Performance Management and Employee Development

This assignment explores the topic of performance management and employee development in organizations. It delves into different approaches for measuring employee performance, including social network perspectives and adaptive performance in teams. Additionally, it discusses leadership strategies such as reframing organizations and developing moral imagination. The document also touches on factors influencing organizational learning sustainability and the role of high-performance work systems in achieving clinical leadership.

Developing Individual, Team and organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Knowledge, skill and behaviour required by HR professionals............................................4
P2 Personal skill audit of Jane Cambridge..................................................................................5
TASK 2............................................................................................................................................9
P3 Difference between organisational and individual learning, training and development........9
P4 Need for continuous learning and professional development for sustainable business
performance...............................................................................................................................10
TASK 3..........................................................................................................................................12
P5 High-performance working contributes in employee engagement and competitive
advantage...................................................................................................................................12
TASK 4..........................................................................................................................................13
P6 Different approaches to performance management and their contribution in high-
performance culture..................................................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
It is the duty of HR manager of company is to develop team and organisation. They have
to perform many functions in company like appraisal of performance, determination of
remuneration, appointment of employees etc. These activities helps company to properly
coordinate their workforce in effectively achievement of their objectives. Tesco is multinational
grocery and general merchandise retailer company. It is the third largest retailer company in
terms of profit (Ainscow and Sandill, 2010).
In this present report explain about, skills and behaviour required by HR professional, personal
skills of employee in development of team and organisation, difference between organisational
and individual learning, training and development. Here also explain about, need of continuous
learning for sustainable business performance and different approaches to performance
management and their support in high performance culture and commitment.

TASK 1
P1 Knowledge, skill and behaviour required by HR professionals
HR officer of every company requires that they develop skills and implement policies for
effective regulation of the activities of staff. HR manager of Tesco is required to have all these
skills which helps the company to effectively achieve organisational targets. It is the duty of HR
manager of company is to maintain balance of staff in terms of skill and experience and provide
training and development opportunities to employees to enhance their performance and achieve
organisational targets (Bolman and Deal, 2017). It is expected that HR department of company
add value to organisation. The exact nature of work of HR varies with the company but the
activities performed by them in Tesco is described below:
 Provide guidance to managers: It is the duty of HR manager is to provide guidance to
line managers of company regarding effectively implementation of the policies and and
procedures. This helps the company to easily regulate the activities of employees and
properly distribution of role according to their departments. HR department of company
is work consultancy for line managers and employees as provide assistance whenever
necessary and maintain good relation with different department of company.
 Promote equality: It is the duty of HR manager of company is maintain their equality
among the employees. There is no discrimination between them on the basis of their
gender. They have to treated equally by managers of company while appraise there
performance and determine their remuneration.
 Provide health and safety measures: It is the duty of HR manager of Tesco is to
provide adequate safety to their employees at workplace. They have to take all measures
which saves the employees from injuries (Chen and et. al., 2013).
 Recruitment of staff: HR manager of Tesco has the duty to recruit staff as per the
requirements. This helps the company to effectively completion of their tasks on
stipulated time. This includes the whole process of developing job descriptions, person
specifications, preparing job advertisements, checking application form, short-listing,
interviewing and selecting the candidates.
 Implementation of policies: It is the duty of HR manager of company is to implement
the policies regarding working conditions, performance management, equal
opportunities, disciplinary procedures and absence management. These polices helps the

company in effective regulation of the activities and achievement of organisational
objectives.
 Determination of remuneration and benefits: The HR manager of Tesco has duty of
determination of the remuneration of employees according to their performance and also
provide them benefits. This will be work as motivating factor for them. It will increase
the performance of employees as they get more remuneration, if they perform better in
organisation. The HR manager of company also promote the existing employees of
company to higher positions according to their performances (Kilduff and Brass, 2010).
 Implementation of employment legislations: The management of company has the duty
properly implement employment legislations. This helps the company to safeguard the
rights of employer and employee. These legislations includes equality act., wages act.,
health and safety act., etc. If the company not take care of these legislations, they have to
bear the legal consequences.
 Problem solving: HR manager of Tesco listen the view and problems of employees at
workplace and provide solutions in this regard. This helps the company to increase
performance and efficiency of employees.
 Training and development: HR manager of company has the duty to identify the need
of training and development and provide to employees for development of new skills.
This helps the employees in their personal and professional development. This will
contribute in achievement of organisation objectives effectively and efficiently.
P2 Personal skill audit of Jane Cambridge
Jane Cambridge is the employee of Tesco. His Personal skills audit is done below. His
skills are rated on the basis of number of stars:
Information
technology
Very Good Good Adequate
Internet *****
Power Point **
Microsoft Excel ***
E-mail *****

database ***
HR software **
Communication
skills
Very Good Good Adequate
Writing report *****
Ability of hearing of
employees
***
Training session **
Resolving disputes *****
Problem solving
skills
Very Good Good Adequate
Consider the ideas of
others
****
Provide more than
one solutions
**
Good verbal
reasoning skills
***
As per audit of personal skills of Jane Cambridge it is suggested that employee is requires
to improve in many areas. In information technology, required to improve in power point and
HR software. But has done satisfactory in handling of Microsoft office and database. In
communication skills, There is need to improve in training session and have satisfactory in
hearing the views of other employees. In problem solving skills, there is need to improve in
proving solutions to problems and have satisfactory in verbal reasoning (Leggat and Balding,
2013).
Professional development plan of Jane Cambridge on HR officer role

To develop the HR roles in Jane Cambridge, management of company has to take
adequate measures. This helps the employee to improve their performance as HR officer. The
areas in which required to work for good HR officer are described below:
Development need Development type Development Time required
Communication
skills
Self development There is need to
develop the
communication skills.
This helps Jane
Cambridge to properly
solve work related
problems and appraise
the performance of
employees
1 month
Leadership skills Self development This helps to motivate
other employees of
company as to
improve their
performance and
creates their passion in
work. This helps to
maintain employee
relation and
coordination among
the employees.
15 days
HR roles Self development This includes the
activities which are
required to perform by
Jane Cambridge as HR
officer of company.
This includes
2 months

determination of
remuneration,
appraisal of
performance,
appointment of staff
etc. This helps in
effective regulation of
activities of company.

TASK 2
P3 Difference between organisational and individual learning, training and development
Training and development has huge importance in accomplishment of organisational
objectives on stipulated time. Both these techniques helps employees to develop new skills and
knowledge regarding new process. This will improves the performance and enhance their
personality (McKenzie and Aitken, 2012). These techniques also helps in career building of
employees and get higher responsibilities in organisation. HR manager of Tesco understand the
importance of training and development and provide it to their employees. There is little
difference between training and development. This difference between these two techniques are
described below:
Training Development
Training is short term aspect in comparison to
development. This will focus on immediate
challenges and issues faced by employees. This
teaches knowledge and skills needed by
employees of company in short period of time.
It is long term aspect in comparison to
training. This will includes about the overall
development of [personality which will
pertain in employee for longer period of time.
Training are job specific and designed for
specific job positions. This will provides tools
and skills which helps the employees of
company to solve the problems at workplace
(Prugsamatz, 2010).
It helps in professional development of
employees. This helps the employee to
identify their personal interests in which they
want to progress. This helps the employee to
build success professional career.
In training objectives are specific and well
defined. This includes about the teaching of
specific skill which helps in performing
particular task in organisation.
In this the objectives are broader and cover all
type of knowledge and skills. This will focus
on philosophical issues, changing habits and
improving skills and the objectives are also
changed after particular time. This helps the
employee in overall development of their
personality.

Individual learning: This includes about the development of individual in company. The
method which is commonly used for individual learning is training and development. This
method helps the individual to develop new skills regarding specific objective and perform well
in organisation. This helps the individual in development of their professional career also.
Organisation learning: It includes the development of new processes and adoption of
technologies in Tesco. Advanced technology helps the company to effective and efficiently
complete their tasks on stipulated time. This will reduce the operation cost of transactions of
company and improves the overall performance of organisation. For organisational development
there is need to effectively implement the strategies by management. This helps the company in
effectively solve the problems (Ramos and Ford, 2011).
The management of Tesco is required to provide training and development to employees
for their individual development and adoption of new technologies for their organisational
development. Both these techniques helps Tesco in individual and organisational learning.
Individual learning Organisational learning
Skills and behaviour of individual which helps
in growth of their personality and helps in
achievement of organisational targets.
This includes determination of the barriers
which effects the organisational performance
and removes them by application of new
elements.
These new skills and knowledge helps the
individual in professional development.
To improve the techniques used by company
and implement new strategies which helps in
organisational learning.
Individual learning motivates them and creates
more passion for their work.
Organisational learning improves the
performance of different department and saves
time and cost of company.
P4 Need for continuous learning and professional development for sustainable business
performance
Learning is the act of getting knowledge or skill by studying, practising, experience and
being taught in training and development programs. This helps the employees of company to
increase their skills and build their professional career. Learning provides opportunity to

employees to handle higher responsibilities and getting higher authority in company. This will
helps the company to retain their valuable employees and improves the performance of
organisation (Rosen and et. al., 2011). The management of Tesco is required to adopt various
methods for continuous learning and professional development of their employees. This will
helps the employee of cited company to build their personality and contributes in achievement of
organisational objectives effectively and efficiently. Various methods are used by the
management of Tesco for continuous learning are described below:
 Make a plan: This includes the process of making plan by management of company
regarding on the job development opportunities. It includes about to provide basic
training courses to teach staff to use the new software and technologies of company. This
will be beneficial for individual and organisation to provide learning opportunities, this
will helps in to remove the future contingencies and improves the performance (Schalock
and Verdugo, 2012).
 Communicate the plans: This will include about the communication of the plans framed
by company for achievement of organisational objectives. This will encourage employees
to give higher participation as they know their roles. This will helps the employees of
company to share there intentions and views regarding plans to other members and
managers. This will helps in development of leadership skills among them.
 Improve coaching skills: This will includes about improvement of coaching skills of
managers of company. This helps the mangers of Tesco to understand about wants of
employees, their strengths and the areas where there is need to improve. This includes
about discussion on short and long term goals and how those goals fit to abilities of
employees and if there is need to improve there abilities provide adequate coaching.
 Set employee goals: If the employees of company are knows about their duties and roles
which they have to perform in organisation then it improves their performance. This will
helps the employees to use what they learnt from day to day working in completion of
their goals. This will help them to continuously learn from the situations.
 Encourage Innovation: It is the duty of management of company to encourage the
employees of company to use new ideas and process for completion of their tasks. This
will saves the time of company in achievement of their objectives and helps in solving
the problems through experimentation (Svejenova, Planellas and Vives, 2010).

 External networking: This is the approach in which employees of company takes advise
from outsider individuals which have similar roles. This will allows exploring the
challenges and opportunities through different set of lenses. This will helps the employee
to learn from them and complete there tasks faster.
TASK 3
P5 High-performance working contributes in employee engagement and competitive advantage
High-performance of employees helps to take competitive advantage in market. Tesco is
multinational grocery retailer company. There are many other companies which are working in
same field. This will affects the sales and profitability of Tesco. To attain competitive advantage
the management of cited company has to focus on customer preferences and demand in market.
This helps the company to deliver the products and services according to there needs. To
determine the needs of customer and increase the sales the employees of company has to work
harder. High performance of employees helps the company to attain competitive advantage from
other competitors companies (Waddock, 2010). The management of cited company provides
benefits to their employees for the8ir high performance. This will increase the engagement of
employees and their passion towards their work. Different contribution of high-performance of
employees to Tesco is described below:
 It helps the company fulfil the needs of customers and make good relation with
customers. This helps the company to provide quality products and services and increases
their image in market which provides competitive advantage.
 The management of company provides the remuneration and benefits to employees
according to their performance. This motivate them to improves their performance and
retain with company for longer period of time.
 To make good relation between different departments and teams increase the
coordination among them and creates the positive atmosphere which helps the more
engagement of employees in work.
 To remove politics from work and creates familiar atmosphere helps the employee to
effectively work for 8-9 hours in company with efficiency. This helps the company to get
competitive advantage and more attention employees for their work.

 High-performance of employees of Tesco helps in sustainable development in market.
This will helps the management of company to understand about the strategies adopt by
the competitors and make the plans according to that. This would helps the company to
attract the large number of customers and go ahead of their competitors.
TASK 4
P6 Different approaches to performance management and their contribution in high-performance
culture
Performance management is the process of monitor the performances of employees of
company. To evaluate the performance the management of company takes the feedback of
employees about the situation at workplace and their roles which are given to them. This helps
Tesco to improve the performance of their employees and match with the standards which are
prepared by them (Wegge and et. al., 2010). To achieve the organisational targets becomes easy
after effective evaluation of performance and providing suggestion regarding improvement in
their activities. Different approaches are used by management of company to evaluate the
Source 1: Approaches of performance management

performance. This helps the company to develop high-performance culture. Different approaches
used by Tesco are described below:
 Comparative approach: This approach includes the process of comparison of the actual
performance of employee with the standards made by company. This provides the
problems which are associated with the work of employee. The management of company
has the chance to provides the suggestions regarding that and improve their performance.
This helps the employee to match their performance with the standards set by company
and achieve organisational targets effectively. Tesco ranks their employee according to
their performance and provide befits according to that. This helps in development of
high-performance culture in company (Ainscow and Sandill, 2010).
 Attribute approach: In this approach management of Tesco uses different parameters to
appraise the performance of employees. The parameter which are used by company are
team work, problem solving, innovation, creativity, communication skills etc. This helps
the employees to build new skills and innovation among them. This will increase the
creativity among employees and adoption of new technologies which improves their
performances. This helps the employee to make good coordination among them and
motivates the other teams also.
 Result approach: In this approach the management of Tesco praise the employees on the
basis of the result of their performances. The management and subordinate should
participate together to come up with SMART goals and link back to strategic goals. The
scorecard of management consists four perspectives for performance management
including financial, customer, internal or operations, learning and growth. Financial
perspective thinks to increase shareholder value, customer perspective focuses on
increase the value of customers in terms of services and quality of products. The
employees of the company has to understand these objectives and perform according to
that (Bolman and Deal, 2017).
 Behavioural approach: In this approach the performance of employee are measure as
per their behaviour at workplace. The first technique which is used is BARS defines as
behaviour which associated with different level of performance for providing given level
of performance. Another technique which is used is BOS, it includes large number of

behaviour which gives specific and accurate description of employee behaviour for
effective performance.
 Quality approach: This approach is used by management of Tesco to measure the
performance of employee on the basis of the quality of their work. If the quality of the
performance of employees are good then they are ranked higher than other employee of
company. This approach also motivates the other employees of company to provide
quality work as they get higher benefits (Chen and et. al., 2013).
CONCLUSION
It has been concluded from the above report that, for development of individual and
organisation there is huge role of HR manager. Different functions of HR helps the company in
effective regulation of activities. These functions helps in build effective team and good
coordination among them. Different approaches are used by management for performance
measurement of employees and provide suggestions to improve them.

REFERENCES
Books and Journals
Ainscow, M. and Sandill, A., 2010. Developing inclusive education systems: the role of
organisational cultures and leadership. International Journal of Inclusive Education.
14(4). pp.401-416.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Chen, G., and et. al., 2013. Teams as innovative systems: Multilevel motivational antecedents of
innovation in R&D teams. Journal of Applied Psychology. 98(6). p.1018.
Kilduff, M. and Brass, D.J., 2010. Job design: A social network perspective. Journal of
Organizational Behavior. 31(2‐3). pp.309-318.
Leggat, S.G. and Balding, C., 2013. Achieving organisational competence for clinical leadership:
the role of high performance work systems. Journal of health organization and
management. 27(3). pp.312-329.
McKenzie, J. and Aitken, P., 2012. Learning to lead the knowledgeable organization: developing
leadership agility. Strategic HR Review. 11(6). pp.329-334.
Prugsamatz, R., 2010. Factors that influence organization learning sustainability in non-profit
organizations. The Learning Organization. 17(3). pp.243-267.
Ramos, C. and Ford, I.D., 2011. Network pictures as a research device: Developing a tool to
capture actors' perceptions in organizational networks. Industrial Marketing
Management. 40(3). pp.447-464.
Rosen, M.A., and et. al., 2011. Managing adaptive performance in teams: Guiding principles and
behavioral markers for measurement. Human resource management review. 21(2).
pp.107-122.
Schalock, R.L. and Verdugo, M.A., 2012. A Leadership Guide for Today's Disabilities
Organizations: Overcoming Challenges and Making Change Happen. Brookes
Publishing Company. PO Box 10624, Baltimore, MD 21285.
Svejenova, S., Planellas, M. and Vives, L., 2010. An individual business model in the making: A
chef’s quest for creative freedom. Long Range Planning. 43(2). pp.408-430.
Waddock, S., 2010. Finding wisdom within—The role of seeing and reflective practice in
developing moral imagination, aesthetic sensibility, and systems understanding. Journal
of Business Ethics Education. 7. pp.177-196.
Wegge, J., and et. al., 2010. Promoting work motivation in organizations: Should employee
involvement in organizational leadership become a new tool in the organizational
psychologist’s kit?. Journal of Personnel Psychology. 9(4). p.154.
Online:
Approaches for measuring performance of employees, 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.