Employee Performance and Organisational Development

The report provides an analysis of individual and organisational development, including employee performance, organisational learning, and the contribution of HR Professionals. It also examines employee engagement and competitive advantage in the context of Marriott hotel. The report concludes that development of skills and knowledge is essential for high performance and highlights the importance of cross-organisational activity.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1 ............................................................................................................................................1
P.1 Determine appropriate knowledge, skills and behaviour (KSB) that are required by HR
professionals across the department:...........................................................................................1
P 2 A professional development plan for Jane Cambridge in her HR Officer role :................3
P 3 differences between organisational and individual learning; training and development:.....4
P 4 the need for continuous learning and professional development to drive sustainable
business performance :................................................................................................................5
P 5 HPW Contributes to employee engagement and competitive advantage within a specific
organizational situation :.............................................................................................................6
P 6 Different approaches to performance management and using specific examples showing
how they support high performance culture and commitment :.................................................8
CONCLUSION :..............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Development means improving or changing something for making it more advanced.
Development of individual will lead to the development of a team and a organization as well.
Development of the individual will lead to cross organizational activities in this people of
different departments come together for one goal. Development of individual will lead to good
performance which will increase the team quality and which will result in organizations
development (Watkins, 2015). Huntingdon Marriott Hotel is a part of Marriott Hotels (Parent
company is Marriott international) situated in UK provides hotel services for leisure guests as
well as foe business.They provide full hotel and resort services.This report covers appropriate
knowledge, skills and behavior (KSB) that are required by HR professionals and professional
development plan and Evaluation of different approaches to performance management.
TASK1
P.1 Determine appropriate knowledge, skills and behaviour (KSB) that are required by HR
professionals across the department:
HR Professional is a person who form rules and policies so its main aim is to find out the
experienced and skilled candidates for the organization. Human resource department is
considered as the prestigious department of an organization. It is a bridge between higher
authority and employees of an organization. HR professionals main aim is to add quality, value
and skill to the organization. Human resource department also allocate budget to every
department (Aguinis, 2009). They take the requirements from every department if they have
budget to meet that requirement they fulfill it Here are skills and knowledge required by HR
professionals are as follows:
1) HR Professionals main work is to develop policies and procedures and implement them
in the organization like absent policy, equal opportunities, diversity, discipline etc and
development of strategies related to recruitment. Should also deals with laws and
regulations which are applicable for their organizations like health,safety etc
2) HR Professional should have good negotiation skills so that he can negotiate with the
candidates and also with trade unions.
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3) HR Professional should have full knowledge of recruitment from job profile to exit
formalities so that skilled employee should come in organization.
4) HR Professional prepare staff handbooks,employee records and pay slips as well as
managing payrolls It also have good communication,interpersonal skills, good
observation , leadership,quality of multi tasker and sensibility.
5) HR Professional deals with grievances and providing solutions and provide induction and
training to employees and conducting various events for increasing cultural and ice
breaking events.
6) HR Professionals should have knowledge of conflict management as every organization
is having conflict. Through knowledge of human resource,resource plan and data
collection.
7) HR Professionals helping in engaging employees and provide opportunities to individuals
to grow and develop and recognize the work of employees which help in motivating the
employees which is helping in retaining the customers.
8) HR Professionals should be honest,patience and fair. He should have knowledge of every
department.
9) HR Professionals evaluate the performance of the employees and tells them about areas
for improvement and also tells the area where they are good (West,2017).
10) HR Professionals also do activities which motivate employees like Morning wishes,
thought of the day, birthday greetings and celebrations,family get together etc.
11) HR Professionals mainly focuses on team work which help in building good relations
between workers and sometimes it result in good conflicts.
12) HR Professionals should be competent of understanding the environment and employees,
build trust and fairness and should be adoptable to changes and have clarity of thoughts.
13) HR Professionals should have complete knowledge of performance appraisal, reward
system. He should prepare ethical code of conduct. He should be courageous,creative and
have good external relations. Also have good links with others.
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P 2 A professional development plan for Jane Cambridge in her HR Officer role :
Professional development means training and high education which is done by a person
to improve their skills and professional knowledge. A professional development plan means a
plan which includes goals , skills and objectives which are required to achieved by individual
for career or professional development. A Professional Development Plan should be reviewed
every year and it should be discussed between the person and the head.
A Professional Development Plan for HR officer role are:
1) What are your long-term goals? : Professional development plan is for yourself which develop
professional knowledge and skills (Ilgen, 2005). It includes the long term goals which you want
to attain in long term. And to attain this you start working from initial stage.
2) What are your specific career goals? : It means you have some specific goals which will
be achieved step by step in a short duration. Example Jane Cambridge is HR officers and
he want to become assistant HR manager and HR manager then 1st specific goal is to
achieve assistant HR manager post.
3) What are the key skills needed for each one of your goals? : It includes the skills which
are required by a person to accomplish its goals. For example for assistant manager a
person require good communication and presentation skills. And for HR manager he
required management, negotiation and leadership skills. As he has to become a leader to
lead to Human resource department.
4) What skills do you need to work on? : At this stage you find out the areas of improvement like
which skills you need to improve or to work on. It should be improved as at assistant level he
requires good presentation and communication skills and he need to improve his presentation
skills then he should work on that (Andriopoulos, 2001). At manager level he require negotiation
skills he should work on that.
5) What actions are you going to take? : It includes the actions which are you going to take for
improving your skills. Like for good presentation skills will go for more and more presentation.
And volunteer every presentation work and for improving management skills attain training
program of management.
6) When are you going to complete your training by? : There should be a set time for completing
every task and it should be realistic. It should not be unreal. Example Jane Cambridge
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want to be a HR manager but he should decide a time till what time he want to achieve that
target.
Long-term
goals
Specific goals Key skills
needed for
each one of
your goals
skills do you
need to work
on
actions are
you going to
take
Time required
to complete
the training
P 3 differences between organisational and individual learning; training and development:
Individual learning deals with development of yourself and it is a part of organizational
development. Organizational learning comprises of sets of theories that result in development
and change in organization (Dyer, 2007). Providing learning to individuals is easy as compare to
organizational learning as organization involves many individual who all are different.
Individual learning requires understanding of individual first and to understand
individual, personal and biographical characteristics need to be understood first. Organization
learning includes five approaches which are Personal mastery,Mental models ,Shared
vision,Team learning ,Systems thinking . Personal mastery first of all we find out about personal
thought and then merge it with organization goals. Mental models is about creating awareness
among employees about organizations need then only individual can predict the needs of an
organization. Team learning is preferred rather than individual learning program. Individual
learning is a ideal form of organizational learning but organizational learning is a process which
is in existence.
Training is for new employees to provide learning about something new. Types of training
includes on the job training and off the job training here on the job means training related to the
job which you are performing at present where off the job is training provided is not on the job.
Sometime it is provided for overall development of a person. Training bridges a gap between
existing and required skills (Bolman,2017). Development is a proactive and continuous process
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which takes place to meet future needs. Training and development results into improved quality
of performance of employees, improve satisfaction and increased motivation. Training is
associated with a big disadvantage as after training people leave the organization as they will be
capable of better job after training. Development is good for both individual as well as for
organization. Development increase efficiency, quality and employee stability.
improved innovation ,help in reducing turnover of employees. And if employees are developed
and trained it will increase reputation of company. It is difficult to find out the need of a person.
1) Meaning: Training is a process of learning something new whereas development is a
process of growth. Training is for a short duration which is having a specific duration
and development is long process it may take the lifetime.
2) Orientation and scope : Training is a job oriented and narrow scope as people go for
training to earn money or job (Costa, 2003). Development is career oriented having a
wider scope.
3) Objectives : Training mainly target on technical skills which help individual in improved
quality of performance whereas Development deals with human ideas which leads to
overall growth of employees.
4) Levels: Training is for supervisors whereas development is for managerial level. Training
is due to outer motivation whereas development is due to inner motivation.
Marriott provide daily 15 minutes training to its employees.
P 4 the need for continuous learning and professional development to drive sustainable business
performance :
Continuous learning is very necessary for surviving in the market. For increasing
productivity and retention rates continuous development is necessary. Sustaining business
performance means managing all three i.e. environmental, social and financial activities need for
maximizing the value (Kozlowsk, 2003). Sustaining in the market one need to develop
continuous learning and professional development program for its employees. Continuous
learning and development is required as learning enhance our understanding.
1)Improved loyalty : IF continuous development is done it will increase loyalty of employees as
they will think that their employer think about their growth and think for their better future.
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Marriott Hidthdon UK loyalty of employee is of great importance also provide learning for 15
minutes on daily basis.
2) Increased retention and productivity : Continuous learning will help in enhancing the skill
and knowledge of an employee in this changing environment. So if employee will get to
learn more they will retain in the organization. And regular learning will lead to
improved productivity (Castka, 2001). Marriott Hidthdon UK providing regular learning
which is resulting in retention.
3) Sharp mind and fresh skills : In changing environment, new skills are entering which is
creating a need of continuous skills so making employee understand about the new skills
continuous learning is necessary as Marriott Hidthdon UK is providing.
4) More options : Continuous learning and development leads to more options as changing
carrier will be easy. As employee will be aware about every changes.
5) Improve the current employer rather then going for new hire as improving someone easy
but again hiring someone is a long process which takes time and money both.
6) Up to date knowledge : for keeping knowledge relevant or equal to others who are from
your field. And to enhance your knowledge of skills you required in your current job. If
you will not go for continuous professional development you will be left behind from
others and you will be outdated and of no use.
7) Continuous development will enhance your skills and will provide you an opportunity to
move forward in your carrier (Salas, 2004). Help in achieving new position as it provide
us new knowledge and skills.
It is also depends upon employee if he or she wants to grow , wants to meet the demand of their
profession they should take a step further to develop and enhance their knowledge. Sometimes
there is no course for particular skill sets.
P 5 HPW Contributes to employee engagement and competitive advantage within a specific
organizational situation :
High-performance working means integration policies, practices and processes for
improved quality of performance. HPW'S main aim is to retain high skilled personnel. HPW
contributes to both employee engagement and competitive advantage. Employee engagement
means employees are engrossed in tier jobs. Competitive advantage means advantage which
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differentiate you from your competitors. HPW includes employee engagement as a practice. For
example Marriott Hidthdon UK is providing regular training of 15 minutes about services,
language etc this increasing employee engagement as employee knows that their company is
very much concerned about their growth, career and development (Kessels,J.W 2001). IT also
resulting in increased loyalty of employees.
They provide discount to employee and their family or friends on rooms. Those who have
completed 25 years in the organization can free weekend hotels for life and can get Quarter
century club. All this indirectly says that they care about their each and every employee either he
is manager or housekeeper equal facility or offers to everyone which is also increasing employee
engagement. Work culture also increase the engagement of employees here are the example
Before every shift there is 15 minutes meeting which include stretching , dancing , music and
every year Companywide Awards of Excellence to recognize the employee which is leading to
increased retention. Competitive advantage of Marriott is the culture and quality which they are
offering to their employee is not with other which is reflecting in the services they are delivering
to their customers. Marriott's competitive advantage is “ they take good care of their associates
and their associates take care of their guests.”
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P 6 Different approaches to performance management and using specific examples showing how
they support high performance culture and commitment :
It is required to conduct the performance management for the purpose of assessing the
differences and correcting the same. It is merely a process of monitoring the employee work on
regular basis and assessing whether it is meeting with set benchmark or not. It is required for
Marriott to conduct performance management of employee in order to attain standard quality of
work (Kessels,J.W 2001). Through this, company is able to identify top performer and low
performer so that corrective actions can be taken. It helps manager of Marriott to attain the
mutual goal in appropriate manner. Further, operational issues are rectified with this process and
it helps company in developing sound employee base. However, there are certain approaches
through which performance management can be done. Same has been discussed underneath:
 Comparative approach: It is a method whereby raking of employee’s performance are
done by the manager. Under this, there are several factors on which performance is
ranked. Within the context of Marriott, ranking is done on the basis of quality of work,
discipline, body language, handling of customer query, attitude and few others. This
approach certainly aids in highlighting the employee who is performing well and who is
not performing well (Kessels,J.W 2001). Based on this corrective decision can be taken
that aids in boosting the performance of under performer employee as well. It supports in
developing commitment among employees towards job as everyone desire to be a top
performer. However, it affects the morale of employee who is not performing well and it
may lead to decision of resignation often.
 Attribute Approach: Another method in this regard is attribute whereby performance is
judged on set criteria such as problem-solving skill, innovation, creativity,
communication, team working and other related. These are few skills that supports in
identifying the capabilities of employees and hence accordingly manager is able to allot
work at Marriott.
 Behavioral Method: In this, performance is judged on few vertical scales such as
behavior, personality and related. Scoring is being done by managers on regular basis and
accordingly behavior and reliability of employees are judged (). Marriott hotel doesn’t
follow this process of performance management as it emphasis more of qualitative aspect
rather than quantitative aspects.
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 Result Approach: This is one of the most significant method of performance management
as it is results oriented. Results can be in terms of finance, number of customer served,
operational target, growth, revenue generated and other related. This method is followed
at Marriott to assess the operational efficiency of employees (Kessels,J.W 2001). This
way, output is measured on regular basis which supports in developing corrective
measures in desired manner.
 Quality Approach: In this method, quality is emphasized for assessing the performance.
Marriot, being a hospitality company, following quality approach of performance
management for middle level officials. In this, focus in laid on attributes like work
strategy, complaints, level of quality in work and related. This certainly aids in gaining
clear picture of the employee performance.
CONCLUSION :
The report includes the individual and organisational development here individual is
developed then it will increase the team quality which will automatically result in good
organisational development. roles, skills and knowledge of HR Professionals along with
professional development plans which means higher education or skills which is taken by a
person to improve his knowledge. It also include organisational and development learning which
are necessary for organisation. It also include the contribution of HPW in employee engagement
and competitive advantage in context with Marriott hotel. It also includes the employee
engagement followed by Marriott as well as the competitive advantage. And culture which is
promoting good quality services. It is helping in achieving the target of creating awareness
among students that development of skills and knowledge help in high performance is cross
organisational activity.
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REFERENCES
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organizations, and society. Annual review of psychology,.60. pp.451-474.
West,and et, al., 2017. Innovation at work: Individual, group, organizational, and socio-historical
perspectives. European Journal of Work and Organizational Psychology, 5(1), pp.3-11.
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input-process-output models to IMOI models. Annu. Rev. Psychol. 56. pp.517-543.
Andriopoulos,C., 2001. Determinants of organizational creativity: a literature
review. Management decision, 39(10). pp.834-841.
Dyer, W.G., 2007. Team building. John Wiley & Sons, Ltd.
Costa, A.C., 2003. Work team trust and effectiveness. Personnel review.32(5). pp.605-622.
Bolman, and et, al.,2017. Reframing organizations: Artistry, choice, and leadership. John Wiley
& Sons.
Kozlowski, and et, al., 2003. Work groups and teams in organizations. Handbook of psychology.
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Castka, and et, al., 2001. Factors affecting successful implementation of high performance
teams. Team Performance Management: An International Journal.7(7/8). pp.123-134.
Salas,and et,al., 2004. 25 years of team effectiveness in organizations: research themes and
emerging needs. International review of industrial and organizational psychology.19.
pp.47-92.
Kessels,J.W., 2001. Learning in organisations: a corporate curriculum for the knowledge
economy. Futures. 33(6). pp.497-506.
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