Performance Management and Employee Development

This assignment examines the crucial role of personal development in employee growth and organizational success. It delves into the impact of performance appraisal systems on fostering a high-performance culture and driving employee commitment. The analysis highlights how consistent learning opportunities through training programs benefit both employees and employers, emphasizing the importance of such initiatives for businesses.

DEVELOPING INDIVIDUAL, TEAMS AND
ORGANIZATIONS

TABLE OF CONTENTS
INTRODUCTION.......................................................................................................................................3
Section 1......................................................................................................................................................3
P1 Determine appropriate knowledge, skills and behavior (KSB) required by HR professionals across
different departments...............................................................................................................................3
P2Proffesional development plan............................................................................................................5
P3 Difference between individual and organization training and development.......................................7
P4 Need for continuous learning and professional development to drive sustainable business
performance.............................................................................................................................................8
Section 2......................................................................................................................................................9
P5 High employee performance contribution to employee engagement and competitive advantage.......9
P6 Different approaches to performance management and way in which it support to high performance
culture and commitment........................................................................................................................10
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................12

INTRODUCTION
HR is the one of the field that has due importance for the firms because it play vital role in
employees performance measurement. In the current report, professional development plan is prepared
and difference between organization and individual training needs is explained. Apart from this, in the
report need of continuous learning and development is explained. At end of the report, performance
management methods are discussed briefly and role that they play in generation of high employee
performance is discussed in detail. In this way, entire research work is carried out in the report.
Section 1
P1 Determine appropriate knowledge, skills and behavior (KSB) required by HR professionals
across different departments
HR professionals as head of HR department need to work with other departments also and need
to focus on lots of things. In order to deal with other departments in proper manner manager needs to
develop their interpersonal and communication skills. This is because HR managers need to deal with
different departments and they need to communicate with other entities in systematic way and in proper
manner. In order to communicate in better manner with other departments HR professionals must have
good knowledge of other department’s works (Anderson, 2013). This is because if HR professional will
have knowledge of other departments work or their activities then it will be able to communicate with
them in better manner. As part of behavior HR professionals need to develop calm and good behavior.
This is because if they will have calm behavior then they can handle conflicting situation in better
manner. Usually, in an organization it is observed that in many entities conflict arises because their
interest collides with each other. In such kind of situation it is the HR professional enter in to field and try
to understand root cause of conflict that is between different department’s employees or single
department employees. In order to handle these conflicting situations HR professional needs to show calm
and cold behavior as he needs to listen each and every entity concerns and needs to deal with them
accordingly. Hence, it can be said that for HR professional there is need to increase knowledge, skills and
need to use appropriate behavior in order to deal with situation (Aswathappa, 2013).
In order to promote equality in the organization HR professional needs to ensure that there is best
cooperation and integration among different department employees and there is a congenial working
environment at the workplace. Apart from this, HR professional must have skill of showing friendly
behavior with employees so that it can develop broad understanding about employees that are working in

different departments. By doing so congenial environment can be build in the organization. HR
professional must have sound knowledge of its field like remuneration benefits and salary issues. This is
because if one will have good knowledge of all these things then it can perform operations of its
departments in proper manner. If one will have good knowledge then it can conduct performance
appraisal in better manner. By conducting performance appraisal in proper manner HR professional can
ensure that all employees’ performance is measured accurately and accordingly same are rewarded in
proper manner (Bloom and Van Reenen, 2011). Thus, it can be said that HR professionals needs to
increase their knowledge and skill level in order to perform well their roles and responsibilities in proper
manner.
Personal skill audit
Very good Good Adequate Little or no
experience
Use Microsoft
Office Word
Yes
Use Excel
spreadsheet
Yes
Use a Database Yes
Use specialist HR
software
Yes
Use the internet Yes
Use e-mail Yes
Use PowerPoint Yes
Very good Good Adequate Little or no
experience
Drafting contracts of
employment
Yes
Taking notes of
disciplinary hearings
Yes
Write reports Yes
Produce material to
support presentations
Yes

Delivering a training
session
Yes
Resolving
disputes/complaints
Yes
Interviewing Yes
Advising on HR issues Yes
Very good Good Adequate Little or no
experience
Make good use of
verbal reasoning
skills, able to handle
complex data and
make selective use of
information
Yes
Explore more than
one solution in order
to solve a problem
Yes
Consider the ideas of
others to help solve
problems
Yes
P2Proffesional development plan
Professional development plan refers to the plan that is followed for developing someone in areas
where there is shortage of skills. Personal development plan is given below.
Plan need for plan activity time frame
Plan Need for plan Activity Time frame
Communication skills There is need to
develop plan for
improving
communication skills.
This is because HR
In case of
communication skills
there is need to
implement plan and in
this regard work can be
For this activity there is
need to take 2 month
time period because in
this duration sufficient
time can be given to

professional need to
deal with different
departments’
employees and for
same it is very
important to have good
communication skills.
done on body language
like standing postures,
voice of tone and
expressions.
improving standing
postures, voice of tone
and expressions. By
doing so
communication skills
can be improved to
great extent.
Domain knowledge There is need to
increase HR domain
knowledge. This is
because as a HR
professional there is
need to improve
knowledge of HR
related practices and
rules and regulations so
that relevant operations
can be performed
smoothly in the
business.
In order to increase
domain knowledge
there is need to read
articles about rules and
regulations that are
commonly followed in
HR practices in most of
the business firms. In
this regard relevant
videos related to HR
that are available on
You Tube can be
reviewed in detail
(Kinicki and Kreitner,
2012).
One month time period
will be sufficient in
order to increase
domain knowledge as
in this duration easily
lots of things can be
read and can be bring in
practice.
Use of software
packages
There is need to
develop more
knowledge of software
packages like Excel and
other database
software. This is
because large numbers
of things now are
online and lots of
operations are
performed online.
Hence, it can be said
In this regard as part of
activity lots of tutorials
that are available online
will be reviewed in
detail. Apart from this,
videos that are on You
Tube will also be
viewed so that more
knowledge of way in
which work is done in
relevant software’s
Two week time need to
be taken to get hands
on experience on this
software’s. Mentioned
duration will be
sufficient to get
expertise in these
software’s.

that it is very important
to use software
packages in practice.
done can be identified.
Delivering a training
session
There is need to
prepare develop skills
and knowledge so that
skill development
related task can be
carried out in proper
manner. In this regard
there is need to develop
best training programs
at workplace.
Activity analysis will
be done for different
departments where
training program is
required. In this regard,
there is need to take
interview of relevant
employees who need
training. By performing
this task skill can be
developed and best
training program can be
developed (Scullion
and Collings, 2011).
1 week duration is
required for interview
and activity analysis at
workplace
P3 Difference between individual and organization training and development
There is difference between individual and organization training and development. Main
difference between both is that in case of individual training and development training is given to
individual employees or group of few people. On other hand, in case of corporate training, training is
given to all employees at workplace and by doing so it is ensured that specific need of entire organization
will be meet up. In case of individual training company employees they give training to their subordinates
or to each other. This is the common practice that is followed in every sort of organization. On other
hand, in case of corporate training trainer from external entity is hired and same give training to all
employees of workplace. Thus, it can be said that there is difference between individual and organization
training and latter one is carried out on large scale. However, there is importance of both sorts of training
programs. Other main difference between individual and organization training development is that
individual training programs are conducted shortly by the firms in day to day business operations. On
other hand, in case of organizational training program training is organized in large number of month
gaps (Daley, 2012). Hence, it can be said that organization training program is not frequently performed
at workplace. It can be said that there is difference between both individual and organization training and

development but both are very important to conduct time to time so that employees can be trained in
better manner and appropriate return can be obtained from them. It must be noted that sometimes in
industry specific skill shortage is observed and to meet this skill gap it is very important to give training
to the employees. On other hand, in individual training an attempt is made to trained employees on skill
set that is used in daily practice. Thus, it can be said that there are multiple areas where it can be said that
there is difference between individual and organization training and development (Kehoe and Wright,
2013). Firms need to access their training needs time to time and accordingly they must carry out training
programs at workplace. By conducting training programs in systematic way better return can be obtained
on investment that is made on employees of organization.
P4 Need for continuous learning and professional development to drive sustainable business
performance
There is need to do continuous learning and professional development to drive sustainable
business performance. This is because skill development is necessary to perform on job. One of the
interesting facts is that now a day’s firms are keeping those employees on job that are doing continuous
learning. This is because technology is changing at fast speed and with advent of new technology
previous one becomes old. Old technology is less used in the business and due to this reason workforce
with old skill set become of less use to the business firms and due to this reason firms start curtailing their
workforce when they start making loss in their business. Thus, it can be said that continuous learning is
very important for the employees so that their best use can be done at workplace. Firms intends to
increase their return on investment that they done on the workforce and due to this reason employees skill
set matter a lot for them. It can be observed that there are many firms that have highly talented and skilled
workforce and due to this reason they are growing their business at fast pace. It can be said that skilled
workforce bring sustainability in the business performance. In other words it can be said that continuous
learning and professional development bring sustainability in the business performance. Thus, there is
huge importance of continuous learning not for the company but for employees also. Due to this reason
employee’s needs to keep eye on developments that are happening in industry consistently because by
doing so they can spot areas where they need to work in order to improve performance. Firms also need
to conduct training and development program consistently because by doing so they can upgrade skill set
of employees which will benefit to an organization. All these things will have direct positive impact on
the business firm’s performance in terms of product and service delivery (Bakker and Leiter, 2010).
Thus, it can be said that consistent learning will lead to elevation in sustainability in business
performance. On the basis of this entire discussion it can be said that there is need to ensure skill
development of employees in order to bring sustainability in business performance. HR manager must

remain in contact with different department heads and must gather information about areas in which
training need to be given. Accordingly, training programs need to be developed and scheduled so that best
use of workforce can be done at workplace and with change in technology in alignment to same it can
also be upgraded.
Section 2
P5 High employee performance contribution to employee engagement and competitive
advantage
High employee performance refers to the situation under which employee gives high performance
by upgrading their skill set and upgrading them on specific direction. By doing so they contribute heavily
to business firm. High employee performance leads to increase in employee engagement. This happened
because in an organization where there is high level of skill set of employees a sort of pressure created on
employees to engaged more on organization business operations. In such kind of firms there is healthy
competition among employees or entire workforce and due to this reason in order to prove one best
individual deeply engaged in the business operations and for same they try to give high performance at
workplace (Knowles, Holton and Swanson, 2014). By doing so they give an important contribution to
an organization and lead to consistent growth of the business firm. It can be observed that high employee
performance not only lead to employees engagement but also bring competitive advantage to the
organization. This is because employees perform high then it means that they have expertise in specific
thing and are contributing heavily to an organization. Such kind of employees not only has expertise but
also have strong knowledge of specific thing. It can be said that such kind of employees are the one of the
important assets of the firm and lead to development of core competency of an organization. Hence, it can
be said that high employee performance contributes to employee engagement and competitive advantage
at workplace. This is the reason due to which many firms are very selective in hiring any new individual
at workplace. Strong selection procedures are determined in these organizations and it is very difficult for
an individual to get hired in these organizations. In relevant firms different sort of parameters are
determined which an individual need to pass in order to get selected in the company. In the firms like
Fractal analytics any person selection chances are only 1% and it can be observed that mentioned firm
grow its business at fast rate in couple of years (Flamholtz, 2012). This happened because it has team of
experts that are expert in modeling in data mining techniques. It is collective efforts and expertise of
employees that is making organization effective and makes it able to deliver best results to the clients in
their business. Thus, it can be said that high employee performance heavily contributes to organizational
performance.

P6 Different approaches to performance management and way in which it support to high
performance culture and commitment
There are different sort of performance management system means that there are different
technique that are used to measure employees performance at workplace. Some of the important
techniques of performance management are given below. Behavioral checklist: In this checklist there are different questions that are related to employee’s
performance. Form is given to the employees and in it different options are given. Individuals
need to select these options and by doing so they reflect their performance level and behavior on
job. It is the one of the most important technique of performance management that is commonly
used by the business firms (Werner and DeSimone, 2011). 360 degree appraisal: 360 degree appraisal is the one of the most important method as in this
method feedback in respect to employee is taken from all those that work around him. It is the
one of the important method because by using this approach information about employee
performance in respect to different areas is gathered in easy and effective manner. Management by objective: It is the method under which objectives in respect to employees is
determined and they have to achieve it. If employees failed to achieve these objectives it is
assumed that their performance is poor or vice verse.
Performance management techniques in many ways support high performance culture. This is
because under performance management employee’s performance is evaluated and on basis of same
firms identifies which employee is performing good or bad. If it is identified that employee is not
performing well then in that case same is retrenched from the workforce. All these things create fear
factor among employees and due to this reason they strive to perform well on their job. All these
things lead to high performance culture. Due to following of such kind of practices at the workplace
employee’s commitment to an organization also increased (What are different type of
performance appraisal systems, 2017). Hence, it can be said that use of performance appraisal
system at workplace not only lead to improvement in performance culture but this also lead to
development of strong commitment towards an organization. In many IT firms hire and fire approach
is strictly followed and every year number of employees are curtailed from workforce and due to this
reason employees consistently working for skill development which ultimately lead to strong
commitment towards an organization.

CONCLUSION
On the basis of above discussion it is concluded that there is significant importance of personal
development for the employees. This is not only important for them but it have due significance for the
business firms. This is the reason due to which for employees training programs are operated consistently
at the workplace. Apart from this, there is huge importance of the performance appraisal system for the
employees because it help them in identifying that in which direction they heavily need to work for self
development. Consistent learning of employees is beneficial for both employees and employers and due
to this reason training program must be organized time to time by business firms.

REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bakker, A.B. and Leiter, M.P. eds., 2010. Work engagement: A handbook of essential theory and
research. Psychology press.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Online
What are different type of performance appraisal systems, 2017.[Online]. Available through:<
https://www.youtube.com/watch?v=t-ycfTloBLI>.