Appraisal Methods and Performance Management

The provided study analyzes the employee knowledge, skills, and behaviors required in the human resource team of Mark and Spencer. It discusses different appraisal methods used by the company to evaluate employee performance, including individual and team-based work performance. The study also highlights the importance of continuous learning and high-performance working contributions.

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 professional knowledge , behaviour and skills required by HR. professionals.....................3
P2 from the above knowledge, skills and behaviour make an professional development plan
in M & S......................................................................................................................................4
LO 2.................................................................................................................................................5
P3 Differences between organisational and individual learning, training and development .....5
LO 3.................................................................................................................................................7
P4 Need for continuous learning and professional development ...............................................7
P4 high performance working contributes to employee engagement and competitive
advantage. ..................................................................................................................................8
LO 4...............................................................................................................................................10
P6 performance management approaches.................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Developing individual , teams and organisations in an organisation is an essential thing to
take the responsibilities of work, to make their skills effective and to contribute their efforts to
achieve organisational goals. Marks and Spencer is a multinational company. This company is
providing any services like clothing , home and beauty and food and many more services. This
file discusses about requirement of professional knowledge ,skills and behaviours which are
required by HR. professionals, personal skill audit ti identify appropriate knowledge skills and
behaviour and development of professional development plan for given job role, differences
between organisational and individual learning , training and development .need of continuous
learning and professional development to drive sustainable business performance , how HOW
contributes to employees engagement and competitive advantage within M & S. and the ways in
which performance management, collaborative working and effective communication can
support hight performance culture and commitment.
LO 1
P1 professional knowledge , behaviour and skills required by HR. professionals.
KNOWLEDGE-
Knowledge about human resources- knowledge of HR is required by HR professionals
to know that how an individuate enter the company and how he takes the promotions and how he
should manage his time these all thing are required by the HR. professional on the time of
recruiting in M & S. Knowledge is an important key of success and growth towards the
expectations((Fagerholm et.al., 2015.).
Business awareness and technical knowledge- an individuals should have all the
knowledge about the market tends and market position and the products value in market. And
also individual should have technical knowledge to understand all the connectivity with other
departments.
SKILLS
Communication skill & leadership skill- this is one of the ma sin skill which required by
HR professional. Because it is n important thing in M & S. because some times and employees

has to present any report to the other person so he should have an effective skill. And also
leadership skills are required to hendl all the employees for making a echo friendly environment.
Analysis skills – HR professions of M & S require for the analysis because individual
should have skills to analysis any problem deeply and get the solution.
Team working and collaboration- hr. professional require for an individual who should
have quality to maintain his team.
BEHAVIOUR-
Adaptive behaviour – hr. should have adaptive behaviour in organisation it is duty to
listen everyone and change the lesions according to situations .
Integrity and ethics.- Hr professionals require for the behaviour of integrity and ethical.
That means. HR should be loyal and follower of their principles.
Hard decision making- HR. should have a quality to take the decisions in difficult
situations.
P2 from the above knowledge, skills and behaviour make an professional development plan in
M & S.
Professional development plan is also known as employee development plan the aims of this
plans are- it helps to think for employees that where they are , what they have to achieve, and
should be their short term and long term goals. And what they need to improve skills and
behaviour etc .overall this plan has a purpose to make a strategy to meet their goals where they
can improve their qualities and meet their goals. Initially it should be own responsibility of
employee to improve their own skills. Because its an important to take the career in own why en
employee should depend on other specially in the case of improve skills and behaviour(Bolden,
2016) . These are the basic things which should understand .
Below these are 9 steps to write a professional; development plan of employees in M & S.
Employees should observe where they are standing in the race of the world and how they are
progressing. This step helps to observe yourself that employees has done in past years and now
where they are standing.
An employee should identify their goals in M & S. answer of this question can take a long time
because some time employees gets confused to think what they want to achieve in starting. Make

sure goals of employees should be achievable, realistic, measurable and specific. so there are
three steps to identify this question-
11 what activity or work an employee like the most.11 What does the success means for employee.11 Where an employee would like to be in next 3 years.
Gather informations- after knowing the future goals of an employee in M & S. Next step is how
the identified goals can achieve. If an employee wants to be a manager then he should follow all
the skills and requirements(Fagerholm et.al., 2015. ).
Evaluate their professional skills.-it is stage an employee needs to evaluate professional skills.
that how to develop professional skills to become a manager in M & S.
Identify what are the remedies to achieve or develop skills and requirements to become a
manger in M & S. Employee can join the seminars and workshops to develop these skills.
Make a time line that what time is right for you to achieve goals. It means employees has given
a particular time line in which they have tit achieve their plans.
Keep noting all the PDP so employees can update while they can observe themselves.
Evaluate plan evaluation of plan is a necessary to know above abut the goals of employees in m
& s. that means future foals should be specific, achievable, timely and measurable.
Measurement of progress is an essential thing . Because its help to know that employee is going
on goal path or not. Training provides by organisation helps to employees to achieve their desire
goals.
LO 2
P3 Differences between organisational and individual learning, training and development
The characteristics of learning and training and development-
An individual learning, training and development is the process of motivate ourself by the
process of learning(Bolden, 2016). So the learning is the process where an individual try to learn
something by observe someone. Individual training and development is the process where an
individual starts to improve their skills. So overall learning training and development all are

interconnected with each other because an individual get the training process and starts to learn
something new and he starts to develop the qualities inside(Kislov et. al., 2014.). In the process
of learning, there is no any guidance of anyone which he gets all the process of learning , and
training and development. In other side organisational training and development is the process
of providing the training facilities to employees. Company organize the seminars and provide
many activities for the development of employees. training and development is an essential part
of grooming is is a process where an individual can adopt the qualities. An individual helps and
support the employee for their training. So an individual plays an lead in the process of
organisational learning , training and development. Organisational training and development
which encourage all the employees to work.
All the employees a can motivation threw the experienced person in the company who
has achieved many awards and rewards. But in individual learning train in and development,
where and individual try to motivate himself by different different sources like there are many
motivational books which he reads and watch motivational stories. It is a process of creating ,
using and sharing the knowledge with employee. an individual training and development is the
part of organisational training and development. Training and development is the process of
individual and in organisation. Both are some how inter relates to each other because a person
when enters an organisation and start to improve his skill at that time he does not get the proper
guideline of anyone. The main reason of providing ting is all employees should know about their
work and responsibilities towards company(Kislov et. al., 2014.). Every employee plays a main
role in the company so they should be unique and dedicating towards their work. So it is
important for company to provide them training and development programs. So they can develop
their capacities, grooming skills and knowledge about work. Many activities are their which
company provides to employees of M & S so they can trust each other after they entered in the
team. this company M & S is providing training and development session to their trainees . To
groom their qualities and work effectively. Company is providing its training and development
sessions to their employees worldwide(Pareek and Purohit, 2018). Company is using different
tools and techniques to provide them effective training. And individual training and learning is
the process of learning on individual levels and it is extra ordinary process. Organisational
training has a particular time period in which it has to be done. and individual training can be
perform anywhere any time without any schedule individual can learn anywhere.

LO 3
P4 Need for continuous learning and professional development
Continuous learning are important in the personal and professional level. In personal
level continuous learning develop self skill knowledge and behaver. On the professional level
continuous learning develop future expanding skill. Continuous learning develop workplace and
help to created daily change(Reyes, Tannenbaum, and Salas 2018. ).
Mark and Spencer company Human resource team organise continuous and professional
learning seminar for the employee skill and knowledge development. The Mark and Spencer
Human resource manager conduct training according to workers capability and need the learning
will be individuals, groups, business sustainability and social learning level for the development.
Professional learning help to develop workers for improve job performance, continuous
education, job assignments. Mark and Spencer conduct continuous eduction, participation in
professional organisations, increased role and responsibilities, and skill based training
professional development of employee. At a individuals level continuous learning is ability to
learning to learn by regularly improve skill and develop knowledge.
Daily learning skill help to change work life and environment. Continuous learning is
help employee and business developing workers learning goal at work in personal and
professional level(Vijayasarathy and Butler, 2016. ). In professional level continuous learning
recognise employee ability and need of learning. Mark and Spencer think continuous learning
prepare employee for the new situation, task and condition. Learning maintain skill level
practices for the business development. The continuous learning reflect the Mark and Spencer
success. Continuous learning increasingly importance for the business success and changing the
economic environment.
Need of the continuous and professional learning for the business development. Threw
continuous learning Mark and Spencer:Improve employee capability with current standers. The
company develop workers knowledge according to need of professional services for the
customer, Clint and community. In team continuous learning development its meaningful
contribution for make more effective work place. Mark and Spencer Human resource team think
continuous learning is grate teacher for develop employee professional skill knowledge and
working ability(Pareek, and Purohit,2018).

Professional learning help to develop employees working interest, ability, understand
business model, diversify skill set. Continuous learning expand professional knowledge, training,
improve work performance, gain new experience, and time management. Mark and Spencer
focus on the employee professional development throw the continuous learning because of the
company use the latest technology and improve outcome services. The continuous learning
define the personal learning and production learning define future development.
Mark and Spencer provide continuous learning there employee for the skill and
knowledge development. That development the company use different techniques like Job
rotation, transfer, promotion, training program, seminar, event, and culture function etc.
Continuous learning improve Mark and Spencer company productivity, job satisfaction and
maintain employee relation. For professional development continuous learning help improve
professional knowledge and skill. The professional knowledge help complete task, work and
improve working ability(Woodcock, M., 2017.). Continuous learning is a part changing current
business environment, economic condition. Professional development help to improve employee
knowledge for understanding business model, diversify workers and labour skill, attend
conference, and take new risk. Professional knowledge prepare employee for the company's
productivity growth. The continuous learning and professional knowledge of Mark and Spencer
employees make good relationship, build confidence, improve working condition, make success
planing and improve efficiency.
P4 high performance working contributes to employee engagement and competitive advantage.
High performance working is employee working ability and practise. In any organisation
improve employee capacity, develop, and retain high performance effective that is high working
performance. High performance working can be defined as practices that are used by business
for improving performance of employees and increasing capacity of business unit. In order to do
the same entity always ensure to motivate its workers and making them positive towards brand.
This is beneficial in order to raise commitment of people and enhancing their engagement
towards brand(Woodcock, M., 2017.). M&S always communicate mission of entity with its
workers. This helps people in knowing about company’s objective . Enterprise involve its staff
members in decision making process this enhance involvement of them. This makes them feel
valued. This strategy is helpful in making people positive towards brand and increasing their
commitment. M&S provides incentives and other perks to its workers on the bases of their

performance. This strategy works as motivational tool for company. By this way people put their
hard efforts so that they can prove themselves and can earn more benefits in the organisation.
Management of company gives training to its employees so that they can rise their skills ad can
improve their lacking points(Sue, S. O., 2015). This contributes towards high performance
working. By this way new candidates feel so happy and comfortable in company and they always
try to perform better in the organisation.
Mark and Spencer fellow the high performance contributes. In that organisation any
employee do the grater involvement and responsibilities of work for achieving goal. It is
methodology for develop work environment, and workers working ability. The company uses
different way for employee high working performance, that ways are give best training approach,
provide team task and team committers, uprate employee constantly, create specific and realistic
goal, make work according schedule, reward, incentive and promotion(Ciemins, et.al., 2016. ).
High work performance system is a part of Mark and Spencer human resource team for
employee skill development and workers motivation. In the hight performance company include
workers training security, team decision, decentralised decision, information sharing between the
employee. High working performance promote employee for the work, Create work idea and
information sharing. Mark and Spencer afford high performance work for employee to encroach
there work so workers work long term in the organisation(Lacerenza, C. N. and et.al., 2018).
When employee do good work and show the interest of high work performance that time
its improve company's productivity, capacity of effective attract, employees development,and
retain workers personal performance. Mark and Spencer provide feed back, rewards, gifts, prize,
increment, and incentive according employee work performance, but when the company promote
employee than the worker try to achieve goal. Mark and Spencer provide motivation for develop
performance skill, Woking ability, professional knowledge. Company fellow seven performance
practise. The company have to sure the employee's security, selective hiring, employees decision
making power, compensation, result based rewards, training by commitment, reduces status
barriers(Woodcock, 2017).
Competition between employee's that help works to develop performance skill.
Competition engage employees for here work and achieve goal. Is the Mark and Spencer human
resource team member provide competitive task individual and group performance to achieving

goal and objective. It will be develop employees compaction strategy. So labour work
performance develop and creative skill and knowledge. throw work competition the employees
are highly motivated for work. That motivation creates healthy and safe work environment. Mark
and Spencer use competitive work environment for achieve task. High work performance
emphasize employee involvement and reflect a commitment.
The combination of high performance work and competitor impact on employee and
organisation performance. Its create specific and realistic work task. Human resource team create
schedule for the development skill and ability. It is potential contribute toward organisation.
Mark and Spencer provide there employee's high work performance services for engage
competitive advantage. The company want to reduce product cost but improve production and
productivity(Lacerenza et.al., 2018.). Mark and Spencer is the company that provide work
according to there interest and ability. The company will be able to provide high performance
compensation for workers. As a high performance work system in Mark and Spencer make a
grate contribute to superior for organisational performance.
M3 Benefit of applying high working performance.
Mark and Spencer apply high working performance because when employees are
encouraged there work so improve productivity and minimise cost. The benefits are accelerated
improvement efforts, energized employee, an outside perspective, learning from the feedback,
aligned efforts and resources, focus on result, role and model status and pride. other high
performance benefit of Mark and Spencer Employee benefits, customer benefit and management
benefit. that benefit help to improve working condition. The company have to identify
employees work ability and provide benefit according to performance(Reyes, D. L.,
Tannenbaum, S. I. and Salas, E., 2018).
LO 4
P6 performance management approaches
Performance management approaches is the process of motivate employee for there work
and provide feedback and accountability of the individual and team performance or achieve task.
Performance management is the future goal oriented process that will provide better work place.
Mark and Spencer use different performance management approaches according to
employee work performance and ability(Sue, 2015). Performance will be analyse group and team

work. Business smoothly and effectively run in business environment so the company Mark and
Spencer using performance management method. That can be ensure employee role ,
responsibilities, ability and expectation. Performance management approaches method.
1. Assessment centre method
in this method Mark and Spencer take a test for the analysis employee situation. Mostly
time the company Mark and Spencer these techniques for new coming employee to evaluating
there skill, ability and knowledge. Assessment centrer method is help full for understand
employee working capacity and the capability of the team and individual work performance. In
this approach the company use different method like interview, written test, job rotation, transfer,
physical test, simulation game and work related test. In short these techniques is combination of
more than one objective, task and situation for the searching and selecting the best employee for
post(Ciemins, E. L. and et.al., 2016). In this method Mark and Spencer fellow role playing
techniques, leaderless group discussion, and other culture activity.
2 Behavioural anchored rating scale
Mark and Spencer fellow these techniques for the analysing employee working
qualitative and quantitative capability in the working environment. Behavioural anchored rating
is the process of identify individual employee work performance. Mark and Spencer Rating
scale is Measuring employee rate according to there behavioural narrative and incidents
quantified rating. In this techniques company Mark and Spencer use critical incident techniques
that are use for documenting human behaviours(Johnson, 2015.). It is the latest modern appraisal
techniques. Which has development for improve and identify employees behaviours in the work
environment. Human resource team make a rating scale in that scale the human resource team
include employee behavioural for there superior and top management.
3.Essay Evaluation.
Mark and Spencer fellow these techniques because the method are less expensive and
mere effective for appraising employees. This method are use especially in new or start-up
employee. in this method human resource team of Mark and Spencer company include writing
detail of the employee work performance, skill, knowledge, strengths, weakness, attitude and
behaviour of the individual employee. Essay evaluation is individual employee work analysing

techniques. This evaluation details and employee work decryption etc. are analysing employee
supervise and manager. According to Mark and Spencer human resource team this method are
less structured but that method give appraiser and opportunity to explore working ability and
quality.
4. Rating scale
Mark and Spencer use these techniques for analysing small level employee or new
employee because of new join employee not know the performance appraising process and
human resource team also not know employee capacity(Bolden, 2016. ). So the company make a
stretcher for analysing employee behaviour, skill, ability, team work, communication skill,
precision, decision making skill and knowledge. Mark and Spencer involve team and individual
employee working process.
5. Management by objective
Mark and Spencer's human resource team fellow this method because of management by
objective method of performance appraisal are result oriented. that method helps human resource
team for examine and extend employees predetermined work and its objective. That method
identify employees working results, employee traits and need for the job.
6. 360 degree feedback
Mark and Spencer use these techniques for analysing employees multi rate, multi source
feedback and multi source assessment. In this feed the employee's analyses self evaluate, and in
these employees subordinate, manager and supervisors. The organisation mostly use this
feedback process because these process providing employees development skill, ability,
knowledge, and behaviour.
7. forced distribution method.
That method are based on the appraisal team assumption. The human resource team
assume employee job performance is good and normal and provide appraisal. This appraisal
based decided scale point.
M4

Mark and Spencer fellow different performance approaches for make judgement for
making effective appraisal. Appraisal divided on the bases of employee work performance,
ability, skill and knowledge(Vijayasarathy, L. R. and Butler, C. W., 2016. ). Appraisal is the
process of motive employee for work. Mark and Spencer make appraisal individual and team
based work performance. Appraisal time the company focus on employee work ability, strengths,
weakness. Communication skill etc. Mark and Spencer using different methods Assessment
centre method, Behavioural anchored rating scale, Essay Evaluation, Management by objective
Rating scale and forced distribution method. Threw this method the company given appraisal
there employee and motive for work.
CONCLUSION
From the above study it has been surmised that employee knowledge skill and behaviours
requirement in the Mark and Spencer company human resource team. It will be analyses the
employee professional knowledge, skill, behaviours and requirement of knowledge human
resource professional. The knowledge will provide Mark and Spencer employee professional
skill of audit. The company analyse difference between the team and individual training and
learning and development. And it will also analysis importance of continuous learning. Ark and
Spencer would be knowledge of high performance working contribution and analysing its
benefit. The company also evaluate performance management approach and its evaluate.

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