Assessing Performance for Effective Human Resource Management

This study emphasizes the importance of assessing employee performance as a crucial aspect of human resource management. It discusses various performance indicators such as sales growth, revenue growth, marketing, and finance, highlighting the need for technical development and individual psyche reach. The assignment also touches on the role of training in achieving common goals and objectives, both short-term through training and long-term through development processes.

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS
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Table of Contents
Introduction......................................................................................................................................2
PI Qualities of HR professionals in an organisation........................................................................2
P2 Personal audit and personal development plan..........................................................................3
Personal and professional development plan...................................................................................4
d. Analysis of individual and organizational learning as a two way process (P3)..........................6
e. Evaluation of the requirement of continuous learning and professional development to gain
business sustainability (P4)..............................................................................................................9
i) Determination of the way of the contribution of HPW in sustaining competitive nature and
employee engagement (P5)............................................................................................................11
Evaluation of the unique approaches of performance management to support work culture and
commitment (P6)...........................................................................................................................13
Conclusion.....................................................................................................................................15
Reference List................................................................................................................................16
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Introduction
In an organisation, human resource plays a major role in developing an employee and the
organization .The human resource development looks after the training. Human resource
management should look after the performance appraisal of the employees to enhance their
working capacity to enhance the overall output of the organisation. In order to enhance the
working skills of the employees human resource management should provide training to the
employees. Organisational development plays a very crucial role in enhancing the overall output
of an organisation in market. They should enhance the communication process between the
employees and the management in order to create a diverse working culture. In this assignment,
the role of the human resource in promoting individual and organisational development will be
highlighted along with some suggestions to enhance the organizational and individual
development. The present study is going to discuss the different aspects and importance of
individual and organisational development. In this regard, the importance of self-development
and the self-audit will be presented in an efficient manner. A PPD will assist in understanding of
the aspects in an easier way.
PI Qualities of HR professionals in an organisation
Human resource department is the backbone of an organisation it looks after the development of
the employees. The human resource management recruits employees in an organisation, provides
them training and looks after the appraisal. Human resource management is responsible in
creating a diverse working culture in an organisation. The qualities of human resource
professional are discussed below (Armstrong and Taylor, 2014, p. 30)
Leadership: A human resource professional must possess some leadership qualities in them
because they are engaged in the recruitment and training process of the employees. The
professional must provide training to the employees on regular basis so, that their skills get
enhanced in order to increase the productivity of the organisation .
Knowledge: The human resource professional must have sound knowledge on the work being
performed. For example, A HR professional must have adequate knowledge on the ways of the
training that are being provided to the employees. He must be clear within the company's
policies, rules and regulations (Sparrow et al. 2016 p. 36).
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Communication: A human resource professional must be an able communicator because an HR
professional bridges the gap of communication between the employees and the management.
Effective communication is very important for an organisation to promote diversity in work.
Cooperation: As stated by Tahir (2014, p. 300), human resource management should promote
cooperation in the organisation so, that the employees learn to work in groups. Working in
groups speeds up the production process affecting the overall output of the organisation.
Recruitment: The HR professional of an organisation looks after the recruitment process of the
organisation .they also responsible to giving advertisement regarding the vacancy of the
organization.
Training: The human resource management of an organisation provides training to the
employees of the organisation. Regular training should be provided to the employees to enhance
their efficiency in work. Efficiency of the employees helps to increase the productivity of the
organisation in the market (Joo, 2016, p. 30).
Performance appraisal: the HR professional should look after the 360 degree appraisal of an
employees to motivate them in their work. The hr should take care of the grievances of the
employees against the organisation. In order to promote a healthy working environment in the
organisation, the performance of the employees has left great effect.
Development: The human resource management should look after the overall development of
the employees in an organisation. If proper care of the employees are not taken then the
employees will; become disinterested in their work which in turn will affect the overall
productivity of the organisation (Lo, 2015, p. 100)
Payments: The human resource management should check whether the employees are
receiving the payments on time or not. Payments on time motivate the workers to increase their
efficiency. The efficiency of the workers helps to enhance the productivity of the organization.
P2 Personal audit and personal development plan
The efficiency of the employees helps the organisation to increase the productivity of the
organisation in the market. The employee has an effective communication skill. The employee
can use technology without hindrance. She can handle excel sheets, PowerPoint, internet.
Therefore it is proved that the employee is technically sound and can be a good asset for the
company. On the other hand, the employees need adequate training in handling of HR software,
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Company’s database, drafting employees contact the means of delivering training to the
employees.
Training needed to overcome the ineffectiveness of communication the following steps must be
followed:
● She must communicate with the co-workers to enhance the communication process.
● She must take part in various activities and celebration so, that she get more opportunities
to interact with the other employees to the enhanced the communication process
● She must remain well informed about the company's policies so, that she can provide
proper training to the employees
● She4 must take part in the refresher course conducted by the company to enhance the
training process
● She must take training to use excel sheets and HR software.
Personal and professional development plan
Development
objectives
Necessity of the
development
Resources needed Assessment
of the
development
Timescale
Usage of excel
sheet
The employee
must learn to use
the excel sheet to
keep the track of
the financial data
of the company
such as : salary
of the employees
and incentives,
product sales and
investments.
Capital must be
invested to establish
high speed internet
connections
Modernized
computers are
needed
Trainers must be
employed to guide
the employee
efficiently.
Regular
basis
assessment
must be
taken to
check their
efficiency
Feedback of
the other
employees
must be
taken
Performance
appraisal
2 months
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must be set.
The
employees
can handle
excel in
efficient
way.
Database
software
The data base
software is
needed to keep
track of the
employees and
their activities
Software must be
installed Feed back of
the trainer
must be
taken
Performance
appraisal
must be set.
Database
software can
be handled
properly
15 days
HR software The attendance is
maintained
through the HR
software and
exchange of
official
information takes
Capital must be
invested to purchase
the software
Trainer must be
employed for
efficient utilization
Performance
appraisal
must be set
Efficiently
handle the
software
20 days
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place through
their HR
software between
the employers
and then
employer
information takes
place through
HR software
of the software. Feedback of
the trainer
Communication
process
Diverse working
environment
Activities must be
organised
Celebration must
take place to enhance
the communication
process
Enhance the
output of the
organisation
Diverse
working
atmosphere
1 week
training Efficiency of the
workers
Well informed about
the policies
Trainer must be
appointed
Performance
appraisal
Speeds up
the
production
Enhances the
productivity
of the
company
1 month
d. Analysis of individual and organizational learning as a two way process
(P3)
The organizational structure of any large organisation is complex. The Asda being of the largest
chains of supermarkets requires standard level of potential in the employees. According to Purce
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(2014, p.67), the methodology of training and development not only provides the individual with
beneficial properties but also enhances the competency, growth and reputation of the
organisation. The Asda consists of a large number of channels and mediums through which it
publicizes its products and services. In order to meet the targets, the organization needs quality
labor and employees. The training and development contributes to both the employee as well as
the organization. The training and development focuses on benefiting the individual in a
confined way and organisation as a whole. As there are links between the organizational and
individual development in the process, there are also indulgence of differences between both the
processes. Some of the most effective differences are as follows,
Organizational
benefits
Differences in
descriptions
Individual benefits Differences in
descriptions
Less requirement for
supervision
The organization
requires fewer
amounts of
monitoring and
supervision
requirements. As the
level of training
increases, the
requirement of
extensive supervision
is automatically
reduced. In a
calculative
explanation, both the
factors are inversely
proportional.
Provides high
practical experience
Whereas, the
individual gains
confidence and is able
to self lead and self
detect problems. The
practice sessions
involved in the
process of training
and development,
adds improved self
judgment qualities in
the individual and
abilities to rectify the
issues.
Creation of the Talent
pool
The creation of the
group of cross-trained
Capacity to utilize
skillets and new
The gain of the
employee, in this
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employees helps in
achieving perfection
in a particular section.
For example, the
division of job roles
get simpler and
easier, when the
particular set of
trained employees are
able to handle the
diverse number of
departments, such as ,
administration,
customer service,
sales and more.
technology scenario is a long-
term achievement as
the individual can
improvise the skillets
in the long-term
business situations.
As stated by
Aswathappa (2013, p.
19), the employee is
also benefited in
terms other aspects,
due to the acquiring
of knowledge and
skillets, such as,
finance, promotion,
increase in
knowledge.
Gains high
productivity
One of the finest
benefits of the
organisation through
training and
development methods
are the increase in
product quality and
quantity. Moreover,
the organization is
also benefited in
delivering the product
and services in a
qualitative manner
High amount of
efficiency Financial
stability
The employee is
facilitated with
appraisals and
promotion, when
proves to be capable
of taking under
responsibilities and
performing job roles
in the correct manner.
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due to increase in
staff performance.
Comparably reduced
employee turnover
rate
Employee attrition or
turnover is one of the
main triggers for an
organisation like the
Asda. The company
makes a large amount
of expenditure on the
training process of the
employee. As per
Yashima and Arano
2015, p.285), the
reduced level of
attrition can provide
the organisation with
benefits in revenue.
Job satisfaction and
security
Job security is one of
the most important
concerns or priority
for an employee in
today’s time. Due to
the overall
improvement, the
employee is able to
get better grip of the
situations and
circumstances.
e. Evaluation of the requirement of continuous learning and professional
development to gain business sustainability (P4)
The significance of the continuous learning is high in current market position. The traditional
method of learning depicts the process of one time learning. The continuous learning process is
highly essential due to the frequent situational changes in the market. Therefore, the marketers
and managers have been acquiring and seeking the help of several theories and concept models
available today. According to Storey (2014, p.58), one of the key model is the Kolb’s learning
cycle theory. The process of continuous learning and lifelong learning is also required for coping
up with the complexities in business and polishing the existing knowledge. It helps in identifying
the strengths and weaknesses of an individual. Some of the useful ways in which the continuous
learning can be updated are as follows,
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● Usage of the social media sites
● Using mentorship an
● Participation in conversations and eminent discussions
Whereas the organisation can keeps the process intact by establishing seminars and special
training programs. In this way, the organisation can understand the skill and knowledge direction
of the staff group. In respect to the learning cycle theory, the fundamental stages and categories
of learning are,
Concrete experience
In Order to cope up with the open environment and broad ranges of scope in an organisation like
Asda, the concrete experience in the learning cycle of Kolb provides the learner to use certain
techniques to discover or encounter a new situational change or discovery in the path of learning.
This helps the learner form a gist of the particular subject in a rapid way.
Active experimentation
As stated by Jackson et al. (2014, p.1), the active experimentation process involves risk factors
compared to the other forms. For instance, the application of the idea to launch a new feature to a
product can turn out to be beneficial as well as cause loss in the business. The learner in this
process is at the stage of applying the plan or executing it to the practical field.
Reflective observation
The observational learning consists of a number of advantages, as the learner gets the
opportunity to learn from different sources available around. It is to be notified, that the learner is
exposed to positive and negative types of information and knowledge available around. Hence,
the requirement of judgment is also necessary in this scenario, before implementation of the
knowledge.
Abstract conceptualization
The abstract conceptualization, as the name suggests, provides a different perspective to the
learner. For instance, a largely expanded retail industry requires long term assumptions and
predictions. Moreover, with the help of the abstract conceptualization, an employee can
understand the hypothetical reasoning and ideas behind the occurrences in the organisation.
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Figure 1: The cycle of experiential learning in Kolb’s learning theory
(Source: Kramar 2014, p.1069)
i) Determination of the way of the contribution of HPW in sustaining
competitive nature and employee engagement (P5)
In the opinion of Jabbour et al. (2014, p.129), the significance of performance management is
high in any type of business. It is necessary to understand for the higher authorities the amount of
contribution the particular employee or each employee is making to the company. The largely
expanded companies of the United Kingdom require advanced performance indicators and
benchmark methodologies to assess employee performance. Some of the blazing examples of
high performance management are the success stories of companies like, the Royal Dutch Shell,
Aviva, UK and more. Each approach in performance management possesses different
characteristics and the contribution to sustain business is also different. There are five
approaches to performance management, which are
Behavioural approach
The markings scales that are behaviorally anchored judge the behavioral approach. It brings out
the specific behavioural properties of the performance of the employees. The several tools scales
used for this method are the BARS, BOS. The managers need to be updated and memorize a
large amount of employee data.
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Comparative approach
The comparative approach improvises on the skillets of each employee by ranking and marking
the employee performance on several criteria. This approach creates a sense of competition
among the group, which helps the employee to perform better. This is a huge contribution to the
business in order to sustain the competitive nature as well as gain 90% attention of the employee.
Attribute approach
As per Un-Habitat et al. (2016, p.125), this approach deals with particular properties of the
employee, such as,
● Teamwork skills
● Critical thinking
● flexibility
Quality approach
The contribution of quality approach is more inclined to the betterment and improvement of the
products and services and how well they are carried out by the respective employees. The
evaluation is performed by system evaluation, employee evaluation, solving issues through
group work.
Result approach
This is one of the simplest approaches in performance management, that evaluate the overall
outputs, such as, the external and internal functions, operations, revenue, suppliers.
In explanation, the contribution of each approach is necessary in the organization as taking out of
one factor shall misbalance the crucially designed chain of performance management. Though,
the requirement for the competitive approach is of the firm approaches that are to be utilized in
today’s industry situations.
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Figure 2: A representation of the strategic performance management
(Source: Leigh and Blakely 2016, p.180)
Evaluation of the unique approaches of performance management to support
work culture and commitment (P6)
The objective of implementing performance management helps to achieve the goal of the
organization. It is a continuous process of setting the goal and assessing the performance of the
staffs working in ASDA retail industry. Brewster et al. (2016, p.234) has mentioned that
performance management helps to enhance the performance of the staffs so that they can work
effectively in the organization. It has been found that ASDA evaluates the performance of all the
employees by monitoring and controlling the results and behaviour of the employees. The team
leader and the manager continuously assist the staffs as how to attract more customers towards
their market. The trainer provide them training that help them to develop themselves to act and
work smartly in the organization. The management of this organization has done an inspection
about the venture of the organization so that they can evaluate the drawbacks that the company is
facing at present. Performance of the staffs should be up to the mark so that they can give their
best to the customers.
It has been found that there is a vital role of HRM department in the performance management of
ASDA. They support the employees in achieving their goal in the market by recognizing their
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needs of training and development. The HRM of ASDA takes all the decision about promotions
and other compensation factors of the employees those who perform well in the industry. The
performance management of the organization helps to do a legal documentation to represent the
legal challenges (Jackson, et al. 2014, p.15). The management of ASDA totally supports the
system of performance management and shows a positive contribution on the system.
Figure 3: performance management cycle in ASDA
(Source: Leon, 2014, p.24)
However, it has been found that the employees and the managers are not obeying the
performance management system from the past few years. The top-level management of the
organization is not implementing new strategies in the performance system of the employees.
The line managers are not well trained about the performance management and therefore they are
not able to conduct the review of performance of employees. This has lead to the loss of
customers in this organization. It has been identified that the real problem on implementing this
system is ASDA is the intensive cost of the labour. They should enhance the performance
management system otherwise, it will be very difficult to stand and compete with the market.
However, this retail industry is trying to focus on the management system by implementing new
ideas and strategies in the business. The performance management in this sector is bit complex in
nature. This needs a lot of effort and motivation to improve the performance of the employees.
The manager of the organization can motivate the employees to improve the performance of the
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staffs. They can organize various events and program that will create a positive impact in the
mind of the employees that will enhance them to work effectively in the organization.
Conclusion
As gathered from the study, the necessity of assessing performance is important in order to know
the staff and employees in an extended manner. The employees are an integral part of the
organisation and a large number of the total output of the company depend on the employees.
There are emergence of performance indicators, such as, percentage of sales growth, revenue
growth, marketing and finance. The modern approaches not only cover the technical
development but also the reaches the psyche of a performer. Through appropriate training, the
organization and individual can both achieve the common goals and objectives. The training is a
short-term method, while the development process can help achieve the same in the long term.
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