Performance Management System and Leadership

This assignment delves into the world of performance management systems, exploring different approaches, strategies, and techniques employed by organizations worldwide. From the balanced scorecard to patient-centered performance management, the study examines various aspects of leadership, including employee perception towards performance management systems. The assignment also touches upon the development of control-based performance management systems for shipboard power systems, highlighting the importance of operational performance in OSH management systems. Furthermore, it discusses the CPD cycle and approaches for measuring performance of employees, providing a comprehensive understanding of performance management principles.

DEVELOPING INDIVIDUAL,
TEAMS AND ORGANISATION
Student name:
ID student: 15538
Batch: WH 29
Lecturer:

TABLE OF CONTENTS
SECTION 1.....................................................................................................................................1
A) Determination of effective knowledge, skills and behaviours for HR professionals.............1
B) Analysis of completed personal skills audit for employee.....................................................2
C) Creation of professional development plan............................................................................4
D) Analysis of difference between individual and organizational learning................................5
E) Analysis of needs of continuous learning and professional development..............................7
SECTION 2.....................................................................................................................................9
i) Determination of understanding of contribution of HPW towards employee participation....9
ii) Evaluation of different approaches performance management...............................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

SECTION 1
A) Determination of effective knowledge, skills and behaviours for HR professionals.
In many organizations, there exists several roles and responsibilities that are required to
be accomplished by the HR professionals to coordinate with other departments and provide hire
candidates at key job positions to fulfil the requirements of human resource. In order to fulfil
these key responsibilities there are various skills and knowledge have been required in an HR
officer. These key potential skills will develop its potential to perform the job effectively and
also develops professional behaviour in individual. In this context, as a trainee HR officer of
there are various knowledge, skills and behaviour have been identified which are required to
accomplish the roles and responsibilities of HR professional across the departments in TESCO.
This is mainly on considering the KSA parameter and relating the same to the identified position
of Jane who is in the role of HR officer. Considering the same, KSA is defined as a characteristic
that tends to enable the employees in attaining his or her job-related activities in a competent
manner. It is also a tool of measuring the suitability of the candidate in performing a particular
job. These key important factors are as determined below:
Skills: In an international organization like TESCO, the HR departments work with an
objective of maintaining a right balance of qualified staff in the organization who possesses
effective skills and experience. It also focuses on providing training and development
opportunities to employees in order to enhance their potential and perform in a supportive way to
achieve the business objectives (Yadav. and Dabhade, 2013). Apart from this, there are several
roles and responsibilities like coordinating with other departments, resolving problems, payroll
management, consulting employees, preparing job roles etc., that are required to be
accomplished by the HR professionals and requires them to have key professional skills like
excellent communication, effective leadership, negotiation, problems solving, time management
and team building skills etc. With excellent command on these important skills, it will support
the HR officer to competently perform their duties in TESCO. Skills in the field of HR
demonstrates 4 distinct bands and transitions where 1st band encompasses the early stage of an
HR career which goes till 4th band and improves with experience.
Knowledge: It is the most significant factor that clearly defines the understanding and
mental ability of individual which is required to perform a particular task. In order to recruit the
qualified employees on job, an HR employee should possess an effective knowledge of methods
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and techniques which will be beneficial in attracting qualified candidates towards the job
(Buckingham and Goodall, 2015). In the context, I have also analysed that strong conceptual
skills of laws and regulation is needed to resolve conflicts, providing welfare, interpreting and
advising employees laws to superiors. Effective knowledge of compensation benefits and salary
have been required to manage the payroll of employees in TESCO. Other than, there is also
requirement of technical knowledge for the administration of employee records and payroll in
HRIS software. This signifies the 10 professional areas that are required to be referred by an HR
professional like Jane.
Behaviours: Most essential requirement that which helps an HR professional to develop
positive work culture within organization. In present context, I have recognised that there is
requirement of professional and positive behaviour to develop coordination with employees of
different departments in TESCO (Van Dooren, Bouckaert and Halligan, 2015). Positive
behaviours with employees will help in analysing there needs and developing effective plans to
solve their problems related to employments. For the recruitment of qualified candidate on job, I
have to develop professional behaviour to influence experience candidates to join the
organization and also required to promote equality between existing employees at workplace.
Considering this parameter of behaviour, there exists total 8 distinct type of behaviour that are
required to be undertaken by an HR.
B) Analysis of completed personal skills audit for employee.
As per the previous analysis, I have also identified some key potential skills which helps
in performing the roles and responsibilities of HR professional in international organization like
TESCO. Analysis of personal skills audit have been accomplished in the below table.
Present level of skills Very good Good Average No experience
a) Communication skills
 Interviewing
 writing reports
√
b) Problems solving
 analysing issues
√
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 Conceptual knowledge of
laws and dispute
handling procedures.
c) Technical skills
 HRIS
 Microsoft office
 database information
√
d) Time management
 Meeting deadlines
 Managing activities
√
E0 Leadership skills
 Organizing activities
 Consultant
√
From the above table, it has been clearly described that Jane have effective
communication skills and time management which Jane have developed in her academic career
by giving presentations in various seminar and conferences and through development of
schedules as well as prioritizing the work Jane have managed all my responsibilities in my
personal as well as professional career (Podgórski,2015.). Apart from this, it is also analysed that
Jane have low problems solving and technical skills which is required to resolve the issue and
managing the records of employees at workplace. Jane will develop these skills through
accomplishment of course in Information technology from well identified institution and also
participate in various technical training sessions at workplace. Apart from this, Jane have to face
problems in resolving problems at workplace because Jane don't have appropriate conceptual
knowledge about the laws and regulations related to conditions of employment. There is
requirement to take guidance from superiors in order to improve the leadership skills and
managing other employees at workplace. With the effective communication skills, Jane will be
able to attract appropriate and qualified candidates for key positions in TESCO. It will also help
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in providing motivation to employees and analysing there training and development needs at
workplace.
C) Creation of professional development plan
For the development or improvement of skills, potential and abilities for the performing
the roles and responsibilities of an HR professional, it is considered as essential for every
personnel to develop a plan which provides directions and encourages him to complete the task
for the achievement of personal objectives (Rashidi, 2015). In this context, I have also developed
a professional development plan in which I have determined key potential skills which Jane
Cambridge needs to perform in order to achieve key position of HR professional within in
TESCO.
Requirements /
objectives
Short term goals
1 to 2 weeks
Midterm frame
3 to 4 weeks
Long term frame
1 to 2 months
Personnel
effectiveness like
communication skill,
problems solving,
decision making skills
Participation in
various seminars and
conferences, Jane
Cambridge will
develop her
communication and
motivational skill.
Developing schedules
and prioritizing the
work she will utilize
the time effectively
and accomplish the
task appropriately.
Taking challenges,
participation in group
discussion, research
and organizing
management activities
she will resolve all the
critical problems of
firm and improve
competencies.
Leadership and
management skills like
influential, innovation,
critical thinking
By taking guidance
from superiors Jane
Cambridge will
develop an influential
skill and handle all the
employees at
workplace.
Through training Jane
Cambridge will
develop critical
thinking ability and
competencies to
provide innovative
ideas.
By using internet and
analysing case studies
of management she
will develop strategic
planning ability.
Business skills like
planning and
Ways to develop short
term skills such as
Team building and
accomplishment of
Development of
strategies and facing
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managing, technical,
financial and non-
financial, performance
management, projects
development etc.
communicating with
superiors as well
participation in
decision making.
group tasks. critical challenges she
will improve her
performance.
In this analysis, it has been recognised that there are various opportunities through
which Jane Cambridge will be able to develop and improve these professional skills which are
required to perform the roles and responsibilities in Human resource department of the
organization as well as regulation of effective business operations in market. Moreover, it is also
analysed that the management of company should also require to provide effective training and
growth opportunities to trainee in HR for improvement of their Knowledge related to job
responsibilities etc (Jain and Gautam, 2016). With the effective team work, she will be able to
complete all the task in specified time duration and also able to complete my IT course in a well-
recognised institution so that I will able to keep all the records of employees effectively.
D) Analysis of difference between individual and organizational learning.
Organizational learning occurs when individuals discover a mismatch between
expectations and outcomes, and take action on behalf of organizations to correct them. This
statement indicates that individuals or groups of individuals have to learn about mistakes,
discrepancies and wastages before organizations do. Research suggests that there are positive
relationships between individual learning and organizational learning as well as team learning
and organizational learning. In this context, there are some difference individuals and
organizational learning have been analysed that helps in understanding the requirement and skills
for the personal development.
Basis Organizational learning Individual learning
Purpose The main purpose for this
learning is to achieve the
potential skills and abilities to
perform the roles and
responsibilities within the
organization. It is mainly utilized
The main purpose behind
individual learning is to get
knowledge, skills and abilities
which is required for personal
development. It also supports an
individual to achieve its personal
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by individual. objectives which are developed
in particular span of life.
Focus In this, organization develops
various plans to increase the
potential of its employees at
workplace so that they will
contribute towards achievement
of common goals and objectives
(Shi, Abdelwahed and Amgai,
2015).
In this, individual will provide
more focus on achievement of
personal skills through self-
managed learning so that he will
be able to achieve the key
position within the organization.
For example: after completion I
have an objective to achieve the
position of HR professional in
TESCO.
Ways to achieve Through participation in various
training programs or activities
within organization, individuals
will be able to enhance their
learning and also provide key
potentials to firms in order to
improve its strategic position in
market and resolution of
problems at workplace (Qamar
and Asif,2016).
There are various techniques
through which an individual will
be able to improvement his
learning or develop its skills like
self-managed learning, attending
seminars, reading books, gaining
knowledge through training in
organization. It will help him
achievement of various skills
through which he will be able to
achieve its personal objectives.
Beneficial It is considered as beneficial for
both organization and employees
as it helps in development of
organization productivity in
market or also provide potentials
to individuals to achieve success
in his professional life.
Individual learning is only
considered as beneficial for
single person to achieve the
personal objectives and helps in
development of potential to work
on a key HR position within
organization.
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E) Analysis of needs of continuous learning and professional development.
In competitive business scenario, there is great significant of self-managed or continuous
learning for individuals for the achievement of success in personal as well as professional life.
The professional development is considered as the achievement of the skills competencies and
potential which supports in development of career in specific field or achievement desired job
position in an organization (Laudon, and Laudon, 2016). Professional development has it great
significance as it provides major opportunities to individuals for the development potential and
personal branding in market. In this context, in order to develop career as HR professional and
achievement of skills, knowledge I will also adopt this process of continuous and lifelong
learning as it provides several benefits like increase the competencies of individuals like decision
making, problem solving, critical thinking etc. through continuous learning an individual will be
able to develop its personal branding in market (Devarajan, Maheshwar and Vohra, 2016.). It
provides an opportunity to person to analyse the skills which are required to perform the job at
workplace. In present context, this process of self-directed learning will help the individual in
TESCO and raise their leadership, technological, communication skills etc. It also provides
opportunity to increase the growth rate by gaining experience through training, seminars,
conferences and management activities etc. It will also minimize the problems in personal as
well as professional life.
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Figure 1: CPD Cycle
(Source: The CPD cycle, 2017)
Moreover, it can also be said that the major requirement of professional development for
organization as it is beneficial in development of potential of employees within organization. It
provides major support in development of Potentials of HR professionals so that they will
manage the work effectively within the organization and also provides major supports in
retention of qualified employees within organization (Qamar and Rehman, 2015). In modern
organization, HR professional act a business partners for the firms and they have the
responsibility to provide various innovative and unique ideas to increase the performance of
organization in retail industry. With appropriate market research and development, it provides
supports to firm in making changes in their products and services to influence the people. Thus,
through this analysis it can be said that professional development has its major requirement
within organization as in the personal life of an individual.
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SECTION 2
i) Determination of understanding of contribution of HPW towards employee participation.
In this context, it has been analysed that there is major contribution of high performance
working in every organization towards managing performance of employee and also providing
them opportunities for growth in their specific career through continuous or self-directed
learning. Employee engagement is not the only term used to describe the positive attitudes and
behaviour of employees at work. Other terms commonly used are ‘commitment’, ‘organisation
citizenship behaviour’ and the ‘psychological contract’. The policy and practice implications of
employee engagement are often captured in ‘high involvement work practices’ and ‘high
performance working (Ates, Garengo and Bititci,2013). These range from selecting the right
people for the organization to a commitment to training and skill development, team based work
organization, job security, and incentive-based pay. In each of these general categories, a variety
of specific practices have been developed.
For example, incentive-based pay can take the form of a gain-sharing program,
performance-contingent pay to individuals, team-based pay, or employee ownership. Training
programs can be developed for current and future skills, technical and interpersonal skills, new
hires and experienced employees. With all the choices, developing a coherent set of high-
involvement work practices that are consistent across the organization and reinforce each other is
a non-trivial challenge for all managers. Apart from this, increasing the performance of
employees has also provided major significance in gaining the support of employees in decision
making as well as accomplishment of work effectively within the organization (Grohar-Murray,
DiCroce and Langan, 2016.). There are various effective and suitable approaches like rewards
system, increasing compensation, providing monetary and non-monetary benefits have been
applied by organization to improve skills of employees and increasing their participation towards
development of strategic polices and plans for the success of organization.
ii) Evaluation of different approaches performance management
In modern organization context, there is most significant of Human resource department
in measuring and managing performance of employee in organization to improve their level of
performance as well as increasing their potentials to perform the challenging task at workplace
(McDermott, Conway and Flood, 2013). It is also having its great significance within an
organization as it provides major opportunities for the organization to gain the participation in
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decision making and also in accomplishment of organization. In this context, various approaches
of managing performance have been identified in order to determine the ways through which the
TESCO will analyse the performance of its employees at workplace. These significant
approaches are as follows:
 Comparative approach: In this approach, for measuring the performance, the rater
needs to make comparison between individual's performance with others. It uses an
overall assessment of a person worth and seeks to develop some ranking of particular
person within a group (Yadav. and Dabhade, 2013). This approach includes basically
three different methods through which organisation will be able to evaluate the
performance of employee such as ranking method, paired distribution, forced
distribution. It is considered as an effective tool in differentiating employee performance.
 Attribute approach: This method focuses on the characteristics and traits of the
individual that encourages them towards achievement of success within the international
firms like TESCO. The most important techniques which are used in this to define a set
of traits such as leadership, competitiveness and initiative and evaluate people on them.
For example: In order to select an HR professional on Job, management of TESCO will
analyse its traits like communication, behaviour, personality, confidence, thinking and
perception etc.
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 Behavioural approach: This is one of the oldest performance measurement techniques.
The Behavioural approach consists of a series of vertical scales for different dimensions
of the job. In TESCO, this approach is also used to manage the performance of
employees and providing them opportunities to maintain growth within organization.
 Result approach:This approach is a simple and straight-forward concept, wherein
organisation rate employees on the basis of employee performance results. The first type
of result approach is the Balanced Scorecard technique (Buckingham and Goodall, 2015).
This is also most significant approach used by the TESCO to manage the employee
performance within organization.
 Qualitative approach: This approach has its major significance on improving customers
satisfaction and achievement of continuous service improvisation. This approach takes
into consideration both person and system factors. Also, employers take regular feedback
on the personal and professional traits of the employee from managers, peers and clients
to resolve performance issues (Van Dooren, Bouckaert and Halligan, 2015). It has it
significant as it provides assessment of both employee and systems. Apart from this, it
also helps in resolving problems through team work. And use of various sources to
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Illustration 1: Approaches of performance management
(Source: Approaches for measuring performance of employees, 2017)

evaluate the performance. It also involves both internal and external factors which
provides influence on performance of organization.
Thus, these are the most significant approaches that helps the organization in managing
performance of organization.
CONCLUSION
In this report, it has been summarised that there are some key specific skills, knowledge
have been required by every individual to perform the job of HR professional in organization.
There are various roles and responsibilities have been accomplished by HR professional to
supports the organization in achievement of objectives. In this report, there various specific have
been determined which provides a complete understanding of potential required in an HR of
international firm to manage the employees in organization. Apart from this, professional
development plan provides a complete understanding of the key skills which are required to be
develop by Jane Cambridge in order to accomplish its role of HR in organization. It is also
recognised that high performance work provides a great contribution in gaining participation of
employees as well as accomplishment of job responsibilities. At last, approaches of performance
management have also provided an understanding that organisation will achieve its objectives if
it provides effective opportunities to its employees to increase their performance within
organization.
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REFERENCES
Books and journals
Ates, A., Garengo, P., Cocca, P. and Bititci, U., 2013. The development of SME managerial
practice for effective performance management. Journal of Small Business and
Enterprise Development. 20(1). pp.28-54.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review. 93(4). pp.40-50.
Devarajan, R., Maheshwari, S. and Vohra, V., 2016. Implementing New Age Performance
Management System in IT MNC: Leveraging Communication and Training. South
Asian Journal of Business and Management Cases. 5(2). pp.189-197.
Grohar-Murray, M.E., DiCroce, H.R. and Langan, J.C., 2016. Leadership and management in
nursing. Pearson.
Jain, S. and Gautam, A., 2016. Employees’ perception towards performance management
system: a study of selected PSUs of Uttarakhand. International Journal in Management
and Social Science. 4(3). pp.235-245.
Kaplan, R.S. and Norton, D.P., 1996. Using the balanced scorecard as a strategic management
system.
Kerr, E.A. and Hayward, R.A., 2013. Patient-centered performance management: enhancing
value for patients and health care systems. Jama. 310(2). pp.137-138.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education
India.
McDermott, A.M., Conway, E., Rousseau, D.M. and Flood, P.C., 2013. Promoting effective
psychological contracts through leadership: The missing link between HR strategy and
performance. Human Resource Management. 52(2). pp.289-310.
Podgórski, D., 2015. Measuring operational performance of OSH management system–A
demonstration of AHP-based selection of leading key performance indicators. Safety
Science. 73. pp.146-166.
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Qamar, A. and Asif, S., 2016. Performance Management: A Roadmap for Developing
Implementing and Evaluating Performance Management Systems. South Asian Journal
of Management. 23(2). pp.150.
Qamar, A. and Rehman, K.U., 2015. Book Review: Performance Management: A Roadmap for
Developing, Implementing and Evaluating Performance Management Systems. ABAC
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Rashidi, R., 2015. A REVIEW OF PERFORMANCE MANAGEMENT SYSTEM.
International Journal of Academic Research. 7(1).
Shi, J., Abdelwahed, S., Zhu, W. and Amgai, R., 2015, June. Development of a control-based
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Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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Online
Approaches for measuring performance of employees. 2017. [Online]. Available
through:<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
The CPD cycle. 2017.[Online]. Available through:<https://www.cipd.co.uk/learn/cpd/cycle>.
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