Employee Performance Management Strategies

This assignment delves into the world of employee performance management, highlighting its significance in modern businesses. It covers various approaches to managing employee performance, including the use of technology and data-driven methods. The assignment also explores the benefits of a positive approach to employee performance management, such as improved engagement and competitive advantage. With detailed references and examples, this assignment is a valuable resource for students and professionals alike.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1Appropriate skills, knowledge and behaviours which are highly required by HR Manager . 1
P2 Personal skills audit to develop professional knowledge, skills and behaviours...................3
P3 Differentiation between individual, organisational learning, training and development ......6
P4 Need for regular learning and professional development......................................................7
Section 2...........................................................................................................................................8
P5 Contribution of HPW in worker's engagement and competitive advantage..........................8
P6 Performance management and its different approaches .......................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In the modern world, market competition is increasing every day because of globalisation
and high use of technology. Also, there are various new business entities which are entering into
market place with innovative product designs and innovation. To survive in this type of
marketplace, it is highly important for the business enterprise to develop its individuals, teams
and workplace on continuous basis so that it can survive in market for long period of time (Little,
2012). In simple words, it has become the major task for all companies to give high importance
to development of its workforce because without them, it cannot accomplish its desired
objectives and cannot generate enough level of profit. This project report is based on TESCO
which is one of the leading retailer companies. In this report, various skills and behaviour have
been determined which are required by its HR professionals. Importance of continuous and
organisational learning has been demonstrated as well. Along with this, contribution of HPW in
competitive advantage has been evaluated.
SECTION 1
P1Appropriate skills, knowledge and behaviours which are highly required by HR Manager
Human resource management is that section of company which helps it in managing and
developing its work force in most effective and systematic manner. In simple words, HRM is
that managerial concept on which organisational success depends. HR managers plays various
important functions such as recruitment, selection, staff management, salary negotiation and so
on. All these activities can be managed only if company have high skilled HR staff. Skills is that
individual's ability which helps him in doing something in effective manner. Knowledge
involves those facts and experiences which helps individual in taking best decisions. Behaviour
is that aspect which represent the way in which one person behaves (Macdonald and
Poniatowska, 2011). There are various skills and abilities which are highly required by human
resource professionals so that they can perform their assigned roles and responsibilities in proper
manner. Some of major behaviours and knowledge that is required by HR manager are follows
as under:
Work as consultant: It is huge responsibility of human resource managers to play consultancy
role so that he can give appropriate guidance to employees as well as top management.
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Policy formulation and implementation: It is highly important for human resource professional
to protect and promote employee's interest within work place. For doing this, he should
formulate and implement different policies in the context of workers.
Conflict resolving skills: In business enterprise, there are many disputes raised because of
misunderstanding between employers and employees. So, it is responsibility of HR professional
to enhance his conflict resolving skills so that he can remove all the business problems and also
can create good working environment within workplace (Pan and Franklin, 2011).
Negotiation: It is that ability which help individual in making balance between personal needs
and other party's need. In business enterprise, HR manager works as mediator between top and
lower management so that he can build strong relations betwixt them. Employers and employees
have different needs, it is responsibility of HR manager to encourage them to negotiate their
needs. This skill help human resource professional is solving salary and other business related
issues. Their major task is to represent employee's problem in front of top management and then
finds possible solutions to solve them, it can handle this type of situation only by its negotiation
skills.
Speaking or communication skills: The main function of human resource manger is to build
strong relations with work force so that he can motivate them to achieve business goals and
objectives. For building positive connections, it is very much important for HR to have good
communication skills. With the help of effective speaking ability, human resource professional
can create positive working environment within work place. By developing their communication
skills they can easily understand the staff problems as well as their precious suggestions.
Mangers should have the knowledge of various methods of communication so that they can
assess individual's needs by reading their gestures. This factor also increase confidence of
mangers. Also, it assist HR professionals in presenting their ideas in most effective manner
(Bolman and Deal, 2017).
Multitasking: When an individual handle lots of things or work at same time then he is consider
as multitasker and this talent multitasking. It is most important skills which is highly required by
HR managers as, they have to perform various roles and responsibilities at same time so it is
essential for them to be a multitasker. There are many large companies which have various
activities and practices to operate. For this, it requires high skilled people who can run
organisational functions in appropriate manner. HR manager of company have to perform
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various tasks such as complying with legislations, making good bond with employees and
finding skilled workers etc. so that he can make balance between business operations and work
force, which will result in high productivity and profitability.
Understanding behaviour of individual: It is considered as most important HR skills. It is
highly important for manager to assign roles and responsibilities to employees according to their
behaviour and nature. Also, HR should provide training and development programs to workers
according to their behaviour. So, it can be said that, it is highly important for human resource
professionals to identify personal skills and abilities of employees and then provide them training
as per those abilities so that they can operates business activities and practices in appropriate
manner (Brown and Harvey, 2011).
Hence, these are some most important knowledge, skills and abilities which are required
by HR professionals of company because high skilled managers can lead this company to high
level of success and growth. Apart from this, supervisory and IT skills are also required by HR
professionals.
P2 Personal skills audit to develop professional knowledge, skills and behaviours
As per given scenario, Jane Cambridge is a HR manager, she have some skills and
abilities which are required for human resource professional and also help her in managing
employees within workplace (Nahavandi, 2016). But still there are some skills and abilities
which she needs to develop. Jane can do personal audit only by determining her strengths and
weaknesses which are discussed below:
Strengths: In last few years, Jane have performed various kind of roles and responsibilities.
There are various HR skills which have helped her in performing all those roles and
responsibilities. She have great knowledge of employment laws which helped her in making best
policies. Also, her leadership skills are quite good by which she guides employees in most
effective manner. She can easily interact with workers and understand their problems because of
her interpersonal skills which helps her in understanding other problems (Burke and Noumair,
2015).
Weaknesses: There are various, weak points of Jane which make her weaker while performing
her HR roles and responsibilities. She have average problem solving, It and communication
skills. For professional development she have to develop her current skills and abilities otherwise
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she can not become a successful human resource manager. Here is table by which personal skills
audit of Jane can be determined:
Sr
no.
Learning objectives Current
proficiency
Target
proficiency
Development
opportunities
Time
scale
1 Communication skills 3 5 Communication is that
HR skills which helps
manger is building strong
relations with his
workforce. Jane have
average communication
skills. In order to improve
these skills she needs to
attend various seminars
and conferences where
she can interact with other
person and can improve
her communication skills.
1 to 2
months
2 Problem solving skills 3 5 In business enterprise,
various conflicts took
place due to
misunderstanding
between employer and
employees. Being an HR
professional it is
responsibility of Jane to
improve her problem
solving skills so that she
can resolve organisational
disputes in most effective
manner. For improving
2 months
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problem solving skills she
can take help of her
seniors and their guidance
so that she can handle a
business problem in
appropriate manner.
3 Information technology 2 5 In modern world, all
companies are becoming
advance that is why they
hire those individuals who
have great knowledge of
information technology.
Jane have poor IT skills.
In order to improve them
she can join coaching or
practical classes where
she can get enough
knowledge about
information technology
and its usage.
3 months
4 Supervisory
management
4 5 Supervisory management
is that HR skills which
help manger in managing
different activities and
practices of company. For
improving managerial
skills Jane can join
theoretical classes where
she can increase her
knowledge about
2 months
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management theories,
concepts and approaches.
P3 Differentiation between individual, organisational learning, training and development
Organisational learning can be defined as process of making, retaining and transferring
knowledge within company. As year passes, organisation learns new experience which helps it in
its future life. In simple words, business enterprise gain new knowledge form its past experience
and then use that knowledge in improving and developing organizational performance which
results in high profitability and productivity. There are four levels on which knowledge can be
created and these are individual, group, organizational and inter organisational. On the other
side, individual learning means capacity of one person to build knowledge by individual
reflection about external sources (Coghlan and Brannick, 2014). The best method of individual
learning is to interact with others. For learning from new experience, person have to go through
learning curve.
Moreover, in business enterprise both organisational as well as individual learning plays
most important role. For continuous growth of company, it is highly important to develop
employees as well as work place so that enterprise can lead to high level of success. Both
concepts are different from each other.
Individual learning Organisational learning
 In this, managers try to change
individual's behaviour and attitudes by
providing him training program.
 It is an easy process.
 Methods of individual learning are
internet, classes, seminars and so on.
 In this, managers gives importance to
those concepts which helps in changing
organisational behaviour.
 It is considered as most complicated
procedure of company.
 Methods of organizational learning are
transferring knowledge and gaining
experience.
Hence, these are major different between individual and organisational learning. But for
better growth and development it is highly important to link both concepts. Organizational
performance can not be developed without developing its individuals. So, it can be said that there
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is huge linkage between individual and organisational learning. Apart from this, training and
development is also most important concept of company. Training means action of teaching an
individual to improve his skills or abilities. Development means process of growth. Both
concepts interlinks with each other. Training and development is that function which helps in
developing current performance of employees as well as company (Cummings and Worley,
2014). Also, it is considered as most important activities of all business enterprise because
without this they can not develop their individuals, teams and work place. For better growth and
development, HR manager should conduct training program for their workers so that they can
perform their assigned roles and responsibilities in most effective manner.
P4 Need for regular learning and professional development
Continuous learning can be defined as constant process of improving skills and abilities
so that individual can gain new knowledge on regular basis. On the other side, professional
development is that learning program in which individual maintain his professional credentials
like academic degrees. People can also develop their professional skills by attending different
seminars and conferences. In simple words, professional development means develop those skills
which can help individual in his professional life.
Moreover, continuous learning is that important part of business enterprise which helps in
improving current skills and abilities of employees. For better growth and development, it is
highly important for HR managers to focus on work force and their current working performance
so that necessary actions can be taken for their growth. High skilled employees can help
company achieving its all desired goals and objectives. Continuous learning helps company in
resolving all business challenges in most effective and systematic manner. On the other side,
professional development is that concept which helps in individual in improving his professional
skills so that he can perform his assigned roles and responsibilities in appropriate manner. This
aspect is highly important for creating a good working environment within work place (Hitt and
et. al., 2011). It provides benefits to employees as well as company. If workers will improve their
skills the they can operate business activities in best manner which will result in high
productivity and profitability. There are various ways through which an individual can improve
its current skills and abilities, these are follows as under:
Coaching: Just like practical knowledge, it is highly important for individual to have good
knowledge of theoretical concepts which he can apply in business situations. Business mangers
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provides various theoretical classes to its employees so that they can learn new techniques,
methods, and strategies, and implement them in work place to attain desired goals and objectives
of company. By taking participate in skills development classes, employees can improve their
current performance and also can perform their assigned roles and responsibilities in most
effective manner, which will result in organisational growth and development.
Seminars and conferences: It is considered as most important way of continuous learning and
professional development. In this, individual attends various conferences where he learn new
things related to his profession and then use that knowledge in his professional life. In business
organization various events are organised by top management so that their employees can take
participate into them and gain new knowledge (Huczynski and Buchanan, 2010). With the help
of new knowledge they can improve their efficiency as well as effectiveness. While attending,
conferences and seminars, individual interact with new people and learn lots of thing for other's
experience.
Section 2
P5 Contribution of HPW in worker's engagement and competitive advantage
High performance working is that concept which helps in creating a organizational
culture with transparency, trust and open lines. In simple words, it means build working
environment where all individual can communicate with each other. It is that traditional
hierarchical structure in which workers feel engaged and motivated. The major functions of high
performance working are follows as under:
 High employee engagement
 Human resource activities and practices
 Reward and commitment practices
Hence, these are some most important functions of high performance working which
helps company in improving its work force and their working style. This concept, suggest
company to provide reward and incentives so that employee will get motivated and contribute
more in achieving business goals and objective (Katzenbach and Smith, 2015). It provides
benefits to employees and employers. With the help of this concept, organization can increase
employee engagement. If workers will take participate in business decision then it will increase
their confidence and also will increase their motivation level. This will result in high
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organisational growth and development. HPW helps in enhancing current skills and abilities of
employees so that they can operate business activities in most effective manner. It is that
systematic approach which helps in enhancing employees innovation capabilities. If company
will create high performance working environment then it can improve efficiency and
effectiveness of workers which will provide competitive advantage to company. HR manager
conducts various activities such as training and development to improve current working
performance of workers (Marquardt, 2011). High skilled employee's operates business functions
in appropriate manner which helps company in competing with its competitors. For example, if
XYZ organisation have high skilled marketing team then they will create most effective
strategies by which company can operate its activities in systematic manner and also can give
tough competition to its market competitors.
P6 Performance management and its different approaches
performance management has defined as the activity of managing performance of individual and
teams to achieve the organisation's goals and objectives. Performance management includes over
all performance like performance of organisation, employees, departments and the process of
producing goods and services to ensure that they are doing work effectively and efficiently to
achieve desired goals and objectives. A performance management system is often used by the
managers in order to align the goals of the company to the goals of their employees, thereby
ensuring productivity.
There are several activities involved in performance management. These are as following:
 Goals setting: the first task of performance management is to set the goals and objectives
for the organisation and then set the plans as well as make the strategies to achieve that
task and objectives so goal setting involved in performance management activities
(Darling-Hammond and McLaughlin, 2011).
 Performance reviews: next activity of performance management is to review of
performance as to ensure the goals and effective works to achieve objectives for
organisation in this most important thing is to review of time frame of employees
performance.
There are some approaches that use in performance management:
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Illustration 1: Employee
Performance Management
(Source: Employee Performance Management: A Positive Approach Pays Off. 2017)
 Comparative approach: In this approach compare individual's performance with other's
performance. Generally this approach helps in ranking system that describes the
individual's performance and their work assessment among the work group.
 Attributes approach: This approach defines the characteristics and traits of individual's
performance to achieve organisation goals. In this trait techniques use to define the
initiative, leadership and evaluate individual to them.
 Behavioural approach: In this emphasised the individual behaviour on the job as well as
while performing task and objectives. It helps to increase work productivity by measuring
employees behaviour towards organisation's goals
 Result approach: It focus on managing the work efficiency as well as measuring result
of a job or work group and also managing objectives to achieve the goals within
organisation.
And many more approaches that helps to manage the performance of the organisation to achieve
its goals.(Barber, 2012).
CONCLUSION
By evaluating this project report, it has been concluded that in business enterprise
continuous development of individuals, teams and workplace is highly important. In simple
words, to survive in competitive market place it is essential for all companies to focus on their
employee development so that it can motivate them to contribute in achieving business goals and
objectives. This project report is based on TESCO which is world's largest leading retailer
company. In this report various skills like negotiation, multitasking etc. has been explained
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which are required for HR professionals. Importance of continuous learning and professional
development has been determined which can guide this organisation in developing workforce
and workplace. Detailed description has been given on the contribution of HPW in employee
engagement and competitive advantage. In other words, with the help of HPW this company
cane easily build strong relation with its employees and also can compete its market competitors.
At last, various approaches has been highlighted by which TESCO can easily mange employee's
performance within work place.
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REFERENCES
Books and Journals
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Darling-Hammond, L. and McLaughlin, M.W., 2011. Policies that support professional
development in an era of reform..Phi delta kappan, 92(6), pp.81-92.
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.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Little, J.W., 2012. Professional community and professional development in the learning-
centered school. Teacher learning that matters: International perspectives, pp.22-46.
Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for
teaching online: an OU (UK) case study. Distance Education. 32(1), pp.119-134.
Marquardt, M. J., 2011. Optimizing the power of action learning: Real-time strategies for
developing leaders, building teams and transforming organizations. Hachette UK.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Pan, S.C. and Franklin, T., 2011. In-Service Teachers' Self-Efficacy, Professional Development,
and Web 2.0 Tools for Integration. New Horizons in Education. 59(3). pp.28-40.
Online
Employee Performance Management: A Positive Approach Pays Off. 2017. [Online]. Available
through: <http://jakoba.com/employee-performance-management-a-positive-approach-
pays-off/>. [Accessed on 13th November 2017].
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