Measuring Employee Performance Effectively

This assignment delves into the crucial topic of measuring employee performance. It examines diverse approaches used to assess employee contributions and outlines key factors influencing the effectiveness of these methods. The content emphasizes the importance of selecting appropriate performance measurement tools that align with organizational goals and individual roles. The provided sources offer insights into modern trends and best practices in performance management.

DEVELOPING
INDIVIDUAL, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Appropriate and professional KSB that are needed by human resource professionals.........1
P2 Personal audit to determine appropriate KSB and develop professional plan ......................3
TASK 2............................................................................................................................................5
P3 Difference between individual and organisational learning, development and training........5
P4 Need for continuous learning as well as professional development......................................6
TASK 3............................................................................................................................................7
P5 Understanding of HPW contributes to workers engagement or comparative advantages.....7
TASK 4............................................................................................................................................8
P6 Various performance management approaches ....................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11
.......................................................................................................................................................12

INTRODUCTION
Three elements such as individuals, organisations and teams are very important aspects,
because within this an industry can not achieve high performance and profit. A single people
who is considered from the rest of the team is known as individual. A social part of persons is
managed and structured in regards to meet the purpose or need to collective goals are called
organisation. A social unit is define as a group who provide specific game or sport together
against another person group is called team. Development of all prospect which are dedicated in
order to maximise the efficiency and effectiveness of individual to attain objectives or goals of a
business in a systematic manner.
This report is based on TESCO, is a retail business and deals in clothing, electronics and
internet services etc. This file present regarding the appropriate SKB that are required through
HR professionals in division. There is difference between personal and enterprise training,
development and learning, it is important to identify the necessarily for daily basis development.
At last, there are different type of performance management methods which is analysed in this
report.
1

TASK 1
P1 Appropriate and professional KSB that are needed by human resource professionals
The professional KSB (knowledge, skill and behaviours) of HR (human resource) which
are needed for developing objectives and goals of company. It is define as a role and
responsibilities of human resource in order to improve competencies and skills of persons in an
enterprise. After that, they work in an accurate manner as well as deal with many difficult
situation. The development and growth of employees which are helpful and beneficial in
constant professional evolution (Nahavandi, 2016). This is identify as an activity which is
essential in determining the skills, experience, behaviour and core competencies of individual in
business for increasing their performance of working. It is needed for HR administrator is to
promote or motivate the workers. So in this their morale that will be increased and they work for
attaining the objectives and goals of organisation. Several are benefits related to teams, person
and organisation which are as follows:
As per the Appendix A: There are some skills, knowledge and behaviours which are required by
human resource professionals in a systematic manner. .
 It is needed for the TESCO manager in regrades to sustaining positive working
surrounding in an enterprise. With the support of this workers satisfaction level due to
task will be better.
 It will essential in maximising the staff members confidence level for attaining the
desired objectives and targets in a accurate and systematic manner.
It is important and requisite for HR is to develop and generate the groups in an enterprise. So in
this way they can accomplish as well as complete its objectives or goals in a specific time by
using KSB. They required to deal & perform with entire activities and task which are determined
under this:
 It is essential to work and activity with various division of business such as finance,
marketing, production and research & development etc. to recognise regarding their
purpose (Amabile and Pillemer, 2012). It will support in executing several plans or
policies at workplace.
 The HR manager has capability to reduce all issues and difficulties which are boost
between teams and workers in organisation.
2

 For maximising and generating the efficiency as well effectiveness at workplace. Still, it
will essential for administrator in respects to create positive culture in company. It is also
promote and motivate among the members in a proper manner. To use and select advanced technology for the aim of doing whole operations and
business activities.
Problem solving skill: For attaining the objectives and goals in an accurate manner as well as
short duration. It will important and needed that human resource administrator because in this
way they can hire and select talented or skilled candidates who have experience in this field
Technological skill: In a continuous way, development of professional which is very beneficial
in sustaining, enhancing and developing the employees competencies or knowledge. It will
provides the professional work and activity for its loyal or current buyers as well as society also
Increasing in consultancy role: For maximising performance level and working capability,
TESCO manager should give proper training & development programs to their workers (Berry,
2011). It supports in increasing motivation level and morale of employees
Best practice knowledge: It is duty of human resource in order to aware and inform whole
department and their workers regarding policies or plans at the execution time. It is duty of HR
administrator is to implement or execute all policies due to disciplinary policies, performance
management, security & safety, working condition of workers
P2 Personal audit to determine appropriate KSB and develop professional plan
Individual audit is is very essential for a person, because it support in knowing regarding
weaknesses, threats, opportunities and strengths which are needed to improve in an positive or
impressive working surround. It is completely based on where, there different kind of persons are
work with each other and make modification in the various environment and areas. TESCO
human resource administrator will use personal audit for analysing attributes. It is needed for the
career development in a systematic and effective way (Druskat and et. al., 2013). It is useful for
the manger to determine the SWOT analysis of workers and also reduce their helplessness, so in
this they work bitterly. Strength is define as a good for organisation, as per the other hand says
weaknesses are generate negativity for employees and enterprise. Strength is essential in doing
whole activities and tasks in regards to accomplishing company goals in a specific time duration.
As per the case scenario, Jane Cambridge is a worker of organisation. She complete their all
work in an accurate way because have capability to deal with all difficulties in a proper manner.
3

By she also have several weakness, one is lack of experience regarding technical field as well as
do not have better plan to manage the database scheme. In other words, it is important for the
business is to give correct training and development section to her (Eppich and et. al., 2011).
There are several weakness as well as strength of her which are analysing under this:
STRENGTH WEAKNESSES
Jane Cambridge recognise very well to use MS
(Micro Soft) office.
Jane Cambridge never have different kind of
experience due to database system.
She has capability to reduce all issues and
misunderstanding of employees.
Poor communication skills and ability
Expert in order to deal with the bitterness and
grievances.
Lack of knowledge in using specialist human
resource software.
Use of power point system Lack of capability in giving proper training and
development section to their staffs members.
With the support of T&D programs, the capabilities, knowledge, skills and behaviour of
employees will be increased in a systematic manner. It is essential in developing members career
ass well as motivation level also (Ford, 2014). In this way they can attain and reach its targets or
goals in a short duration. Apart form, it will necessary of TESCO administrator in regards to
determine actual market trends. It will beneficial and helpful for achieving high productivity and
profitability of organisation.
After that, development plan of profession that will be not complete in this way. This
play is very helpful and beneficial in maximising skills and knowledge of individual. Plan will be
show under this:
S. No Develop
ment &
learning
require
ments
Type of
Developm
ent
Target
and
skilfulnes
s
Development Time
frame
1 Commun Mentoring 4 Should make development and 2months
4

ication
ability
as well as
own
developme
nt
improvement in the skill of
communication as well as increase
them. It will be supportive in dealing
with another person or workers in
business.
2 Technica
l
knowled
ge and
skills
Intellectua
l and
mentoring
5 For the aim of raising the technical
knowledge or skills, it is essential to
give training & development section to
staffs, with the assist of mentoring.
Administrator should given better
guidelines and provide training facilities.
From this individual can do every
technical work and task in a correct
manner.
1 months
3 Interpers
onal
improve
ment and
develop
ment
skills
Problem
solving
6 There is a necessity to make betterment
in the interpersonal ability and also
maximise them.
10 days
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR ✔
5

software
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicat
ion skills
Drafting
contracts of
employment
✔
Taking notes
of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
✔
6

of information
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
TASK 2
P3 Difference between individual and organisational learning, development and training
Learning of an enterprise is define as a process of retaining, transferring and improving
knowledge and skills of individual as well as organisation. It is identify as non-stop procedures
which supportive in maximising the ability or skills for doing all business tasks & activities.
There is requirement of enterprise development which is define as a proper and systematic
integration as well as it present impressive knowledge. These are important and needed for the
business to gather all action in an essential manner. Learning is knowing as a effective aspects to
developing ability and increasing skills (Hitt and et. al., 2011). It is also define as a way where
all staffs and mangers are deal with all problems and difficulty in a proper way. The HR
7

administrator of enterprise that learn entire requisite things. These are needed for attaining
objectives and goals of industry.
According to another, personal learning is know as capability of increasing and
developing skills. With the help of this, people can indicate due to external factor which is very
important for the individual to maximise their skills as well as knowledge in an effective and
efficient manner.
In TESCO context, it is identify the manger role and responsibility is to T&D to whole
persons which are present in organisation. In simple words, manger of the company that is liable
to give better training and development programs to their staffs for increasing specific ability
(Huse and at. al., 2011). There is several difference between organisational and individual
learning which are analysed under this:
Individual Learning Organisational learning
Learning is one of the main part of individual,
it includes attitudes, knowledge, personal skills
and behaviour of a person. It is essential in
attaining career progress and targets.
It is supportive in identifying and
understanding whole significant elements. This
are generate positive and direct effect on
learning outputs by decreasing all issues.
With the support of this, person can make
development as well as enhance its skills and
knowledge with using various approaches such
as conference, seminars, and other through E-
learning.
TESCO use various type of learning approach
which is supportive in the daily basis
improvements in order to maximising
productivity and profitability of business.
It the individual ability which support in
achieving goals and objectives as well as
productivity of an organisation. That an
individual work in a group and they executing
the desired objectives.
In this context, each and every workers are
belongs to various divisions, they work with
each other by using abilities and skills of self.
It also help in developing healthy and strong
relationship between employee or employers.
8

With the help of this, each and every workers
share their opinions, ides, thoughts with its
employer. In this top level management that
will get upper position in company.
In this way, an enterprise will exchange their
vision, plans, policies with their staffs. It will
also consider in the process of decision
making.
P4 Need for continuous learning as well as professional development
Constant learning is very essential and needed in respect to developing core competencies
and skills of an enterprise (Marquardt, 2011). It will provides the satisfaction in professional
and personal level to the business as well as individual. It will assist in raising performance and
retaining the organisational in long term purpose. From the same, it will reaching the employees
skills and ability in regards to innovative development and dynamic surrounding.
It is significant for the TESCO growth as well success also. As per the other professional
betterment is supportive to provide the benefits to a public, individual and organisation. It will
tell the person competencies and capabilities in order to meet with present standards of new
person in the similar field. Requirement of professional alteration in respects to make
development in skills and capabilities with the assist of seminars, conference, meeting,
workshops and own improvements etc. There are different forms of sources which support in
continuous acquisition in the proper and efficient way.
Seminars and Conference: With the attend of this, an individual can increase their skills and
knowledge in a systematic manner. It is one of the main and essential part of continues learning
because in this person ability will be increased and improved.
Online learning: It is also called E- learning which is essential for the each and every person to
go and maximise their skills in a systematic manner. In during the day, large number of this
persons are use twitter, Facebook and other aspects. With the use of this they increase their
experience and knowledge because this technique provide effective capability.
Workshops: TESCO is a retail company and they conduct various kind of workshop due to their
members (Miron-Spektor and et. al., 2011). In this business can arrange different type of sports
or games for their workers. It is mainly based on noises and skills of existence information and
data as well as maximise staff members confidence level through presenting the workshop.
Training and development programs: It is also very important and necessary sources in order to
increasing skills and knowledge in a systematic way. In this TESCO provides different programs
9

such as training and development to their employees. So they attend and maximise their KSB as
well as achieve high productivity or profitability of the business.
As per the case scenario, the HR administrator can not play important role in maximising
working effectiveness and efficiency. But sometime, they focus on exploding performance due to
work in marketplace. According to the sustainability execution, TESCO face different kinds of
difficulty and problems. This will also support in raising organisational performance in an
essential manner. The important of sustainability improvements which assist in implementing
the impressive and better strategies, mission and vision of the company.
TASK 3
P5 Understanding of HPW contributes to workers engagement or comparative advantages
High working performance: It is define as a process which includes the activities, polices
and practices to work in group for attaining the common goals as well as rising the performance
level of employees. If the workers do their tasks or work in a proper & effective way (Salas and
et. al., 2012). In this scenario, it will very important as well as useful for organisation because in
this they increase their working performance. It is needed and essential because primary forces
on them is employees. They should be increase and improve business activities and operational
in a systematic manner. It is also identify as a company structure where organisation
administrator interpret in order to retain in company.
One of the main important of HWP is to better capability of workers due to working as
well as employer contribution which also enhancing the organisation development and growth. It
will supportive and beneficial in regards to sustain and improve whole tasks and activities of
employees at workplace. It will gives the sustainability growth and development of firm, so it is
known as effective or systematic methods (Schaubroeck and et. al., 2011).
Advantages of HWP:
 It will also provides the various kind of benefits to manager and their workers
for the aim of selling products or services in order to achieve high performance.
 It will assist in maximising goodwill and share of TESCO in market. There are
various forms of difficulties which are highly influence on the high working
performance for a minimum and instance technical skills, knowledge,
interpersonal skill, communication ability and lack of managerial knowledge etc.
10

From the same, purpose of improvements which is needed to HR divisions is to select or recruit
the talented and experienced candidates. In this way company provides different training and
development section as well as also give motivation approach for doing their work with each
other. In this they can achieve high productivity and profitability of the enterprise.
TASK 4
P6 Various performance management approaches
Performance management is identify as a process and activity through which all staffs are
work with each other in regards to control and implant an idea and take some comments about
the members work and business performance. It will support in sustaining the entire execution of
workers to accomplish aims and goals of organisation. It is needed for the TESCO manger
because in this they provides their better presentation for evaluating the company objectives.
Organisation can use different kind of methods as well as strategies for analysing the staffs
members performance level (Sessa and London, 2015). There are several form of performance
management aspects which are determined under this:
Comparative methods: It is one of the main method of performance management which is
important for the workers in company. It is define as a comparison in members at another. In this
way employees ranks which will be depend on level of execution. There are various kind of tools
and techniques, it includes forced distribution and paired comparison etc. For examples: if an
enterprise,X persons performance is 40 percent and Y another is 70 %, as per this method, Y
people will be better.
Attributes methods: This approach identify the staff members rating which is based on different
parameters such as team work, innovation, communication & issue solving skills and creativity
etc.
Result approach: It is define as a simple or straight methods so in this way an organisation
provides rating system of workers regarding their execution (Warrick, 2011). This approach has
two aspects which are as follows:
1. Evaluation system & productivity measurement: It is one of the good and impressive
methods for maximising staff members motivation level and increasing development,
profitability as well as evaluate the review.
11

2. Balance scorecard tools: One of the main focus of this methods in on buyers,
productivity, operations, financial and learning etc.
(Sources: Abhisikta and Indra,2017)
Behavioural approach: It is identify as a traditional methods due to performance management. It
will considers the program regarding to straight criterion of job (Approaches for measuring
performance of employees, 2017). In this way BOS as well as BARS which are useful tool. The
Behaviourally anchored rating scale technique considers the five to ten scales. From the same,
employees are ranked on the form of performance. As per another, such as BOS it stand for
Behavioural observation scale that provides specific explanation with employees behaviour
frequency.
Quality method: Main focus on this approach is to giving high level satisfaction to buyers due to
services or products (Xue and et. al., 2011). With the help of this they can reduce all errors and
difficultly in systematic manner.
This approach is very essential and useful of the company to determine their best
knowledgable person. Better quality which assist in order to attracting large numbers of
customers and making growth or success of organisation.
12
Illustration 1: Approaches of Measuring employees performance

CONCLUSION
As per the above mentioned report, it can be determined the importance of team,
individual and organisation. They are main part of environment within this every company can
not achieve their mission, vision, goals, objectives and targets. So they are necessary in growth
and success of business. In this file studied regarding the finding of employees attitudes, skills,
behaviours and knowledge (KSB). These are essential through human resources professionals. It
will determined regarding professional development plan of Jane Cambridge (given in case
study). There are different tools and techniques such as performance management, continues
learning approach and SWOT analysis will be used in this file. These techniques are significant
for the individual as well as organisation in order to achieve long as well as short term golas and
objectives in an essential manner.
13

REFERENCES
Books & Journals
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Amabile, T. M. and Pillemer, J., 2012. Perspectives on the social psychology of creativity. The
Journal of Creative Behavior. 46(1). pp.3-15.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Druskat, V. U., Mount, G. and Sala, F., 2013. Linking emotional intelligence and performance at
work: Current research evidence with individuals and groups. Psychology Press.
Eppich, W. and et. al., 2011. Simulation-based team training in healthcare. Simulation in
Healthcare. 6(7). pp.S14-S19.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2). pp.57-75.
Huse, M. and at. al., 2011. New perspectives on board research: Changing the research agenda.
Journal of Management & Governance. 15(1). pp.5-28.
Marquardt, M. J., 2011. Building the learning organization: mastering the five elements for
corporate learning. Hachette UK.
Miron-Spektor, E., Erez, M. and Naveh, E., 2011. The effect of conformist and attentive-to-detail
members on team innovation: Reconciling the innovation paradox. Academy of
Management Journal. 54(4). pp.740-760.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
14

Warrick, D. D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Xue, Y., Bradley, J. and Liang, H., 2011. Team climate, empowering leadership, and knowledge
sharing. Journal of knowledge management. 15(2). pp.299-312.
Online
Approaches for measuring performance of employees, 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 24th October 2017].
15