,
if HR fails to do, this be treated as
threat.
 Lack of coordination in various
department will not bring effectiveness
in business operation and affect HR as
he responsible to maintain the same.
C. A professional development plan
Professional development plan of employee is done to identify career goals and develop a
strategy which can help in meeting goals and objectives. It identifies various skills which
necessary to be adopted and results in positive outcomes. Professional development plan of Jane
Cambridge is made and given below.
Skills and
knowledge to
be developed
Strategy adopted Steps to be taken to
develop skills
Time duration in
developing skill
Use of
effective
techniques and
tools
HR needs to make use of effective
tools and techniques which can
result in bringing positive outcome
for the organization. Hr needs to
attend various training sessions to
Training sessions,
reference and guidance
from other HR
employees(Moorley and
Chinn, 2015).
2-3 months

develop techniques.
Lack of
coordination
HR needs to maintain effective
coordination between departments
and employees. Coordination can
be maintained by effective
communication among members.
Integrating business
activities, involve other
departments in decision
making.
1-2 months
Listening
skills
HR needs to have good
communication and listening skills
which can make smooth
functioning of business activities.
This can be developed by asking
for suggestion, review and
feedback from employees, also
asking their issues and problems.
Rephrasing employee's
ideas and view,
understand the behavior
of employees.
2-3 weeks
Developing various skills and knowledge will lead to growth and development of
professional career of employee. This also develops understanding of HR role in Marks &
Spencer which results in better functioning of business activities and overall objectives are
achieved.
D. Differences between organisational and individual learning, training and development
Organizational training is given in order to create and develop knowledge of its
employees which can be used in betterment of operations. It also aims at retaining the talent and
knowledge of employees. Individual learning aims at self-motivating and it results in better
performance in business activities. It helps employee to take advantage and bring opportunities
for career development and growth.
Organizations Individual
 Organizational learning aims at
creating skill and knowledge for
employees which can benefit
organization to gain competitive
advantage(Stewart, 2014).
 Individual learning and development is a
method used by individuals to develop
their own skills and knowledge which
can help them in future professional
career.

 The organizational learning creates
skills which are helpful in responding
to changing situation in company.
 For example, organization provides
learning about succession planning
which results in positive outcomes.
 Organizational development programs
helps HR to understand goals and
objectives of organization and it
teaches various techniques that needs
to be adopted to accomplish those
goals.
 Training and development provided
by organization will enable HR to
understand ways to manage the
human resources of Marks & Spencer.
 Organizational learning and training
guides and motivates employees to
achieve business objectives and it also
makes employees satisfied towards
their job(Mostafa and et.al., 2015).
 Individual learning creates motivation in
employees, they feel confident and
perform better activities than before.
 Individual learning and development
helps employee in accomplishing short
term as well as long term goals(Mostafa
and et.al., 2015).
 Individual training enable employees to
identify their strength of which needs to
be used to bring positive development.
 The individual training and development
can be done by identifying own
weakness and finding measures to
overcome them.
 Individual learning, training and
development can be done by using
various instructional technology, reading
theories and from guidance of leaders.
 Development and training results in
developing skills and knowledge which
can bring positive results for individual
employees.
E. Need for continuous learning and professional development to drive sustainable business
performance
Marks & Spencer faces large number of competition as it operates in retail market
offering variety of products and services. Various other businesses are present offering substitute
products and services as of Marks & Spencer. This makes organization to adopt continuous
learning and development programs for employees which can bring innovation and creation in
business process and operations. The innovation will bring effectiveness resulting in increase of
market share and profits and also helps organization to gain competitive advantage.

Organizational learning and development is a continuous and repetitive process. The
continuous learning helps employee to learn about various changes in business environment
which can be resolved by taking required steps and actions. This ensures that employees have
potential which can make organization to sustain business performance(Armstrong and Baron,
2018). Continuous learning and development refers to continuous increasing of skills and
knowledge of employees. Changes in business and business environment can be adopted by
continuous development of skills and knowledge.
Organization aims at to provides various training and development programs for
employees so that they can respond to changes occurring in business environment. The
introduction or implementation of updated technology will need training programs for worker.
The training and development regarding technological advancements will guide them to make
the best use of it.
Need and importance of continuous learning and professional development:
 Continuous learning helps employees to keep updated with current standards of
organization.
 Training and development maintains and enhances knowledge and skills of employees
which results in delivering better outcomes(Lebas, 2015).
 It also guides and motivates employees and also make them satisfied for their job.
 It positively contributes to organization in form of innovation and creation in business
activities and also drives effectiveness in process.
 Continuous learning and development creates new opportunities and areas for both
individual and organization.
 Professional development in skills of employees will benefit him to gain more respect
and value in business organization and professionally as well.
Continuous learning and professional development aims at creating better working
environment by developing knowledge and skills of employees. This results in effectiveness in
business operations and also increases productivity of Marks & Spencer which helps to gain
competitive advantage and makes its business to sustain performance.

Section 2
I. Contribution of HPW to employee engagement and competitive advantage
High Performance Working(HPW) framework refers to combining HR practices,
working structure and process and procedure followed in company(Otley, 2014). It aims at
enhancing knowledge and skills of employees and providing them training and development to
improvise it. Overall objective of this high performance working framework is to utilize the
knowledge and skills of employees and gaining competitive advantage.
High Performance Working aims at managing stimulating involvement of employees in
effective way which leads to achieve high level of performance. It increases capacity of
organization by selecting and hiring right employees and providing them with right training and
development which can lead to retain high performing employees(Mostafa and et.al., 2015). It
majorly focuses on engaging employees in business activities which can help organization to
gain competitive advantage. High performance working contributes in utilizing best and full
knowledge and skills of employees so that it can business to put in to work and gain advantage.
High performance work practice are adopted by Marks & Spencer to bring effective
performance level of employees, some of them are explained below:
 continuous guidance, training, learning and mentoring programs
 performance appraisal and rewards
 suggestion from employees regarding innovation programs
 performance based pay
 involvement of employees in decision making
High Performance Working results in positive outcomes for Marks & Spencer in following
ways:
1. HPW leads to bring innovation and creation in business operations of Marks & Spencer
which results in increasing productivity and market share. It helps Marks & Spencer to
identify new markets and creates opportunity for development and growth.
2. HPW generates and creates better knowledge and skills of employees and Marks &
Spencer get benefit of talented and knowledgeable employees in organization.
3. HPW enhances employees attendance and satisfaction, which in turn benefits Marks &
Spencer in reducing employee turn over.

4. It also helps in improving employee engagement in business activities. Employees
excitingly take part in business activities and decision making.
5. HPW makes better working environment which benefits Marks & Spencer to accomplish
overall goals and objectives and also gain competitive advantage(Maheshwari and Vohra,
2015).
II. Different approaches to performance management supporting high performance culture and
commitment
Marks & Spencer measures the performance of employees by assessing contribution of
employees and their development and growth of skill and knowledge. Performance management
evaluates the performance of employees, provide them feedback which creates positive impact
on performance of individual and also on business of Marks & Spencer. Performance
management is based on various factors such as companies policies and procedures, work profile
of employee, bonus and compensation system, nature of work environment. It also includes
motivation factors which creates satisfaction towards job for employees.
Marks & Spencer uses different strategies and approaches to measure the performance of
employees, which are explained as follows:
1. Behavioral Approach
2. Attribute Approach
3. Quality Approach
4. Comparative Approach
5. Result Approach

These approaches carry various characteristics and suitability, Marks & Spencer selects one or
combination of approaches according to situation(Mostafa and et.al., 2015).
Comparative approach for performance management:
This approach gives ranks to employees by comparing with other employees. The ranks are
given from high to low level of performance. Various techniques and tools are used while
adopting comparative approach for measuring performance of employees. Graphic ratings,
forced distribution technique, paired comparison are some techniques used by Marks & Spencer.
For example, employee with good outcomes in sales department gets 30%, average outcomes
gets 25%, top performers gets 35% and bad performers get remaining 10%. This facilitate
employees rewards who have high level of performance(Katzenbach and Smith, 2015). Poor
performer are given training and development and chance for further improvement.
Result approach for performance management:
This is simple approach in which employee's performance is measured on the basis of results. It
considers balanced scored tool, productive measurement and evaluation system. This approach
used by Marks & Spencer benefits in motivating employees as it enhances and measures
productivity and gives feedback accordingly. Productivity measurement approach identifies
goals and objectives to be achieved then it aims at evaluating performance of employees if it
meets well with targeted objectives. And feedback are given accordingly which results in
creating high performance of employees and organizational culture as well.
Illustration 1: different performance management approaches

Quality approach for performance management:
Quality approach aims at providing employee satisfaction which can result in smooth and
effective functioning of business activities of Marks & Spencer. This approach takes person and
system factors in to consideration while measuring the performance(Moorley and Chinn, 2015).
Organization takes feedback from leader or manager, even peers and clients and also from
customers. Use of quality approach benefit Marks & Spencer to assess both employee
performance and system, it facilitates involvement of internal and external factors of business
environment such as clients, customers and peers.
Behavioural approach for performance management:
Behavioural approach consists various vertical scales for measuring performance of employees
according to dimensions of job profile. This approach considers various techniques and tools and
one of them is Behavioural Anchor Rating Scale which consists five to ten vertical scales for
rating. Behavioural observation scale is another technique used by behavioral approach which
provides specific description regarding performance level. The behavioural approach facilitate in
bringing positive outcomes and maintains organization's culture performance which can result in
gaining competitive advantage.
Attribute approach for performance management:
Attribute system approach considers specific parameters while evaluating the performance of
employees. Various parameters considers while evaluation are skills and knowledge of
employees relating resolving conflicts and disputes, bringing innovation and creation in business
process, coordination and team work. Employees are given ratings as high, low or medium
considering various parameters(Stewart, 2014). It also includes above(+), below(-) or equal(=)
for rating employees performance.
Marks & Spencer uses one or combination of above mentioned approaches for evaluating
and measuring performance level of employee's. Employees performance enhances good
working environment and makes organization's culture and commitment.
CONCLUSIONS
HR professionals needs to have various skills, knowledge and behavior which helps them
to grow and develop in their professional career. HR needs to get engaged in business activities
and make organization to achieve its goals and objectives. Personal audit and development plan
helps employees to identify and understand their strength and weakness. Learning, training and

development programs ensures to increase knowledge and skills of employees which can be
utilized to gain competitive advantage. Organization adopts different approaches of management
which helps in creating high performance culture and leads to satisfying employees. High
performance working framework results in achieving overall objectives of organization and it
also sustains business performance.