Career Development and Life Long Learning: PDP and Skill Development Strategies

This report discusses Personal Development Plan (PDP) and Skill Development Strategies for Career Development and Life Long Learning. It also explores how career development contributes to employee satisfaction. The report includes a skill audit, PDP for the next 12 months, and ways to develop skills for higher performance.

REPORT AND
REFLECTIVE BLOG

Table of Contents
Main Body.......................................................................................................................................3
Question1 : Career development and life long learning-............................................................3
Skill audit:...................................................................................................................................4
PDP..............................................................................................................................................7
Assessing Strategy for skill development.................................................................................10
Ways career development contribute in employee satisfaction-..............................................11
SUMMARY...................................................................................................................................13
REPORT ON HIGH PERFORMANCE STRATEGIES...............................................................16
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................3

Main Body
Question1 : Career development and life long learning-
Goal: The main aim is to be Human resource manger in reputed firm and short term is to
improve skill and build good personality.
PDP- Personal development plan is a strategy which is prepared for the purpose of self-
development in which the targets are made and to achieve that the road map is fabricated which
also covers strategies, resources, time required and evaluation etc.
Importance of PDP- Developing new skills: This type of career strategy involves enhancement
of skills and abilities that will improve performance of current job as well as it required for
future growth. Along with this, this framework stated that for developing strategies an individual
can participate in training and development programme.
PDP from the last 12 months-
What are my
development
objectives.
What activities do I need to
undertake to achieve my
objectives.
What support
resources do I
need to
achieve my
objectives.
Target date Achieve
date
I realized that my
communication
was not good so
wanted to
improve it since
it is essential for
having higher
performance to
be a good
communicator.
The experience of
improvement in
communication has been
wonderful I have developed
key skills like learning how to
interact with people. The bad
part was my slow
improvement in the beginning
which affected my morale of
doing good.
I purchased an
online course
for the purpose
which costed
me 5000 euros.
15/03/2021 10/2/2021
For higher
performance I
I had been more conscious
about time management for
For this
purpose I got
31/1/2021 15/02/2021

decided to
improve my
managerial skills
especially
decision-making.
For that purpose
I have joined a
special course
last year.
this purpose I went for
something new like self-
practice and may also attend
workshop.
myself
enrolled to an
online diploma
course.
Personal SWOT:
This framework is mainly used by firm in order to analyse internal and external factor
that are present in comparative market. Moreover, personal SWOT is known as method of
individual assessment that can be done at any stage of life in order to determine self-
improvement (Issayev, Masalimova and Magzumova, 2018). Although it is helpful in finding the
right career path or growth opportunities and educational choices and it good for social
comparison. It helps individual in avoiding mistake and it address weakness, opportunities,
threat and strengths.
Strengths: I have good command on
communication skill that has helped me in
building good relation with other as well as
enhance my speaking abilities
(Kamrozzaman, Badusah and Ruzanna, 2019).
Along with this, my unique ability is my
strategic thinking that contributes in finding
innovative and appropriate solution for
complex situation.
Weakness: My major weakness is that I
delegate a lot of tasks to others and due to that
I am not able to build good leadership skill.
Along with this, my marketing and sales skill
is also poor and I have lack of knowledge
about market condition.

Opportunity: I have educational opportunity
like free online course for learning about
management and internship programme for
gaining practical knowledge. Moreover, I have
ability to look at things from fresh preselective
that is helpful for accomplishing business goal
(Lejeune, Beausaert and Raemdonck, 2021).
Threat: Due to pandemic there has been
negative impact on business growth thus in
order to attract employees Human resource
management need constant upgrade and make
use of the latest innovation.
Skill audit:
skills Typical description Skill level low to
high
Specific comments
Time management: Planning
Goal setting.
Auditing and
improving workflows.
1 2 3 4 5
Honesty. Integrity
trustworthy,
loyal,
fair
sincere.
1 2 3 4 5
Active Listening Be attentive.
Ask probing
questions.
Summarize
1 2 3 4 5
Decision making skill Reliability
Teamwork.
Leadership.
Responsible.
1 2 3 4 5

Organizational skills Working under
pressure.
Self-
motivation.
Analytical thinking.
1 2 3 4 5
Communication Listening.
Non-verbal
communication
Written
communication
Contextual
communication
1 2 3 4 5
Self-discipline Resolving
Mutual
Problems.
Taking the
Initiative in
Problem.
Following Instructions
1 2 3 4 5
Interpersonal skill Self-
confidence.
Positive
attitude
Openness to
feedback
Patience
1 2 3 4 5
Training and development
skills
1 2 3 4 5
Budgeting skills Empathetic skills 1 2 3 4 5
Technical skill Programming
languages.
1 2 3 4 5

Common
operating
systems. Ways
career
development
contribute in
employee
satisfaction
management.
Data analysis.
Software
proficiency.
Technical
writing.
Project
Confidentiality skill Discretion
Ethics
Trustworthiness
1 2 3 4 5
SMART Objectives-
Specific Assessing Strategy for skill development
A career strategy is an activity, behaviour and experience designed to
help an individual to meet their careers goals effectively. Along with this, it
represents a choice that has been adopted by a person as an investment in
order to reach their career objectives. Although student and employees make
use of this type of strategy so that it can get higher results in personal and
professional success. Moreover, it has been found in research that various career

strategies recommend that developing and learning various skill as well as
gaining practical experience in business area contribute in attaining career
success. Along with this, it also suggests that good networking and
participating skill also contribute in reaching the objectives of career
(Narayan, Munyanziza and Rani, 2021). Furthermore, this type of strategy
influence by various factors such as culture norms of company, industry
type and nature of working. So it needs to be keeping changing with these
factor in order to get full advantage of it.
Measurable The goals are measurable since This type of career strategy involves
enhancement of skills and abilities that will improve performance of current
job as well as it required for future growth. Along with this, this framework
stated that for developing strategies an individual can participate in training
and development programme or get certified course from authorized
university. Although an individual can also participate in leadership
development work shop as contribute in gaining both theoretical and practical
knowledge together (Lartey, 2021). Furthermore, employees can also develop
skill by working with senior executive or by taking extra work responsibilities
as it will contribute in dealing with issues and complex situations. Along with
this, skills can be developed by participating occupational association.
Achievable The goals are achievable since It is one of the most basic strategy that is
adopted by an individual. Along with this, every company make promotion on
the basis of employee performance and its learning abilities. Although the skill
that has been acquired in one job is essential for performance in another job
area or in other organization. This strategy lay emphasize on that employee
should have basic skill when it is grabbing a learning opportunity. Moreover,
if subordinates is focus on developing skill at present job then it will
contribute in enhancing employability in the future
Reliable It is one of the most popular career strategy that is used by employees in early

stage of their work life. The subordinate generally work at home or site in
order to prove its ability to manager (Veronica, Purwanta and Astuti, 2020).
Along with this, working after normal hour helps in improving the performance
of subordinates in present job as well as contributes in proving in the
company that one is committee to the job as well as able work in stress
effectively. Moreover, there is some disadvantage of extending work hour is
that employee will not be able to balance personnel life.
Time-Bound The developmental goals for higher performance are supposed to be carried out
in the given time phase. Since in the modern competitive market ones cannot be
sustained if it is not going with the flow of time for this purpose there is rigorous
requirement of keeping time constraint so can achieve the goals on the given
time phase.
.
PDP for next 12 months
GOALS SIGNIFICANCE RESOURCE
S
REQUIRED
BARRIERS WHERE I
CAN GO
FOR
SUPPORT
Get an MBA This will contribute
in sharpening skills
and ideas as well as it
will also improve
theories, framework
and concept related
to management
(Rubens and et.al.,
2018). That will
contribute in
improving work in
College Finance Teachers and
education
consultants.

long run.
Invest in appearance It will contribute in
building my
personality (Cheah and
et.al., 2021).
Online course No
subscription
and lack of
time
Youtube
Time management
skill
It will help in dividing
task as well as help in
achieving them
effectively.
Self initiative
support like
proper
planning,
setting
boundaries
and
delegating as
well as
outsourcing
task (Gee,
Schulte and
Matsumoto,20
19).
Lack of
priority.
Over loading
work.
Lack of
strategic
direction.
Senior
manager.
Earn a professional
certificate
It will contribute in
enhancing and
developing new skills.
Internship in
repudiated
firm.
Finance Teachers and
seniors
Interpersonal skills It will help in building
healthy relation with
the client and other
team members..
Active
listening.
Responsibility.
Teamwork.
Dependability
Lack of trust
among team
members.
Lecture or
attending
online
workshop of
personality
development
Learn how to manage
stress
It will help in
building concentration
A Podcast to
Practice
lack of
motivation and
Online class

while working. Along
with this, it will
benefit health.
Mindfulness.
An At-Home
Cardio
Workout.
not being
more
physically
active (Gray,
and et.al.,
2021).
Gym
Read books that are
relevant to hospitality
sector.
It will help in
increasing knowledge
regarding work that
will help in solving
future issues .
Books,
journals
Finance Library
To build strong ties
with other
It will contribute in
meeting with the
future contingency in
business.
Developing
online
presence as
well as to
provide value
to others
Communicati
on barriers
Social media
or taking
participation in
industry
workshops
Learn new
technologies
It will contribute in
accomplishing
company objective
effectively as well as
boost productivity
Internet
computer
Finance and
lack of
knowledge
IT shop
Win some award It will build good
image in the market
and big companies can
hire
Online course
or by
participating
in internship
programme
Lack of
knowledge
Online sites or
teachers
Working on weakness It will help in reducing
weak area and
converting them into
Practising self
awareness as
well as
Lack of
motivation
Teacher or
senior manger
as it will help

strength keeping
journal for
recording.
in guiding.
Public speaking and
presentations skill
It will help in
becoming good
speaker that results in
grabbing people
attention (Wong, Yuen
and Chen, 2021).
Books and
journals and
computer.
Finance and
time
Online
lecture or
through
attaining work
shop.
Ways career development contribute in employee satisfaction-
In today growing world and dynamic business environment every organization wants
their employees to learn new skill and enhance their working quality. In this age of
technological development most of the companies face problem in maintaining their manpower.
Although most of the organization are trying to develop career of their subordinate by
developing career planning strategies (Stebleton and et.al., 2020). It is helpful for employees as
it contribute in accomplishing organizational and personnel goals in effective manner. Although
if employee are satisfied then it will lead in increasing higher productivity that lead to
success of organization. Moreover, there are two types of career planning such individual and
organizational. In personnel planning an employee personnel plans its own goal that need to
be achieved by it. On the other hand, organizational is second type of career planning and it is
vast process. In this company develops career goals for its worker as well as it is important
for firm to plan career for the subordinate so that it get better outcome from them. Although
employees can make their own Personnel development plan that will help in developing
their personality. The plan is consisted of goals and ways to accomplish it properly it also
gives detail about barriers that can occur while reaching towards goals (Narayan, Munyanziza
and Rani, 2021). Along with this, another way that company and employee personally can do
is skill audit and SWOT analysis as it will give detail about the strength and weakness that

need to be improved. Moreover, skill audit allows a person to know which abilities need to
be developed or enhance. Although career planning benefits for an organization and
employees strength as top management have to work with them and it fulfils their goals
with help of subordinates. Along with this, every worker desire to get higher opportunity in
the company has and if there is availability then it may purse its aims and give it full
potential while working. Moreover, career planning helps subordinates to know about the
career opportunity available in company as well as it allow person to know its advance
level that helps in increasing its potential. Furthermore, advantage of career planning that
company have is reducing employee turnover although company that adopt for this strategy
is to create a great goodwill in front of employees. In this type of planning employees goals
are also present so well fare of workers become essential within business. Thus, it
contributes in reducing absenteeism from the company and it motivates them to work
productively as well as dedicatedly. That helps in increasing overall growth of the company
and improve its brand image in competitive market (Wong, Yuen and Chen, 2021). Along with
this, it also helps in enhancing motivation of employees as career planning allow company to
take care of the worker. Although every worker have their own personal goals and objectives
and when their aims are align with goals of company their motivation level enhance.
Moreover, subordinates feel highly motivated when firm shows a clear path to them like how
it can meet personnel and corporate goals. It also helps in higher productivity with the better
career planning the company can have higher productivity of top-level as it is the main
goals of company and the best career planning make it possible. Moreover, it is the aims of
every organization as well as it best for company. Furthermore, it also contributes in
increasing job satisfaction has as the top-level management lay importance on aligning
personal goals of company and employees (Rubens and et.al., 2018). And company always
aims at maintaining the job satisfaction so that workers can feel more motivated towards
company. Although career planning make a clear path and also best career graph success for
the employee in order to increase their moral and build healthy relation with them.
Motivation is the factor which improves the morale of worker on the work place and makes him
give its hundred percent. It is the factor which works from deepness since the motivational
factors may drive an employee to achieve its potential.

Training need is one of such element which ensure skill development of a person. In any
organisation the need of training cannot be avoided since the modern market practises are
somehow creating the need of giving regular training to the employees.
With this regard use of Modern Training methods is must need. Because it matters a lot if the
workers are not given the training by using most appropriate method then it will not work as
intended.
Timely reviewing their work is essential for knowing about their growth and need of
development and training it is very much needed for hiking performance of the employees in the
organisation. For that purpose, appraisals are must needed.
360-degree analysis ensure proper understanding of an employee how it works and what are the
views of other key stakeholders. On the basis of this approach entire personality can be known
and entity may go for further improvement.
Online learning also very helpful tool which cannot be avoided in the modern phase since the
over use of social media and higher equipment’s are essential for a person to learn.
So all the above suggested tools or techniques are helpful for our development. I can use these
tools for my personal improvement and it will be helping to improve the employee retention rate
in the organisation. Because if the employees are learning new things and are motivated then
they would avoid leaving jobs and will prefer working in the organisation it will be helping in
building a higher performing team.
SUMMARY
The employees of an organization are the most precious asset due to their character of
individuality. Their performance may be hiked by effective performance management (Hristov,
2021) The performance of an employee is directly related to the efforts from the organization, if
there is well management of their skills and such strategies are adopted which can allow them to
thrive more than would be striving to bring better results to the organization.
High performance management is a set of practices which involves all those steps which
are taken to ensure more commitment from the employees of the organization. With this regard a
range of such strategies are applied by various organization.

For instance- Ensuring employee security, selective hiring, decentralized decision-
making, high results based compensation, training by commitment, reduced status barriers,
sharing key information etc (Doellgast and Marsden, 2019)
Effective performance management is one of the most complex task performed by the
management. Here the individual needs or objectives or employees are connected with the
objectives of the entity, so they can be guided to grab the mutual interests of the organization.
Selective hiring is one of such strategy which helps in marking high performance. Since
with the reforms in the industrialization, specialization is given more priority (Van Waeyenberg
and Decramer, 2018) If such employees are hired who are not immediately deployable on the
work then won't be giving strong productivity. So by hiring most suitable people their
performance may also be raised.
Decentralized decision-making is another good strategy. If the workers are also given
authority to make decisions as per their capacity so this granted authority will be making them
inclined to the goals of company and their this sense of connectivity or having authority in the
organization will bring the aims of entity closer to them and it may be reflected in their
performance.
It is essential part of performance management that tracing the factors which are
hindering the way of employees and it is often seen that status barrier leads to communication
issues and it impacts their performance. So it must be made sure that there would be a smooth
and status free communication which can give confidence to the employees, and they can get
their perils resolved which will ultimately pave the way for higher performance.
Performance management is only possible by knowing the performance of employees.
For this purpose, a well-articulated performance evaluation strategy must be there to assess the
performance of the employees and can also reflect needs of education, training, development. It
ultimately helps them in reaching their potential and will be performing better.

So above the set of such strategies of performance management have been discussed and
on the basis of the shared information it can be said that the high performance people may be
developed by ensuring better performance management.
For example-
On the work place this idea is experienced personally happening with the colleagues on
the site. Over the time the performance of the organization was dipping down. After going
through the present scenario it was found that there was poor performance management in the
entity and specifically the people who were directly engaged in operations were not well
managed.
The organization decided to install a new performance management strategy. It was a well-
diversified model in which they considered three main areas- 1. Need of training, 2. Sharing key
information, 3. Employee security (Van2018)
It was seen that above suggested reasons were behind the poor performance of the
employees. With this regard all the areas got managed intensively by the team specially
constituted for the purpose.
The entity has introduced such moves to encounter the jeopardies. Like they have
introduced new sessions for training of the employees. All the employees were given customized
training so can eradicate their personal bottlenecks.
They were also shared key information like the long term objectives of the organization
and how it can help them in grabbing their own long term aim. And last but the biggest
roadblock was their sense of insecurity in many ways which was reducing their efficiency (de
Maillard and Savage, 2022)
The performance management suggested new policy with regard to their financial, work
place and future security it made them feel comfortable in the entity, After implementation when

the results got evaluated the performance of the employees it was found higher than previous
level, Working as a part of team brought amazing results to us.
On the basis of the claims made above or the shared example it can be concluded that by
well-formed performance management it is possible to boost the performance of the employees.
An entity may develop such high performance workers or human capital by implementation of
higher performance strategies.
REPORT ON HIGH PERFORMANCE STRATEGIES
The general purpose of forming high performance strategies is to enable the work force to
achieve the aims of the organization. Charity is not the concern, all the organization are being
run for generating profit. With the evaluation of commercialization the market is moving toward
need of higher efficiency and this is merely possible by marking up higher performance by the
employees or all associated people with the organization.
In today's organization the performance management is being practised to the fullest
extent in order to ace intended profit. There is a bunch of such strategies are being inculcated in
our performance management so can maximize the outcomes.
If the organization implanted “collaborative working plan” (Tseng and Levy, 2019) in
which the organizational aims are connected or linked with the “individual aims” of the
employees. This plan is quite productive since here the objectives of working class are also taken
into consideration. It helped us in understanding the importance of our role in the organization.
My personal needs are to ensure my futuristic aims of growth and self development and also
securing the factors like financial needs, position, social status so on. This strategy helped in
seeing the work as not just service to the entity but more than that it is just for us as well. It
changed the perspective to see the work, the rendered service is not just in reciprocation of wage
or salary but it is for owns growth which is associated with the growth of the organization.

Management by exception is another strategy to boost the performance of the workers in
the organization it is implemented. This reduces the flow of commands and grasp of control by
superiors. For a person it can't be denied that in free environment they turn out their best. In the
organization it is also imparted. This is really a helpful strategy which can improve our personal
ability of making decision and getting involved in decision-making tasks, as a part of team we
are always supposed to play an active role there. This strategy of the entity opens door for doing
so. The scope of personal development is vast here which ultimately enable us to be more
productive for the organization and for ourself at the same time. Less interfere on the work gives
good diaspora to take decision ourself which gives more opportunities to a person for notching
up personal development needs. It may be giving us wider area to serve the entity which may not
only benefit the organization but will also add something better in us as employees (Pasha,2018.)
Efficiency orientation is the strategy which pays more attention to the efficient
employees. Under this strategy the organizations timely evaluate performance of their employees
and people with higher or better performance are awarded. This method is more likely to
motivate remaining people as well since the person who gets the award would definitely strive to
give more and the people who could not get it will be trying to reach. This plan is quite
diversified in nature and would be surely helping us in achieving our personal development goals
as well. As an employee we are supposed to attain our potential so can expand our own capacity.
It is a personal need of an employee to know his own capacity so can strive to go beyond that
and can be better in the future. This strategy will be doing it since the people who are not
awarded will be notifying their lacunas and it shall help in being improved.
Working in a team as an individual is the task which gives surge to so many personal
development needs to a person. In a team in which a set of people work together are not with just
their physical presence but come with a set of personal skills, attitude, learning and development
needs, working efficiency, emotional intelligence etc.
Working with the people in a team our personal skills play big role. For instance if in the
team people are working together but are having severe issue of poor communication. It is very
often because all the members won't be having same language, culture, knowledge etc. With this

respect performance management strategies play big role. If the entity is practising management
by exception it enables us as a member of team to be free while making decision. The strategy
personally improve ability of making decisions and also reduces interfere of superiors in every
action. This helps in sharpening skills of harmonization with the members of the team and bring
the members together which ultimately develops better communication and coordination among
all (Cunha, 2018.)
As it is known all the individuals come with different aims in an entity but if the
collaborative plan is implemented for managing performance of the employees. It will help us as
a team member will clear the main purpose. Since in this strategy the personal goals of
employees and the goals of the organization are synchronized so for joined purpose employees
can work with more efforts. Personally it fulfils our personal demand of self development. We as
a part of team can perform better since clarity in the aims reduces the barriers of the work. It
would further help in being more productive in the team as well. Team which is also having its
team goals and team members who are having their personal goals, in this environment this
strategy may help us in being more productive for the team which will also change the attitude,
perception, motivation level of other team members, and they may go for more contribution
(Ahenkan, Tenakwah and Bawole, 2018)
So altogether it can be concluded that by applying the range of high performance
strategies, it helps in achieving more skills at personal level and also pave the way to working
with co members in the team. It makes the task to be synchronized with other members in the
team by fulfilment of our personal development needs by being part of proper performance
management by an organization.

REFERENCES
Books and journals
Ahenkan, A., Tenakwah, E. S. and Bawole, J. N., 2018. Performance management
implementation challenges in Ghana’s local government system: Evidence from the
Sefwi Wiawso Municipal Assembly. International journal of productivity and
performance management.
Cheah, J. W. and et.al., 2021. Use of an Individualized Development Plan to Identify Career
Development Needs in Prospective Orthopaedic Sports Medicine Fellows. Orthopaedic
journal of sports medicine. 9(12). p.23259671211059125.
Cunha, M. P., 2018. Why does performance management not perform?. International journal of
productivity and performance management.
de Maillard, J. and Savage, S. P., 2022. Performance mechanisms meet professional autonomy:
performance management and professional discretion within police investigation
departments. Policing and Society. 32(2). pp.145-158.
Doellgast, V. and Marsden, D., 2019. Institutions as constraints and resources: Explaining cross‐
national divergence in performance management. Human Resource Management
Journal. 29(2). pp.199-216.
Gee, D., Schulte, M. and Matsumoto, R. R., 2019. An individual development plan for pharmacy
students for career planning and tracking accreditation standards. American Journal of
Pharmaceutical Education. 83(6).
Gray, M. A., and et.al., 2021. Simplifying the measurement of college students’ career planning:
The development of career student planning scale during the COVID-19
Pandemic. Experimental Results. 2.
Hristov, I., 2021. The role of the environmental dimension in the performance management
system: A systematic review and conceptual framework. Journal of Cleaner
Production. 293. p.126075.
Issayev, T., Masalimova, A. and Magzumova, R., 2018. SWOT-ANALYSIS OF
PROFESSIONAL-PERSONAL COMPETENCE OF ECONOMISTS IN MEDICAL
ORGANIZATIONS. Georgian Medical News. (276). pp.1143-1153.
1

Kamrozzaman, N. A., Badusah, J. and Ruzanna, W. M., 2019. Coggle: SWOT Analysis in
Lifelong Learning Education Using Online Collaborative Mind-Mapping. International
Journal of Asian Social Science. 9(1). pp.139-147.
Lejeune, C., Beausaert, S. and Raemdonck, I., 2021. The impact on employees’ job performance
of exercising self-directed learning within personal development plan practice. The
International Journal of Human Resource Management. 32(5). pp.1086-1112.
Narayan, S. S., Munyanziza, S. S. and Rani, S., 2021. Effects of Career Planning and
Development on Employee's Performance: A Case Study of Equity Bank Rwanda
Public Limited Company. Financial Intelligence in Human Resources Management:
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Pasha, O., 2018. Can performance management best practices help reduce crime?. Public
Administration Review. 78(2). pp.217-227.
Plachy, R. J. and Plachy, S. J., 2021. Performance management getting results from your
performance planning and appraisal system.
Rubens, A. and et.al., 2018. Self-awareness and leadership: Developing an individual strategic
professional development plan in an MBA leadership course. The International Journal
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Tseng, S. T. and Levy, P. E., 2019. A multilevel leadership process framework of performance
management. Human Resource Management Review. 29(4). p.100668.
Van Thielen, T., 2018. When does performance management foster team effectiveness? A
mixed‐method field study on the influence of environmental extremity. Journal of
Organizational Behavior. 39(6). pp.766-782.
Van Waeyenberg, T. and Decramer, A., 2018. Line managers’ AMO to manage employees’
performance: the route to effective and satisfying performance management. The
International Journal of Human Resource Management. 29(22). pp.3093-3114.
Wong, L. P., Yuen, M. and Chen, G., 2021. Career-related teacher support: A review of roles that
teachers play in supporting students’ career planning. Journal of Psychologists and
Counsellors in Schools. 31(1). pp.130-141.
2

APPENDIX
Blog-
High performance management
“Success of the warriors decides success or the kingdom” what you people think about it?
As I have experienced that if the work force is skilled that will pave the way for the
organization. For getting more productivity the need of high performance management was
experienced and with this regard it was also pointed out that how to get the employees better or
higher in term of their performance skills.
The finest student is nothing but the product of the hard work of its teacher as same a high
performance team can be developed by effective management. In the organization Pertain to
this, range of high performance strategies have been practised and also ensured their
implications on the performance of the employees.
What you people think about your efficiency, and how it got developed so on the workplace the
performance of the employees decides success of an entity that's why in our own company this
idea got implemented. With regard to make sure higher performance management, set of such
strategies were implemented. Which includes employee security, selective hiring, decentralized
decision-making, training by commitment, sharing key information etc.
I believe if you do not see back then cannot take bigger step ahead so after implementation the
consequences were evaluated and it is found that the performance of the workers was hiked, but
not in same proportion. Since all the colleagues who were in our organization were having their
different needs and possessed level of skills, yet the results were satisfactory.
I know you want to know about consequences so By applying high performance strategy our
entity notched up good success and the colleagues who were part of this practise are giving
more in term of their productivity so it can be concluded that the organization would go for
further improvement in performance management so can grab more (Plachy,2021)
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