Employee Performance Measurement Approaches

This assignment delves into different approaches used for measuring employee performance within an organization. It examines techniques such as forced distribution, paired comparison, attribute analysis, productivity measurement, balance scorecard, BARS (Behaviourally Anchored Rating Scale), BOS (Behavioral Observation Scale), and the quality approach. The focus is on understanding how these methods can support the development of a high-performance culture by effectively evaluating and improving employee contributions.

Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Appropriate knowledge, skills and behaviours (KSB) required by HR professionals across
the department........................................................................................................................1
P2. Personal skills audit for an employee and Professional development plan......................2
M1: Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................4
TASK 2............................................................................................................................................4
P3. Difference among organisational and individual training, learning and development....4
P4. Need to regular learning and professional development to drive sustainable performance
of business..............................................................................................................................5
M2: Apply learning cycle theories to analyse the importance of implementing continuous
professional development.......................................................................................................6
TASK 3............................................................................................................................................7
P5. High performance working contributes to competitive advantage and employee
engagement.............................................................................................................................7
M3: Analyse the benefits of applying HPW in an organisation.............................................7
TASK 4............................................................................................................................................8
P6. Various kinds of approaches to performance management.............................................8
M4: Critically evaluate different approaches and make judgements on how they can support
High performance culture.....................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The success and growth of an organisation depend on the skills and capabilities of the
employees and thus HR department is held responsible to identify the needs and demands of
employees required while performing their delegated task in an effective and efficient manner
that will bring positive outcome to company (Anderson, Potočnik and Zhou,2014). The main
purpose of this project is to provide the importance of employees for an organisation and how
their interest and behaviour influences the performance of company. Company named Tesco
which deals in providing electronics, clothing and internet services to customers from different
countries is chosen for the purpose of preparing their report. The project covers the roles and
responsibility of HR regarding development of employees and organisation. There are various
types of approaches in managing performance of both employees and organisation which are
also explained under this project.
TASK 1
P1. Appropriate knowledge, skills and behaviours (KSB) required by HR professionals across
the department
It is important for any organisation to have skilled and qualified employees who
contributes their maximum efforts in achieving desired goals and objectives within pre-
determined period of time. It is the responsibility of Human Resource to implement some
effective developing programs with the purpose of improving skills and capabilities of people
working in an organisation (Bolman and Deal, 2017). This will help employees to work in
complex business environment in a profitable manner. HR manager should first identify the
needs and requirements of people working in an organisation and accordingly implement
motivational and incentives programs to enhance the behaviour and attitude of employees which
help in performing the allotted task in an effective and efficient manner. Some other advantages
of developing individual, team and organisation are as follows:
 The continuous Professional Development play an important role in developing and
improving the skills and competencies of employees so that they can perform its assigned
roles and responsibilities in professional and profitable manner.
 It is the duty of the HR manager of Tesco to create a healthy environment at workplace
which make positive impact on the performance of employees.
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It will be help in increasing confidence level of employees through which they can contribute
their maximum in achieving desired goals and objectives of an organisation.
It is essentially required for HR manager to motivate their staff members to work in a team so
that contributing combined efforts of skilled employees will bring maximum positive result to
company.
 Working with different departments such as marketing, finance, production etc. help in
identifying the needs and requirements and accordingly formulate an effective plans and
strategies to meet their requirements within limited period of time which directly make
positive result for company (Champoux, 2010).
 HR manager is required to continuous focus on conflicts and challenges faced by
employees of departments and take corrective measures to resolve them in such a manner
that will not damage the interest and behaviour of any conflicted party.
 The HR department of company need to create a platform where they can communicate
and coordinate with their employees regarding policies and strategies and also collect
feedback from workers relating to existing working environment.
 As it is necessary for an organisation to hire or recruit such candidate which will bring
positive result for them through using their effective skills and knowledge. For this HR
department need to conduct training sessions and development programs on regular basis
in order to enhance morale and confidence level of employees.
 In order to achieve desired target within specified period of time the company must
acquire advanced and latest technology and equipments used in operational activities of
an organisation.
Behaviour of HR Professionals:
 The nature of HR Professionals must be friendly in order to work with different
departments and understand and adopt policies and procedures for them for the purpose
of getting positive result.
 HR professionals must treat its employees equal and provide support in completing their
task in more effective manner.
 Encouraging employees through providing promotion, incentives, rewards to them on the
basis of their performance.
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 Negotiations with their staff members on regular basis which help in resolving their
issues and problems.
P2. Personal skills audit for an employee and Professional development plan
Skills audit: It refers to analysing and evaluating the skills and outcomes which will be get using
acquired skills. HR professionals must need to focus on skills of their employees and judge them
on the basis of the capabilities and accordingly assign roles and responsibilities to their
employees.
Auditing personal skills is essentially required for a person which help in identifying the
strengths, weaknesses, opportunities and threats through which they can improve their
performance and working environment (Cooper and et. al., 2011). It will be beneficial for the
employees to perform in different areas and in complex environment. Thus HR manager of
Tesco company need to make audit for measuring the personal attributes which help in achieving
growth and success. The manager should focus on company's strengths and weaknesses and
accordingly implement corrective measures in order to eliminate their weakness in order to
perform well. For example Jane Cambridge is an HR of Tesco business organisation who have
skills and abilities to deal with any problems or issues occur while performing roles and
responsibilities. But she doesn't have any experience about the technical files and also do not
have any knowledge about to handle the database system. Thus it is necessary for Tesco
organisation to conduct training programs for her through which she feel motivated to perform
their roles and responsibility. Some of the strengths and weaknesses of Jane Cambridge
which are identified as below:
Strengths Weaknesses
She have knowledge about how to use micro
soft office.
She has not any experience of using database
system.
She also have skills to deal with problems in
complex environment.
Lack of training.
She has an ability to deal with grievances. Lack of communication skills.
Through conducting training and development programs the skills and knowledge of
employees are improves which help them in performing their roles and responsibilities in an
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effective and efficient manner. It will help in achieving growth and success of employees in an
organisation (Day, and et. al., 2014). It is the responsibility of the manager of Tesco
organisation to identify and understand the current trends in market and accordingly implement
make an effective plans and strategies in order to compete with their competitors.
Such professional development plan are structure as under:
S. No. Development
and learning
needs
Development
type
Target
skilfulness
Development Time scale
1 Communicatio
n skills
Mentoring and
self
development
5 Helps in
improving
communicatio
n skills which
help in dealing
with other
employees.
1 Month
2 Technical
skills
Mentoring 5 To improve
technical skills
the company
must conduct
training
programs.
2 Months
3 Interpersonal
development
skills
Self
development
5 It is essentially
required to
improve
interpersonal
skills .
20 Dyas
There are following skills which need to be required by HR manager. These are:
Personal audit matrix:
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Very good Good Adequate Little
Information
technology
Microsoft office
Knowledge in
different software
Yes
Yes
Communication
kills
Drafting contract
of employees
Write reports
Yes
Yes
Personal skills
Problem solving
Decision making
Yes
Yes
M1: Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation
Auditing personal skills is very much helpful in enhancing performance of an individual
so that will contribute more in achieving organisational goals. Thus HR professional is held
responsible to adopt various approaches which improve overall performance of an organisation.
Developing skills and knowledge of an individual help company in achieving growth ans
success for longer period of time (Decuyper, Dochy and Van den Bossche, 2010).
TASK 2
P3. Difference among organisational and individual training, learning and development
An organisational learning is a procedure of retaining efficient employees in an
organisation which help in achieving growth and success in competitive environment. Thus it is
required for managers of an organisation to implement corrective actions and steps in increasing
learning skills of employees in order to complete allotted task. Organisational learning enhances
the skills and capabilities of members of an organisation which help company in facing
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challenges and difficulties while competing with their competitors. It will be helpful for
company to conduct and arrange organisational learning which help company in formulating
effective plans and policies in order to improve efficiency and profitability of company.
On the other side, an individual learning is an activity of improving skills and knowledge
of employees at an individual level. This will be beneficial for an organisation as well
(Approaches for measuring performance of employees, 2017). As the employees working in an
organisation attain different skills and capabilities and only requirement is to identify their actual
skills in order to assign roles and responsibilities to them. Sometimes the delegated task required
extra skills and knowledge which the employee don't have and through which the chances of
getting positive result will be low (Ford, 2014). This it is necessary for employee to improve
their skills and capability to perform task in an effective and efficient manner.
Organisation learning and individual have some differences which are as follows:
Individual Learning Organisational Learning
It means the employee should attain skills and
positive attitude at an individual level to
complete desired target.
It is helpful in determining all essential
elements which restrict the an organisation to
achieve desired product which help them in
finding optimum solution in order to improve
the overall performance of company.
Individual learning can improve through
adopting different methods such as
conferences, e-learning, conferences etc.
An organisation must need to use different
types of learning style which help them in
achieving profitability and sustainability.
The behaviour and attitude of individual must
be in favour of team to accomplish set
objectives.
As if different department of an organisation
working together will help in increasing the
chances of getting positive result.
When the manager clearly defined roles and
responsibilities and provide guidance to
employee to perform particular task then it will
increase the capability of employee to perform
in profitable manner.
An organisation should required to collect
feedbacks from employees in order to
formulate effective decisions.
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P4. Need to regular learning and professional development to drive sustainable performance of
business
The continuous learning is must required in order to develop skills and competencies of
employees as well as an organisation (Hirst and et. al., 2011). It will help company in retaining
efficient employees which will be help company in gaining competitive advantage. Therefore is
is important for Tesco business organisation to focus on improving performance of employees at
professional level through conducting training and development programs which enhance the
motivation and confidence level of employees to perform well. Professional development is
helpful in increasing the skills and competencies of workers to achieve desired performance in
order to achieve organisational goals and objectives (Langkamp Bolton and Lane, 2012).
Through this, the company need to conducts workshops, self-development, seminars etc. which
helps in providing knowledge about the company's actual goals and roles and responsibilities of
members to achieve such desired goals.
Conference and seminars: Conducting conferences and seminars has main motive is to
provide knowledge about the company's policies and strategies which will help in directing the
employees to perform their roles and responsibilities in an effective and efficient manner.
Online learning: It is also one type learning which increases the knowledge and
experience to perform their allotted work. It is also known as electronic learning.
Workshops: Tesco company need to conduct workshops for their employees and provide
them knowledge through using various games or shops which will help employees to know the
best way to perform the given task. It will increase the confidence and motivational level of
employees as well.
Training and development sessions: In order to improve the skills and capabilities of
employees the company should implement training sessions and development programs by using
advanced and latest technology which help in improving abilities and competencies of
employees so that they feel motivated and contribute their maximum efforts in achieving desired
targets.
Therefore if company want to survive and sustain in competitive environment then it is
essentially required for them to focus on developing the work performance of employees. The
company must have clear goals, mission and vision that need to be achieved in near future and
accordingly implement plans and policies to achieve them all (Marquardt, 2011).
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M2: Apply learning cycle theories to analyse the importance of implementing continuous
professional development
Concrete learning, Reflective learning, Abstract learning, Active Experimental are such
four stages of learning cycle theories need to apply by company in order to achieve growth and
success of an organisation. This will also improve productivity of workers which motivate them
to perform their best level in order to achieve desired target.
TASK 3
P5. High performance working contributes to competitive advantage and employee engagement
The performance of an organisation depend on the performance of employees thus it is
essentially required for managers of an organisation to formulate plans and policies with the help
of taking feedbacks from the employees in order to achieve desired goals and objectives. The HR
department of Tesco company must focus on improving the skills and capabilities of employees
through conducting training sessions and development programs on regular basis. It is also
important for HR manager to analyse their actual performance and accordingly assigned roles
and responsibilities to them in order to achieve better and profitable result (McCleskey, 2014). It
will be beneficial for the company if they create a platform where they can receive feedback
from the employees and communicate with them regarding plans and policies which help in
guiding and directing them in right direction. This will increase the chances of achieving desired
goals and objectives in an effective and efficient manner within pre-determined time period. The
contingent and complex business environment may restrict the employees to contribute their
maximum efforts due to which the profitability of business may also affect.
Thus it is important for managers of different departments to motivate their members to
face difficulties and challenges comes in between the operation of business. As the employees
working in an organisation have different skills and knowledge thus it is required to identify their
efficient skills and delegate them particular task to perform. Employees should also engaged
themselves in business activities for the purpose of getting increment and rewards from the
company (McCormack, Manley and Titchen, 2013). If they contribute their maximum efforts in
competing their delegated task within limited period of time then they should be rewards by the
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company in terms of proving incentives, bonus, compensation etc. which will improve the
standard of living of employees as well.
M3: Analyse the benefits of applying HPW in an organisation
Following are such benefits received after applying HPW:
 HR manager can easily identify the performance of each worker by comparing one
employee's performance with another.
 It will help in increasing the sales of company and new products enhance customer's
satisfaction level which will create healthy relation with them.
 High performance should be achieved when adopting new technologies by company
which help them in attain competitive advantage as well.
TASK 4
P6. Various kinds of approaches to performance management
The performance management is mainly focus on the performance of employees working
in different departments of an organisation. It ensures that desired goals of an organisation
should be achieved in an effective and efficient manner. The performance management is liable
to develop skills and competencies of employees through motivating them to work in a team
which will bring maximum possible output (Moe, Dingsøyr and Dybå, 2010). The top authority
and staff members of an organisation must coordinate each other regarding formulating plans
and policies and accordingly assign roles and responsibilities to them on the basis of their skills
and knowledge. The managers of Tesco should put their efforts in directing their employees to
perform well in order to accomplish goals of business. As the performance of employees directly
influence the performance of an organisation thus It is essentially required to focus on improving
the competencies and capabilities of staff members. The company should required to measure the
performance level of its employees through adopting various kinds of approaches and strategies
which are described as follows:
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Illustration 1: Approaches of Performance management
Source: (Approaches for measuring performance of employees, 2017)
Comparative approach: This approach analyse the performance of each employee by
comparing performance of on employee with another. This will help in finding out the efficient
employees who contribute maximum in achieving organisational goals. Thus the manager can
easily assign roles and responsibilities to them on the basis of their skills and competencies. The
performance of employee is judged through giving ranking to them (Morgeson, DeRue and
Karam, 2010). There are many different techniques which should be adopted by company in
order to make comparison of performance of different employees working in an organisation.
Such techniques includes forced distribution technique or paired comparison etc.
For example: In an organisation, X employee's performance is 30% and Y employee's
performance is 60% then it means the performance of employee Y is better then employee X and
achieve higher rank then X.
Attribute approach: This approach analyse and compare the performance of employees
on the basis of their creativity, problem-solving and communication skills. This will can easily
help in identifying the employees and their contributing in performance of an organisation.
Result approach: Through this approach the company ranked their employees on the
basis of their overall performance (Warrick, 2011). There are two types of result approach which
are as follows:
Productivity measurement and evaluation system: It helps in evaluating and measuring the
productivity of employees which help in motivating them to perform better.
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Balance scorecard technique: The main objective of this technique is to identify the
results achieved by different department of an organisation.
Behavioural approach: It is the oldest techniques which is used to identify and measure
the interest and behaviour of employees which affect their overall performance. The BARS and
BOS technique is considered in this approach where BARS (Behaviourally Anchored Rating
Scale) is used in giving rank to the staff members on the basis of their performance level whereas
BOS
(Behavioural Observation Scale) is used in giving particular frequency of behaviour of
employees.
Quality approach: This approach mainly focus on providing quality products and
services to the customers with a motive of maximising their level of satisfaction (O'leary,
Mortensen and Woolley,2011). This will help company in attracting large number of customers
and achieve competitive advantage in business world.
M4: Critically evaluate different approaches and make judgements on how they can support
High performance culture.
Following are the some approaches for HPW:
 Making comparison of historical performance of an individual and accordingly assigned
ranking.
 360 degree is one approach in which an individual's performance is analysed by different
people such as department manager, supervisor etc.
 They can identity their quality of work through adopting tools and techniques (Salas and
et. al., 2012).
CONCLUSION
From the above report it has been concluded that company can achieve success only
when the HR department focus on developing skills and competencies of employees working in
an organisation through implementing training and development programs. Making differences
between organisational and individual learning also help in providing role of importance in
achieving organisational objectives.
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REFERENCES
Books and Journals
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Online
Approaches for measuring performance of employees, 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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