Performance Management Practices & Their Impact

This assignment delves into the field of performance management by examining diverse approaches used in organizations. It analyzes how these approaches influence employee motivation, productivity, and organizational success. The discussion also covers the potential challenges and benefits associated with different performance management systems.

Developing individual, Teams and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Determination of skills and behaviour required by HR professionals..................................4
P2. Audit of personal skills of employees and professional development plan..........................5
TASK 2............................................................................................................................................7
P3. Differences between organisational and individual learning, training and development.....7
P4. Need for continuous learning to attain sustainable business performance...........................9
TASK 3..........................................................................................................................................10
P5. High performance working contributes to employee engagement and competitive
advantage ..................................................................................................................................10
TASK 4..........................................................................................................................................11
P6. Different approaches of performance management and their contribution on high
performance culture..................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Developing individuals and organisation is the duty of HR manager of company. This
helps company to achieve the set targets effectively and efficiently. It is the duty of HR to
maintain employee relations in company and manage them effectively. It includes the process of
increasing skills and knowledge of employees in organisation. Tesco is the British multinational
retailer which is chosen for the present study (Ainscow and Sandill, 2010). Firm basically deals
in grocery and general merchandise products. In terms of profit, it is the third largest retailer in
world.
The present report explains about, skills and knowledge which are required by HR
professionals, audit of skills of personnel and making of development plan for a particular job,
difference between organisational and individual learning, training and development, need for
learning to achieve organisational targets and different approaches which help in performance
management and their support for high performance (Bolman and Deal, 2017).

TASK 1
P1. Determination of skills and behaviour required by HR professionals
It is important to have required skills by HR professionals of company because it helps
them to manage the employees. The activities which are handled by HR are performance
appraisal, determination of remuneration, maintain employee relation, etc. All these roles of HR
require appropriate skills and knowledge to achieve their personal targets. This helps company
too in achievement of the organisational targets easily. All the activities of HR help in improving
the performance of employee in company and to motivate them to work harder for the
accomplishment of objectives. Tesco is the multinational company, where Large number of
employees are working to mange the activities of the company. So, it is important that HR
manager of Tesco has appropriate skills to handle large number of employees of company.
Following skills, knowledge and behavioural concepts are required to have by HR professionals
which are described below:
 Speaking ability: Human resource management of company is required to have good
communication skills. This helps to maintain healthy relations with employees of firm.
This ability helps to define the roles to individuals which they have to perform in
organisation. So, it is the basic requirement which they have to possess to continue their
work in organisation. Tesco is big company, which requires good HR manger to manage
the actions of company and to improve the performance of employees of company.
 Reading employees: The HR professional of company is required to have skills of the
reading employees nature. This helps them to understand the behaviours of employees.
This gives opportunity to HR to manage them effectively. HR Manager of Tesco, is
required to have these skills to resolve the conflicts betweenemployees and to guide them
according to their behaviours (Chen and et. al., 2013).
 Backbone: Functions of HR department act as backbone of the company in critical
times. This skill is beneficial for company to improve their performance in difficult time
and manage employees in appropriate manner. This quality of HR helps in retain the
employees of company by motivating them towards the achievement of goals.
 Empathy: This is the soft skill which is required to have by HR managers of Tesco, this
helps manager to make the decisions by considering the view points of employees of
company. This helps in taking effective decisions (Kilduff and Brass, 2010) .

 Listening: It is the ability of HR to listen the view of employees. This helps to
understand the nature and abilities of the employees whileperforming the tasks of
company. HR of Tesco is required to listen the problems of employee in organisation and
to resolve them for their betterment in company. This helps in increasing the performance
of employees and maintaining healthy relations with them in company.
P2. Audit of personal skills of employees and professional development plan
The audit of personal skills of employees helps in identifying the strengths and
weaknesses in them. This helps in improving the performance of employees by guiding them in
right direction. Overall, audit of skills increases the efficiency and effectiveness of employees.
While performing the audit, it is also necessary to consider the workplace where they perform
their activities because conditions at workplace have huge effect on the action of employees .
This approach is also used by HR manager of Tesco, to audit skills of the employees of
company to determine capabilities of them. This helps the management of the company to
develop personality and career of employees. It is important for HR manger of company to
know about strengths and weaknesses of employee to improve their performance and attain
organisational targets more efficiently. Strengths of the employee are those areas in which they
have good skills and performing well. But to remove the weaknesses of employee there is need
to build newskills and for this it is required to provide adequate training programs to them. Jane
Cambridge is employee of Tesco. She is performing well in company and completes all tasks
which are given to them very effectively. But she has one weakness, that she is not good in
finance activities and have less knowledge to handle the different budgets of company. To
increase the performance of Jane Cambridge, Tesco is need to provide the adequate training to
her (Leggat and Balding, 2013). This training helps her to develop the skills and to mange the
finance activities more effectively. Other, strengths and weaknesses of Jane Cambridge is given
below:
Strengths Weaknesses
She knows the technical work very well and
good in performing these tasks.
Don't have knowledge to handle the finance
activities.
She has good communication skills which
helps to maintain good employee relation and
Lack of training

the disbursement of the tasks.
She has the leadership skills that she leads his
department solve the problems arises at
workplace.
She has lack of knowledge regarding basics of
the finance activities.
To overcome the weakness of Jane Cambridge, it is required to provide training. Training
helps her to get knowledge about the basic activities which is important to handle the finance
problems of the company ( McKenzie and Aitken, 2012). The knowledge of the different helps
them to understand the standards of the company helps her to compare the actual performance
with these standards. So, training of Jane Cambridge helps in overall personality development of
her.
Professional development plan
These plans are helpful in increasing the skills and knowledge of employees. It is the
continuous process which never ends in company. The professional development plan of Tesco
is given below:
S. No Development
needs
Development
type
Target
skilfulness
Development Time
required
1 Communicatio
n skill
Self
development
8 There is need
to develop the
communicatio
n skills in
employees
which helps in
maintaining
the good
employee
relation in
company.
1 month
2 Leadership
skills
Self
development
8 There is need
to develop the
1 month

leadership
skill in
employees, it
helps in
solving the
problems arise
in
organisation.
3 Financial
activities
Mentoring 5 There is need
by the
management
by company to
provide the
training
regarding
financial
activities to
employees to
improve their
basic
knowledge
and skills.
2 month
TASK 2
P3. Differences between organisational and individual learning, training and development
Individual learning is the process of providing training programs to the employees of
company to increase their skills. This program helps in increasing the existing skills of the
employees which improves the performance of them in organisation. Individual learning has the
huge contribution in achievement of Tesco objectives effectively and development of whole
organisation ( Prugsamatz, 2010).

Organisational learning is the procedure of developing and transferring the skills and
technologies in Tesco. It is the continuous process which increases the performance of
organisations. There is need to organisation development for effective implementation of the
strategies of the management of company. Organisational learning helps the employees of Tesco,
to effectively solve the problems at workplace.
In the context of Tesco, organisation is need to provide the training programs to
employees of company for their personal development. And the individuals are need to adapt the
skills and knowledge which are provided through training programs and covert them in
betterment of their performances (Ramos and Ford, 2011). The difference between the individual
learning and organisational learning is described below:
Individual learning Organisational learning
It includes the skills, knowledge and behaviour
of individual which shows their personality
which helps in achieving the organisational
targets.
Organisational learning includes determination
of the elements which have positive impact on
the learning of organisation by removing all
the barriers.
These individual learning aspects helps the
employees to improve their performances and
to achieve the organisational targets more
effectively and efficiently. Different methods
are used by the employees of company to
increase their knowledge are training,
conferences, internet etc.
To increase the organisational learning
different methods are used by the management
of the company to enhance the profitability of
the company and improvement of the
techniques of company.
If the skills of the individual are improved due
to continuous learning, it motivates them to
work in team and provide the support to other
individuals also to accomplish the team goals
effectively.
Organisation learning, improves the
performance of departments by apply new
techniques of performing the tasks. This
enables the departments to save the time and
cost of completion of task.
Individual learning is the part of organisational
learning. If the employees of the company are
grow, then company automatically grows in
Organisational learning also covers one more
aspect that is understand the problems faced by
employees. It helps the organisation learn to

future. Individuals performance effects the
organisational performance. Learning leads to
creation of the healthy environment in
organisation.
solve the issues related to employees. Tesco is
need to learn this because it is important for
them to solve the employees issue to achieve
organisational objectives.
P4. Need for continuous learning to attain sustainable business performance
Learning is the process of development in the personality of the individual. It can be
achieved through various methods such as training, conferences etc. It helps the individual to
improve their skills and knowledge. Learning in the organisation also helps to motivate the
employees. This enables the individual to develop the leadership qualities and guide to other
employees. Tesco is the multinational company, which wants to grow more in the market and
achieve higher targets (Rosen and et. al., 2011). This will be possible only is the employees of
company are continuously learn new things and implement them in organisation to achieve
targets effectively. In this era, competition among the companies is increases and it is difficult to
attract the customers towards their products. This can be achieved only through providing quality
goods at less price. To attain this goal company is need to apply new technologies for the
production of the products. New technologies are effectively implement only if the employees of
company have adequate skills to operate them. So, continuous learning is very important in
organisation to maintain the sustainable business performance (Schalock and Verdugo, 2012).
The management of Tesco, uses the following methods to increase the learning of their
employees:
 Conferences and seminars: It is the initiative taken by company to improve skills of the
employees and provide the information regarding new technologies. This method is used
to provide information to large number of employees at same time . This helps the
company to save the time and cost. This method is mainly used to provide the theoretical
knowledge to employees regarding new technologies (Svejenova, Planellas and Vives,
2010).
 Training and development: It the most effective method which is used by company to
increase the existing skills of employees. This method helps the company to provide the
practical knowledge to employees regarding the functioning of the technologies and the
strategies which is implemented by management. This program has great role in the

transformation of the employees skills. This enables them to lead the other employees in
organisation also and improves their skills also. But there are also some disadvantages of
this method which are time consuming and costly.
 Online learning: It is the self learning method which is used by employee to gain the
extra knowledge on the technologies used by company. It can be considered as the
initiative by the workers of company to improve their skills by their own. This helps in
development of leadership skills in employees. All these qualities of the em,employee
helps the company to attain sustainable growth in market.
 Workshops: It is the method, in which company provides the same situation to the
employees as they face in organisation and teach them to handle the situations in real
manner. These exercise helps in building the confidence among the employees of
company (Waddock, 2010).
TASK 3
P5. High performance working contributes to employee engagement and competitive advantage
The high performances of employees helps the company to attain the competitive
advantage and the more involvement of the employees in the activities of company. In Tesco,
performance of employee helps the company to attain competitive advantage. There are many
other companies are providing the grocery products but the quality and low price of the products
of Tesco helps them to take advantage in market. It is possible only because of the good
performances of employees of company. Tesco, provides the various benefits to the employee
which are performing well in company. This thing also motivate the other employees in
company to work harder and achieve the organisational targets (Wegge and et. al., 2010.). This
enable the company to attain the more involvement of the employees in tasks and their high
performance towards the achievement of targets. There are many more benefits to the Tesco
because of the high performance of their employees which are describes below:
 It helps the company to satisfy the customer needs and to maintain the good relations
with customers. High performance of employee helps the company to meet the standards
of company and motivate the employees to sustain their performance.
 It helps the company to maintain the good relation between employees which improves
the communication process.

 It helps the company to increase the productivity of the products.
 It helps in maintaining the sustainable growth of company in market.
 It helps in increase the profits of the company by producing the good quality products at
low price.
 It increases the sales of the products of company by applying different and innovative
methods of advertisement.
TASK 4
P6. Different approaches of performance management and their contribution on high
performance culture
Illustration 1: Approaches to performance management

Performance management is the procedure of formulation of task by the employees of
company and to monitor their performances and takes the feedback of employees on their work
and overall performance of company. This activity helps the Tesco to manage the activities of
the employees and maintain the standard of the performance of employees in order to
achievement of the organisational targets. This appraisal process helps the company to achieve
the organisational targets (Ainscow and Sandill, 2010). Good performance of the employees are
the backbone of the company. Tesco, used the many methods and the strategies which helps the
company to mange the performance of the employees. Different approaches which are used by
Tesco are described below:
 Comparative approach: This approach helps the company to compare the actual
performance of employees with the standards which are set by the company. This helps
the company to identify the problems where there is need to improvement. This approach
also helps Tesco to provide the solution to workers regarding the problems faced by them
which affects their performance. This helps the company to provide the ranking to
employees according to their performance (Bolman and Deal, 2017). There are many
methods used by Tesco for comparison of performance are instance paired comparison,
forced distribution technique etc.
 Attribute approach: This approach is unique which uses the different parameters to
appraise the performance of employees. The parameter which are used by the company
includes innovation, team work, creativity, problem solving and communication skills.
Appraisal of the performance on the basis of these parameters helps in creation of the
new ideas in employees. This helps in increase the creativity level among the employees
of company. To make good employee relation in company and perform their work in
teams provides the employees different benefits by Tesco. It motivates the employees
maintain their performances in company (Chen and et. al., 2013 ).
 Result approach: It is the simple approach which is used by Tesco, is that to appraise
the performance of employees on the basis of the outcome of the results. If the
performance of the employee gives the good result, consider as the good employee of
company and entitled to take more benefits from company. It motivate the other

employee of company to work harder to achieve the desired results and get benefits from
the company. It also includes the two types of result approach:
- Productivity measurement and evaluation system: In the technique, appraisal of the
performance of the employee is done on the basis of the productivity of their activities. This
helps in motivate the employees of company to increase the productivity.
- Balance scorecard technique: The main focus of this technique is on the customers, learning,
productivity and operations etc.
 Behavioural approach: It is the oldest techniques which used by the company for
appraisal of performance of workers. This approach includes the series related to vertical
scales for various kinds of jobs. The two techniques are used in this approach which are
BARS and BOS which are helpful in this approach. The BARS(Behavioural Anchored
Rating Scale) includes the 5 to 10 vertical scales which helps in raking of the
performance of the employees. On other hand, BOS (Behavioural Observation Scale), it
ranks the employees on the basis of their behaviour in organisation. It gives the particular
explanation with frequency of behaviour of employees.
 Quality approach: This approach is used to evaluate the performance of employee on
the basis of their quality. If the quality of the work of employee is good then it is ranked
high than the other employees. It motivate the other employees of company to maintain
the good quality in their work.
CONCLUSION
It has been concluded from the above report that skills and knowledge of HR helps in
maintain the good employee relation in company. It contributes in achievement of organisation
objectives effectively (Kilduff and Brass, 2010). It has been understand that it is necessary that
employees of company know about their strengths and weaknesses. It helps them to overcome
from the weaknesses and improves their performance. The management of company has the duty
to apply the different approaches for the appraisal of performance because it helps in
identification of the deviation in between standards and actual performance. All these things
helps in improvement of performance of whole organisation.

REFERENCES
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Approaches for measuring performance of employees, 2017. [Online]. Available through:
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