Employee Performance Improvement Strategies

This assignment provides a detailed analysis of various concepts related to improving employee performance in teams. It includes references from books and journals that discuss the importance of teamwork, leadership, and organizational development. The references also explore the use of information technology and communication systems to enhance team performance. The assignment aims to provide students with a comprehensive understanding of strategies for improving employee performance and enhancing team productivity.

Developing Individual,
Teams and organisation

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 (a)Proper knowledge, skills and behaviours (KSB) that are required by HR professionals..2
P2 (b) Evaluation of completed personal skills audit for an employee.......................................3
(c) Professional development plan..............................................................................................5
TASK 2............................................................................................................................................7
P3(d) Examine fluctuation between organisational and individual learning, training and
development................................................................................................................................7
P4(e) Demand for constant learning and professional development to thrust sustainable
business performance..................................................................................................................9
TASK 3..........................................................................................................................................10
P5 HPW contributes to employee engagement and competitive advantage.............................10
TASK 4..........................................................................................................................................11
P6 Various formulation to performance management to support high performance culture....11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
1

INTRODUCTION
Skills, abilities and capabilities make a person from better to best. Corporate and business
sectors are the areas where employees and managers use their skills and knowledge to attain
aims of organisation (Lovvorn and Chen, 2011). An organisation is a combination of multiple
union of groups, teams, departments etc. Apart from this there are some people works as an
individual to guide, lead and support its staff members and teams. Development and
improvement require in at every level. This concept is able to explain about developing
individual, team and organisation. HSBC, TESCO, Royal Dutch Shell, Aviva are the large
corporate sectors which works in multiple groups and teams. Aviva public limited company's
corporate environment is taken to elaborate this concept.
TASK 1
P1 (a)Proper knowledge, skills and behaviours (KSB) that are required by HR professionals
Eligible and skilled employees remain prime requirement for any organisation. In large
organisations there is HR department is made which helps in providing employees to
organisation. HR professional select different type of candidates as professionals, freshers etc.
HR professional operates different type of activities as managing staff, selection of new
candidates, preparing development and training plans (Hodgson, Hubbard and Siemieniuch,
2011). For operating multiple operations and activities HR professional must have different type
of skills :
 HR manager must have a keen knowledge of basic fundamentals and principles of human
resource management. Keen knowledge of various departments, consultancy roles and
managers importance in implementing policies and procedures.
 Must be aware about the environment and current situations of employment and job
opportunities.
 It is required to have complete knowledge about the culture, theme, aims and objectives
of organisation. Employees must be treated equally and provided required support
without any conflicts of interest.
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 HR professional must need to know about the compliance policies, safety and health
policies of company. There must be proper governance and disciplinary procedure must
be followed by HR professionals.
 Maintain healthy and independent work environment and provide approachability to
employees.
 Build and good and effective employee relations for better growth and extension by
maintaining proper records of salary, administration payrolls.
 Forecasting of employees requirement plans for long term staff requirements and
immediate recruitments.
 Analyse required areas of development and training.
Above discussed abilities and skills are the basic needs which must be present in the nature of
perfect skilled HR professional.
Aviva is one of the successful and growing life insurance corporation of UK. It is a
multinational organisation which is providing its services not only in UK but also across UK. To
operate HR functions and operations at large level HR professionals needs extra ordinary
professional, technical and soft skills.
Cognition : Knowledge about the subject, work, criteria and how to use principle and tactics in
effective manner (Lisak and Erez, 2015). There must be a practical experience to deal with
different type of business conditions and challenging situations. Must be understand the nature of
business that what kind of people and candidates are required for business operations.
Skills :Managing, directing and decision making skills must be required for better planning and
staffing. HR professional helps in preparing workforce planning, departmental needs and
managing members in multiple departments. Communication and presentation skills also
enhance the character of HR manager. It helps in executing the plans and objectives at senior
managerial level and at employees level.
Behaviours : HR professionals must be keep calm, patient and motivated while working in
organisation. These people are the face of manpower and employees of organisation. They
should support employees. It is required to hold an equal working environment at work place.
He/she must be approachable and audible to each and every employee. HR professionals work as
a mediator between employees and higher authorities. Providing required sources of resolving
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problems and support from the management are the main works which performed by HR
manages.
Above mentioned skills are discussed in respect of effective and professional HR managers.
which operates large of management in multinational organisations.
P2 (b) Evaluation of completed personal skills audit for an employee
Audit programs are made for analysing the requirement need of development and training
in multiple departments of an organisation (Marquardt, 2011). It provide an idea of plan that
from where should it starts and from where should it complete. Skills and development program
are made by proper and detailed analysis of work. These programs contain high cost. Workplace
environment and employees performance evaluations are the key sources to find out
development and training needs in an organisation (Barach and Cosman, 2014).
Jane Cambridge is HR professional of an organisation which needs an audit plan of
personal skills. Below are some key criteria designed to make an audit program to analysis
improvement areas.
Personal Skill Audit Plan
Name: Jane Cambridge
Job role : Human Resource Manager
Personal skills and characteristics of employees
Very good Good Adequate Little
Communication
skills
Report writing,
supporting
material to
presentation.
Written skills as
reporting,
summarising and
letter writing need
to improve.
Resolving issues
and complaints,
interviewing,
advising on HR
issues. Taking
notes of
Drafting contrast
of employment.
Training and
development
sessions.
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disciplinary
hearings.
Information
technology
Organisation's IT
department is up-
to date and aware
about recent
environment of
IT challenges.
Use of internet
and operating e-
mails.
Microsoft office,
power point and
Use of Excel
spreadsheet
Employees need
to taught about
new software and
data retention
applications.
Basic knowledge
about IT related
challenges, spams
, mails and online
threats. Use of
database and HR
specialist
software.
Problem solving Managers are
supportive and
employers remain
always ready to
help for
employees while
working in
organisation.
There are enough
sources and helps
are provided by
management to
employees for
smooth
functioning.
Capable to
provide
alternative
options regarding
problems.
Supporting ideas
from others.
Effective skills
and presentation
skills are required
to tackle complex
situations.
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(c) Professional development plan
Basically professional development plans are made for enhancing group and team
performance (Wickramasinghe and Widyaratne, 2012). Organisations which operates the its
business activities at international level they need these plans to ameliorate the scale of groups
and departments. This plans is divided in five steps as :
Self Categorization from staff members
 Finding out career goals, objectives and self targets
 Do the goals and objective relate with organisation needs and aims
 defining short term and long term goals of the organisation
Developing own required skill areas
 Knowledge about science and technology
 ethnic skills to work together and in effective manner.
 Natural abilities and skills, learning and growth
 Mentality, mind set and point of view.
Measure the division and administration needs
this step focus upon different set targets and goals as an individual and as a team :
 Squad goals
 division goals
 Business goals
Investigate developing chance with staff members
 Professional development programs and centres
 assigning new project opportunities and responsibilities to explore self evaluation and
monitoring power
 Seminars and workshops for understand practical and real practice.
 Guardianship to support the task.
 Representative opportunities to improve leadership and management skills.
Analysis of growth of staff members
This step describe the dimensions of evaluation of performance of employees. Collecting
views, feedbacks and advise are the key factors which are evaluated in this step.
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 To check level of improvement in skills and knowledge.
 Effectiveness of plan in achieving the goals and objective of organisation.
 Analyse further need and remained criteria of development plan (Malhotra and
Majchrzak, 2014).
Professional development plan :
What are the team
goals and
developing
objectives
Activities Need to
undertake to
attain goals
Requirement of
resources and
needs
Targeted time
duration
Actual date of
Achievement the
plans
Building
confidence level
Effective
communication
and presentation
training. Take
supports and help
of supporting
roles to define
short term and
long term goals.
for generating
income and
profitability
Motivation,
appraisals and
recognition for
best and extra
ordinary efforts of
employees.
Providing
solutions subject
to work base
problems and
complaints. HR
issues and
conflicts.
01/04/18
Acquire how to
use infrastructure
Use of available
resources in
optimum manner
Tools and
equipments,
machineries,
plants etc.
May 2018
Technical and
professional
training
All the learning
and teaching
regarding
technical tools
Application and
software training,
Computers,
search engines
December 2017
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and system.
Training
regarding expel,
MS office,
PowerPoint and
HR related
software and
programs.
and applications.
Data retention
and security
systems.
How works can
be lead by
managers and
employers
Proper guidance
and leadership in
achieving the
goals and
completing the
task. Listening
the problems and
issues of
employees and
resolving
conflicts.
Guide plan and
effective
strategies to sort
out works load.
Assigning roles
and
responsibilities
among team
members. Find
out alternative
options subject to
issues and
conflicts.
April 2017
TASK 2
P3(d) Examine fluctuation between organisational and individual learning, training and
development
Learning and growth both are the essential part of any organisation (Markham and Lee,
2014). For better formulation and growth it is require to improve the skills and knowledge of
employees and managers on regular basis. Individual and organisational learnings both plays
significant roles in growth of organisation.
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Organisational learning, training and
development
Individual learning, training and
development
Training and development plans are organised
to boost the level of production and efficiency
of employees (Damschroder and Hagedorn,
2011). It helps in reducing time and
consumption level of resources.
HR professional analyse the over all
performance of organisation and prepare the
development plan for individual.
Group or organisation learning helps are
focused in improving group capacities and
team performance (Aime and et. al., 2014). In
every organisation there are large targets and
tasks found. These task are bifurcated among
different departments as per their work
comparability. Managers and leaders are the
people who work together to get desired goals
of organisation.
This learning remains focused upon personal
and individual growth of person and
employees. It is important to do experiments
and innovations in work techniques. Every
individual is responsible in making the
organisation successful. Learning doesn't end
up. It is a continuous process of growing day
by day and moving ahead. It helps in gaining
experiences and advantages for future.
Training and development programs provide
an overview and build group skills. It indicates
that how team and department take large task
and advantages in positive manner.
Organisation learning helps in building
effective team work, group formulation. How
roles and responsibilities to be divided and
work allocation among staff members are
taught in training and development programs.
It helps in deal with future challenges and
problems in effective manner. It is a ground
rule that if an employee remain skilled and
professional during the task then he will
definitely deliver his best. Individual growth
depends upon self observation, analytical
skills, decision making power, leadership and
risk taking skills.
Difference of individual and organisational learning in respect of Aviva
Organisational Individual
In service providing sectors customer
satisfaction and approachability considered as
Aviva is one of the insurance organisation
which is working at large level and operating
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important part. Aviva has large customer
market in all over the world. Its training and
development programs remains focused in one
direction which is providing proper customer
satisfaction.
multiple department. Individual performance
impact complete group formulation and work.
Communication and leadership skills are the
essential key elements which are required to
communicate with other functional
departments.
How compensation and claims cases should be
tackled and problems should be resolved are
guided by experts and managers.
An organisation grow when its people grow
this is the structure and theme of individual
learning. They have to manage day to day
transaction and work on feedbacks.
In large corporate sectors operations and
management works in groups and teams.
Training and development programs of Aviva
remain focused in building strong and effective
communicating skills of employees.
Communication and co-ordination between
functional and operational department.
Employees of Aviva are required effective
communication and convincing skills to
operate customers. Customer satisfaction and
resoling their issues are the work for
executives and employees of Aviva.
P4(e) Demand for constant learning and professional development to thrust sustainable business
performance
Learning and growth are continuous factors which are found in an organisational context.
Every business wants to explore in near future and improve its profitability and capital share in
market (Belbin, 2013). It only depends upon effective manpower and employability skills of
managers and leaders. Sustainability defines as future existence and image of organisation.
Organisation which remains up to date and focused on regular learning and development achieve
high sustainability and credibility.
Techniques and advancements are the part of changing business environment. Those
business entities which adopt new tactics and advancement tools get high performance and
productive advantages. Some organisation avoid changes and keep moderate with there previous
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and ancient methods. It helps them in getting limited benefits but future growth and extension
new advancement and effective learning is as essential part of organisation.
HR professionals works in Finding out effective learning process and theories to enhance
the performance of supporting staff and members. There are few benefits are discussed under :
 New tactics and advancements become more easy to adopt by organisation
 it helps in creating healthy and effective relations among employees and staff members.
 Building customer interest and improving service quality depends upon continuous
learning.
Importance of continuous learning and professional development
 It helps to identify the abilities and capabilities as per current standards of tasks.
 It ensures whether the training and development increase knowledge and skills of
employees.
 To enriches the professional image of organisation.
 It helps in assisting employees and leaders to work more effectively and objectively to
attain sustainable growth.
 It brings lots of new advantages and experience which remain helpful to organisation.
 Professional development helps in career development and growth.
TASK 3
P5 HPW contributes to employee engagement and competitive advantage
High performance work practices and performance management remains interrelated. It
creates sustainable relationship between human resource management and performance
management (Richardson And et. al., 2012). HRM effect the market performance and the HPW
affect the innovations and experiments. There are two different aspects found in respect of HPW
which is operating business operation at their maximum capacity at all level and second is
utilising the power as required areas. High performance working helps in achieving maximum
level of effectiveness and execution level. It also support organisation structure in being flexible
and independent. In manufacturing industry there is huge amount of raw material and stock is
required to make products and goods. This methodology applied and works in these industries.
There is also one of the important role of high performance working is found in organisational
context, which is co-ordination between traditional and modern approaches.
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Without having effective and efficient manpower the concept of high performance
working remains worthless. Employees skills and learning are the only major elements which
make easy and convenient high performance working practice. HR professional of HR
department helps in find out effective and productive manpower to organisation. This concept
contains high density and changing factors. Because of this factor organisation face different
kind of installation and implementation problems.
High performance working is supportive and helpful for both employees and employers.
It requires investments in human capital, training and development programs. An organisation
become eligible in getting optimum level of efficiency and performance by this concept.
Fluctuation of manpower is one of the challenging factor in front of HR professional. It create
dis-balancing situation in work place environment. High performance working only become
effective and prominent when the manpower remain stable in organisation at every level.
There are various stages are found in operations of business. At initial stage this concept
impact the parent process of manufacturing. Employees face different kind of challenges and
problems in implementing this concept. they have to leave there comfort zone and have have to
work as per new format and principle. There are different kind of advantages an organisation get
which are defined as under :
 In achieving continuous growth and development
 high profitability and revenues by effective performance
 Reduction of Cost, time and raw material in manufacturing process
 Building independent and effective employee relations among the staff members
 Help in connecting current environment of business and helps in communicating latest
technology.
 Human resource department become more approachable and familiar to employees which
is very helpful in managing employee fluctuation in organisation.
Key elements of High Performance Working (HPW)
 Clearly define what winning looks like
 Analyse the culture of organisation
 Set stretch targets
 Connect to the big picture
 Develop and ownership mentality
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 Performance improvement through transparency
 Proper employment engagement
 Internal communication
 Celebrating the success
TASK 4
P6 Various formulation to performance management to support high performance culture
There are different type of approaches are available to enhance the performance level of
employees.
(Source : Performance management approaches, 2017)
1. Comparative approach
This is the approach in which employees are categorised on ranking basis. There
are different type of groups and teams are found in departments. Every individual put their
efforts and hard work in meeting the targets and achievements. Employees are categorised in
order to performance level as higher level to medium level. It is one the method of giving
ranking but it is not considered as accurate method of evaluating performance of employees.
For example team of fifty people of sales executives in Aviva need to give rank from
high to low. As 15 people come are ranked as high performance working, 20 employee are
categorised as average performer and rest 15 employees are listed as lower performance level.
2. Attribute approach
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Performance analysing criteria in this approach stiffs bifurcated in multiple
attributes of performance as creativity, decision making skills, corporative skills, problem
solving skills and team work spirit. Find out versatile and best employees is the major key
element of this process. This management approach of performance classify the characteristic of
employees and their efficiency (DO, 2011). There is an graphical rating scale is prepared to
divided the employees as per there performance.
For example employees of 10 members are categorised as two factors as effective
communication and accurate deliverables. 4 people remains positive(+) in both of attributes, 3
people remain constant (0) and 3 people remains negative(-).
3. Behavioural approach
It is known as antediluvian approach of measurement of performance of
employees. In this approach there are two basic factors works as BARS (Behaviourally
Anchored Rating Scale) and BOS (Behaviour Observation Scale). Anchored are indicated as
parameters of performance of employees whereas observation scale helps in analysing the nature
of employees while working in organisation.
4. Result Approach
Performance analysis in this approach is based upon final and actual result.
Performance is analyses by financial, customer, internal and operations, learning and growth.
This research works around the complaints and feedbacks of customers. Service sector
organisations use this approach in evaluating the performance of employees. This approach
converts strategies in activities and operations. Growth and performance level is measured in
practical manner so that it could relate with the external environment of business (Annosi and et.
Al., 2017).
5. Quality approach
Customer satisfaction remains the measurement criteria of evaluating the
performance of employees. This approach remain focus in reducing the level of errors and
conflicts in operations. It is an approach which analyse the time during resolving the issues and
conflicts of customers. As much as feedbacks and errors reduce performance will increase. This
approach prevent the repetitions of errors and mistakes. How ever some times it shows
misrepresentation in providing actual results because of system errors. System errors are counted
separately among other actual errors.
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Methods of performance management
Human assets accounting method Management by objectives
It is considered practical and commercial
performance management method. As per this
method human capital is divided in the amount
of revenue. Evaluation of satisfaction level of
employees and sales grades are the main
criteria of evaluation of this method. For
example an employee has a target of selling
100 policies in a month and he sold 125
policies. This method will help in identify the
reasons between the actual results and targeted
results which is 25 policies in this method.
This is one of the common method of
performance management. Appraisals of
employees remain depended on actual results
subject to objectives of organisation. For
example organisation's objective is to provide
full coverage and compensation facility to
customers. Now it has set the target of 100
cases to be sorted out monthly basis. As per
this method appraisals of employees would be
depend on meting set objectives and aims.
CONCLUSION
Above context defines the dynamics of developments as an individual, team and
organisation. Best results and accurate work are the prime desires of any organisation.
Development and training plans helps in improvement of nature and skills of person. This reports
defines that how HR department form development and training programs to enhance
performance of employees in organisation. How personal and team development plans make
employees skilled and more effective is defined by practical based examples in this report.
Various type of approaches and techniques are defined in this concept to improve performance of
employees.
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REFERENCES
Books and Journals
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Annosi, M. C. and et. Al., 2017. The Interaction of Control Systems and Stakeholder Networks
in Shaping the Identities of Self-Managed Teams. Organization Studies. 38(5). pp.619-
645.
Barach, P. R. and Cosman, P. H., 2014. Teams, team training, and the role of simulation.
Pediatric and Congenital Cardiac Care: Volume 2: Quality Improvement and Patient
Safety. p.69.
Belbin, R. M., 2013. The coming shape of organization. Routledge.
Damschroder, L. J. and Hagedorn, H. J., 2011. A guiding framework and approach for
implementation research in substance use disorders treatment. Psychology of Addictive
Behaviors. 25(2). p.194.
DO, W.D.I.T., 2011. Group processes in intelligence analysis. Intelligence analysis: Behavioral
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Hodgson, A., Hubbard, E. M. and Siemieniuch, C. E., 2011, June. Culture and the performance
of teams in complex systems. In System of Systems Engineering (SoSE), 2011 6th
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Lovvorn, A. S. and Chen, J. S., 2011. Developing a global mindset: The relationship between an
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Markham, S. K. and Lee, H., 2014. Marriage and Family Therapy in NPD Teams: Effects of We‐
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Management. 31(6). pp.1291-1311.
Marquardt, M., 2011. Building the learning organization: Achieving strategic advantage through
a commitment to learning. Nicholas Brealey Publishing.
Richardson, I. And et. al., 2012. A process framework for global software engineering teams.
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Online
Performance management approaches, 2017. [Online] Available through
<https://artpetty.com/2016/10/19/management-approaches-stifling-thinking/>
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