Performance Management Approaches

This assignment delves into the different performance management approaches used in organizations. It examines three primary methods: results-based, behavioral, and quality-based approaches, outlining how each assesses employee performance. The document emphasizes the significance of these approaches in fostering a culture of High Performance Working (HPW) by aligning individual efforts with organizational goals. Furthermore, it suggests professional development strategies for HR professionals to enhance their skills and contribute effectively to HPW initiatives.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION......................................................................................................................2
SECTION 1................................................................................................................................2
a) Appropriate knowledge, skills and behaviour required by HR professionals....................2
b) Analysis of personal skills audit for Jane Cambridge........................................................3
c) Professional development plan for Jane Cambridge..........................................................4
d) Difference between organizational and individual learning and training and development
................................................................................................................................................6
e) Requirement of continuous learning and professional development in sustenance of the
business..................................................................................................................................6
SECTION 2................................................................................................................................7
i) Contribution of HPW to employee engagement and competitive advantage.....................7
ii) Difference approaches to performance management........................................................8
CONCLUSION..........................................................................................................................9
REFERENCES.........................................................................................................................11

INTRODUCTION
Human resource is an important aspect in order to develop connecting with the
employees in the organisation. The department is also responsible to resolve disputes which
take place at the work place. A comprehensive discussion on required knowledge, skills, and
behaviour that must be assessed by an HR professional will be made. Further, the report will
focus on different approaches to performance management such as, quality, behaviour, results
etc. In the end, a discussion on High Performance Working (HPW) and its dependence on
competitive advantage will be focussed upon.
SECTION 1
a) Appropriate knowledge, skills and behaviour required by HR professionals
In order to perform the role of human resource professionals, it is important to have
certain set of skills and knowledge. Some of them are mentioned below:
 Communication skills: It is important for the people to have good communication
skills so that they can easily communicate to the business employees. Further, it also
ease down the process of interview through which they need to select right kind of
talent for the organization which further contributes in accomplishing organizational
goals (Hendry, 2012). They are termed as an important team of the business who
ensures that the message is appropriately communicated without any error.
 Judgement skills: The individuals must also pursue judgement skills which can help
in taking wise decisions for the company. The main role of Hr is to ascertain that the
people whom they are hiring are perfect for the company and may be able to meet the
goals of the entity. Further, dealing with the discriminations issues at the workplace
and other problems arising there is the another major role of the entity. Hence, they
should have the skills of judgement so that they can ensure better decision making and
appropriately respond to the different situations.
 Sensible and honest: The person must be honest and sensible further taking into
consideration all the ethics which are essential to carry out the duties of HR
professionals. It is important to meet the needs of the company where all the rules and
regulations of the organization are followed. All the employees and workers in the
organization are treated fairly in the business management.
 Training and development professionals: It is required to have appropriate skills to
provide training and development to the employees. Some of the skills include

presentation skills, reading and writing skills, excellent skills etc (Beardwell and
Thompson, 2014). The concept and workplace rules must be clear to them so that they
can further communicate them to the other employees as well.
 Organizational skills: it is important for Hr personals to manage record in an
organised manner so that it can be searched for as and when required. The
compliance and organizational requirement must be fulfilled by the HR so that legal
requirements can be complied of. Time management is another important aspect so
that all the important functions are performed right on time. It helps in strengthening
the solutions to multiple problems that may arise in the entity at one point of time.
b) Analysis of personal skills audit for Jane Cambridge
Based upon the current skill set possessed by Jane Cambridge, There are certain skill
set that must be possessed by him. Further, there is a scope of improvement to the skills being
possessed by him currently as well. Some of them are mentioned below:
 There is a requirement to get a little experience in drafting contracts of employment.
In order to brush up the current knowledge, a training session for Jane can be
organized so that he can get aware of what is to be performed while developing
employment contracts for the new joiners.
 The person must also comply of the knowledge with respect to delivering training
session. In order to give effective and efficient training session it is important that
Jane himself must possess adequate amount of knowledge regarding it. The training
can be given to existing employees and to the new joined as well. Further, the training
sessions must be knowledgeable enough to provide adequate information to the
employees that will be benefitted in fulfilling organizational goals (Jiang and et.al.,
2012).
 Jane must possess adequate knowledge regarding use of data base as it helps in
getting right kind of candidate to the organization as and when requirement arises. It
helps in managing the profiles the employees that have already been screened or are o
be screened for employment purposes.
 Jane must also have adequate knowledge with respect to HR specialist software. It
helps in managing the data in appropriate manner. The salary structure can also be
kept safe and can be used as and when required. Jane can also mark dates and can
conduct activities in the office premises (Berman and et.al ., 2012). Hence, the
knowledge to the subject is important.

 Person must have adequate knowledge regarding usage of excel spreadsheet so that
data can easily be stored by him. Use of appropriate formula in the excel sheet can
help in getting the work done easily, reliability and in the quickest possible manner.
 Further, another important required skill that Jane must possess is resolving disputes
and complaints that may arise at the work place. It helps in providing good learning
and healthy competitive environment to the employees further complying with the
rules and regulations of the organization as well (Purce, 2014).
c) Professional development plan for Jane Cambridge
Professional development programme is given to the employees which has newly
joined the organizational in order to give an overview regarding his job responsibilities and
analyse the progress of development of the individual. There are certain steps that are
involved in the process:
Step1: Requesting self assessment from the staff member
Jane has the interest in becoming HR professional and hence must possess certain
skill set to be effective and efficient HR professionals. There are various skills that are to be
possessed by him in order to effectively and efficiently deliver the necessity of the job. Some
of them are:
 To develop communication, reading and effective writing skills that can help in
communicating the right thought to the listeners.
 To understand the basic functions of Microsoft Office which can help in developing
spreadsheets, preparing effective power point presentations etc.
 To have judgement skills so that any disputes or issues arising in the organization can
be resolved without any biasness with any employee.
 To advice on Human resource issues emerging in the organization.
Step 2: Developing the level of individual skills
It is important to develop certain set of skills so that Jane can perform his duties in the
best possible manner. Hence, there is a requirement to develop and enhance the following
skills:
 To enhance knowledge regarding database management.

 To gather appropriate knowledge regarding training session so that the best can be
deliver to the employees.
 To give training sessions for giving information about HR specialises software that
can help in easing out the process
Step 3: Assessing the needs at organization and department level.
HR requires certain skill sets to be possessed to carry out the function and hence,
following requirement of skills, behaviour, and knowledge must be present in Jane. Some of
the requirements include;
 Drafting employment contracts (Sparrow, Brewster and Chung, 2016)
 Writing reports
 Resolving disputes and complaints arising in the entity
 Developing traininng sessions for the employees
Step 4: Exploring the development opportunities for the staff member
Based on the assessment made on Jane, the self assessment reflected that there is a
requirement to improve certain skills set to make Jane an effective and efficient HR
professional. Some of them are;
 To develop a knowledge regarding usage of data base
 To have adequate knowledge regarding specialist HR software.
 To understand the concepts of drafting contracts for the employment for new joiners
and for the one whose contracts are to be updated as per the new policies and rules.
 To have adequate skills to deliver the training sessions to the new joiners so that they
have adequate knowledge regarding the working environment and rules and
regulations of the workplace.
Step 5: recording and analyzing the progress of staff member
It is important to analyse the progress and take corrective actions based on it. In order
to perform this action, certain tests can be organized to assess the scoring pattern. Further,
mock interviews, group discussion programmes can be organized to assess the enhancement
in the skills that are required be possessed by a human resource professional.
 Assessment can be made every week

 It can be done through tests, mock interviews and other activities etc.
d) Difference between organizational and individual learning and training and development
Organisational and individual learning is an important aspect as it becomes a
necessity for the organization to make the employees perform in the best possible manner. It
is considered as a fundamental requirement for the sustainable existence. The main objective
is to make the employee productive. The learning given to them comprises of two facts. One
is to accompany the people with skills which is t develop physical abilities to produce some
action involved in the job effectively. Another is to articulate the conceptual skills of
performing the task in a unified manner. Since, learning is a continuous process and requires
time and efforts both; it cannot be inculcated through one training session. Hence, there is a
requirement to provide organizational and individual learning rather than opting for training
sessions.
However, training and development also plays an important role to give a glimpse of
the concept that has not been known to the process from the very beginning. It helps in giving
an overview of what is going to be done by the employee on the job through out. It helps is
strengthening the skills that are required to be inculcated or improved in the employee as it
helps in giving out efficient and effective output. The people in the work place who are not
up to that level; training and development helps them bringing at the similar stage. It helps in
reducing weak links in the people who have reliance on others in order to complete their
basic tasks (Buller and McEvoy, 2012). It plays an important role in bringing out the
weakness of the people so that appropriate steps can be taken to address them. It results in
improving the performance of the people working in the organization pushing their efficiency
in wider context. Hence training and development is also an important aspect of any
organization.
e) Requirement of continuous learning and professional development in sustenance of the
business
There is a requirement of continuous learning and professional development in the
organization. The market is quite dynamic where continuous learning of the employees and
top level management is required to develop his skills so that the goals of the organization

can be fulfilled. It helps in brushing up the skills already being possessed by the employee
further fulfilling the requirement of new skills as well. It helps in bringing the opportunities
to inculcate something new in the people which can help in development of the organization.
It helps in pacing the capabilities so that employees can match to the skills of other
companies in the same field. Continuous learning and development programme helps in
making the knowledge relevant and keeping it up to date so that its practical implication on
daily work life is easy further keeping in touch with current trend in the business world as
well. It pays a vital role in making positive contribution to the team development assisting in
the advancement of the individual career as well. Deeper understanding to the facts is
developed making greater appreciation in the current set of skills in the individual. Improved
contribution to the quality of life and practical implementation of what is learnt in
professional development sessions.
It has a vita contribution in the development of the organization as well. The
improved skill set of the employee and the top level management helps in involving in better
decision making. It reduces the risk in the business operations making the profit for the entity
certain. It is not only essential to the professional course of life but also in the personal course
of life as well. An individual is able to make prudent decision in his life and is able to
implement risk management process in every situation. Solving the issues within the peers
becomes easy and reliable. For instance, if the company is facing issues in the sales and
marketing department, the company can set up few sessions which can help in giving them
certain advice regarding current sales techniques which can ultimately help in increasing the
sales of the organization.
Hence it can be assessed that continuous learning and professional development lays
an important role in the sustenance of the business and hence to be inculcated by every
business at its work place (Marchington and et.al., 2016).
SECTION 2
i) Contribution of HPW to employee engagement and competitive advantage
High Performance Working (HPW) is a general approach to manage organization in
order to push high involvement from the side of the employee with the commitment to
achieve high performance level in the employees. It helps in creating a culture of
transparency and trust in the organization. It removes the traditional hierarchal culture which
opens lines t the communication among the employees. Flattening the structure of the entity

makes the employees working in it happy, engaged with the enterprise, motivated and sharing
and understanding higher vision to the organization. It helps in bringing the commitment
level of the employees up integrated with the improved performance results from their side.
It encompasses three broad area mentioned below:
 High involvement of employees
 Improved human resource practices
 Reward and commitment practices.
All the three areas mentioned above helps in bringing out high performance level from
the employees as it helps in implementing and correlating positive growth to the organization.
It helps in bringing out increased profitability of the entity as well. Implementation of High
Performance Working ( H P W ) in the organization increases job satisfaction level, lowers
down the staff turnover ratio, promotes innovation and brings creativity in the organization. It
helps in creating competitive advantage over the other companies functioning in the market
as the adoption of HPW promotes growth and development in the organization. There are the
following approaches that can be used by the entity to promote HPW:
 Decentralizing the structure and reinforcing self management
 Sharing adequate information with the employees so that they can feel the sense of
belongingness to the organization. Further, suggestion can be taken from them
(Anderson, 2013).
 Implementing people focussed culture in the organization such rewarding them on
their hard work and honesty.
 Adopting flexible working in the workplace
 Clear emphasis on learning and development so that employees are given adequate
opportunity to develop their skills and brushing up their existing knowledge.
 Introduction of employee support system where feedbacks can be gathered from them
at appropriate intervals.
ii) Difference approaches to performance management
It is important to have performance management time to time in order to assess the
productivity of the employees. It helps in maintaining high performance working in the
organization further promoting growth and meeting entity goals appropriately. In order to
perform this functions there are various approaches that can be used by the manager. Some of
them are mentioned below:

 Comparative approach: In this approach, the employees in the organization are
ranked based on their performance every month. It is a straightforward technique
where they are made in the order of highest to lowest. It helps in ascertaining ever
individual’s performance and corrective actions are taken based upon it (Effective
performance management: five approaches defined, 2017). It helps in promoting high
performance working in the organization as the highest performance is awarded by
the management and the lowest performers are given training sessions with the aim to
improve their performance.
 Behavioural approach: This approach helps in defining and shaping the right kind of
behaviour in the employees for effective and efficient performance. It can be done
through Behaviourally Anchored Rating Scale (BARS) which serves as a guide for
the management and carry out the scale rating of the employee’s behaviour. It takes
into consideration all the dimensions of traits. Each of the dimension of the
performers, it rates by making an association through behavioural level that is fitting
to its performance. It helps in inculcating right kind of behaviour in the people and
inculcates HPW.
 Results approach: It helps in measuring the results of the performer. The strategic
goals set by the management must be fulfilled as the answer is in black and white
form. Either the person must have achieved the goals or not achieved the goals. T
helps in motivating the employee to achieve their strategic goal and drive towards
High Performance Working (Jiang and et.al, 2012).
 Quality approach: According to this approach, the defects in the production are
minimized so that higher customer level can be achieved. It is the approach to
inculcate continuous improvement in the organization. The aim is to not account the
employees for the defects as it can lead to de motivating factor to them and hence
inculcating HPW in the entity.
CONCLUSION
Based on the above report, it can be concluded that, a human resource professional
must possess all the important skills so that he can perform his functions effectively and
effectively. Further, a professional development programme for Jane has been made in order
to make his skills concrete. Moreover, continuous learning and development plays an
important role in sustenance of the business. In the end, it can be concluded that with the help

of different performance management approaches, every employee’s performance can be
measured further helping in driving High Performance Working in the organization.

REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E. M and et.al ., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review. 22(1).
pp.43-56.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Jiang, K. And et.al, 2012. Clarifying the construct of human resource systems: Relating
human resource management to employee performance. Human Resource
Management Review. 22(2). pp.73-85.
Marchington, M. And et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Online
Effective performance management: five approaches defined. 2017. [Online]. Available
through <https://www.hr.com/en/magazines/all_articles/effective-performance-
management-process-five-appr_i3t1jcg4.html >.