Performance Management Approaches

This assignment delves into the world of performance management, examining diverse approaches and their respective strengths and weaknesses. It analyzes how these methods influence organizational effectiveness and highlights the key considerations for selecting the most suitable approach based on specific organizational contexts.

Developing Individual, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explaining professional knowledge, skills and behaviour required by HR.....................1
(a)............................................................................................................................................2
(b)...........................................................................................................................................2
(c)............................................................................................................................................3
P2. Explaining personal skills of audit and preparing development plan of HR...................3
(a)............................................................................................................................................3
(b)..........................................................................................................................................4
TASK 2............................................................................................................................................5
P3. Differences between organisation and individual learning, training and development...5
P4. Need of continuous learning and professional development for sustainable business
performance............................................................................................................................7
TASK 3............................................................................................................................................8
P5. Understanding HPW to contribute employee engagement and examining competitive
advantage................................................................................................................................8
TASK 4..........................................................................................................................................10
P6. Different approaches to performance management.......................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In an organisation, the development of teams and individuals is managed by human
resource manager. Team is a group of people, which is formed to make collective efforts towards
particular goals and objectives. The team members have specialised skills, knowledge and
attributes (Bolman and Deal, 2017). it is a way which assist individuals in identifying others
capabilities and enhance his own abilities while working with others. . Teams are usually
developed for only temporary time period to work together and reach organisation target but
there are some groups that are permanent in nature and focus on ensuring that productivity stays
at par with requirement. This report is based on Sainsbury which is the third largest retail chain
of supermarket in UK. It is situated in the United Kingdom and its market share is approximately
16.9%. It has around 1, 60,000 employees. Headquarters of Sainsbury is in Holborn Circus,
London. Main purpose of this project is to develop individual’s knowledge and skills for
achieving high performance in the firm. It helps in gaining awareness of learning for how a
person can develop their skills and behaviour.
TASK 1
P1. Explaining professional knowledge, skills and behaviour required by HR
There are professional knowledge, skills and behaviours required by HR manager for
completing task allotted to him effectively. For development of employee’s skills, a manager
should use (CPD) Continuing professional development. It is a process which assists in analysing
and documenting accurate abilities, experience and knowledge that will help in gaining these
things formally and informally when they perform specific work (Brown and Harvey, 2011).
There are some benefits for developing individual, teams and organisation which are as follows:
 CPD helps in maintaining and increasing skills and knowledge that provide professional
work to their potential buyers, clients and society.
 It also helps Sainsbury’s managers for developing positive workplace environment where
all employees were satisfied with their job.
 This can also assist an individual for getting new position where they can manage,
monitor, influence, train and supervise them for achieving appropriate goals.
 This will assist in gaining accurate employees confidence for reaching target goals and
objectives in effective manner.
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(a)
Knowledge needed for HR
Being the HR manager, they need to develop and make individual teams for achieving
appropriate objectives who have excellent skills, knowledge and behaviour to work in a proper
manner. They are required to perform all these activities which are as under:
Requirements for HR manager
 Need to work with all departments for understanding their functions and implement
various plans and policies for effective task.
 For developing effectiveness, manager should promote culture of the organisation among
workers and inform about their strategies and plans.
 They have excellent knowledge for solving different types of issues and problems which
arises in the firm and give solution which is suitable for them.
 They should discuss the issue related to salary and wages and also includes promotions
and benefits to their employees.
 HR will recruit experienced staff members who have excellent skills, knowledge and
behaviour. It includes person specification, job description, filling application forms,
shortlists, interviewing and selected capable candidates.
 They should also prepare feedback (salary issues) on regular basis within organisation.
 Provide training and development sessions for enhancing their employee’s abilities and
capabilities which help in accomplishing goals.
 HR manager should develop effective planning strategies which is required for long term
period for staff members in Sainsbury.
 The main role of manager is to maintain all employees record which includes contact
number, address, email id, etc.
 Provide training to their new staff members and provide induction program which help
in introducing with co-workers.
 They also implement new strategies, plans and policies which aid company for acheiving
higher success and growth.
(b)
Skills of HR
Effective speaker and listener
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Human resources manager should be sensational speaker who express their communication in
more effective manner. He is good listener also which understand problem of their team mebers.
Role model
HR should be role model which provide right direction to their employees that help in
achieving target goals and objectives in given time period.
Collaboration
HR should be capable to handle any difficult situation which arise from external and
internal side and it is the duty of the manger is to make proper coordination between employer
and employees.
(c)
Behaviour of HR
They should analyse any situation and proper making each decision which is required to
business functions and activities.
Negotiable and curious
They are able to handle any type of people together and also they have pleasant personality who
develop creative ideas which are suitable for the company.
P2. Explaining personal skills of audit and preparing development plan of HR
Personal skills audit is crucial for an individual which help in recognising strength,
weakness, opportunity and threats which is required to develop positive environment (Burke and
Noumair, 2015). It totally depends on that area where person are working and changing with
dynamics of market. Sainsbury HR manager will use this audit for evaluation of personal
qualities and attributes which are majorly required for effective career development. HR
manager has some strength which help in achieving goals and objectives as well as overcoming
certain weaknesses that are required to eliminate in proper manner.
(a)
Managers have some strength which assist in performing task and work within an
organisation such as in information technology, have excellent knowledge to use internet and
how to manage email in appropriate manner. In communication skills, she is a good in writing
report and also collect material for making presentation. Also, she need to improve in making
notes of disciplinary hearings, resolve all conflicts and proper advice on HR issues. Additionally,
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taking part in interviewing of new candidates. The major threat which is faced by Jane is lack of
experience in using database system and use software of HR specialist (Coghlan and Brannick,
2014). There are some strengths and weaknesses of Jane Cambridge which are shown in the
below table:
Strengths
 Know ways to use Microsoft word and
power point
 Effectively use Internet and email
system
 Good in writing report on various
topics
 Develop material to support
presentation program
 Resolve technical issues Give proper advice on HR issues and
try to solve it.
Weaknesses
 No experience of using database
 Zero skill for using software of HR
specialist
 Does not have any knowledge for
drafting contract of employment
 Does not provide effective training and
development sessions
 Not making proper notes of employees
disciplinary hearings
 Improved in making excel spread sheet
These are some strength and weakness which help in identifying correct skill, knowledge
and behaviour of HR manager.
Identification of training and development needs is very important for developing skills
and knowledge of an employee within an organisation. It also assist in progressing career of
worker which can act as a motivation for them for doing effective work and reach the goals.
This will help in identifying market latest trends and changes which should be adopted by an
individual for growth and success. The employee who currently work in firm so they demand for
acquiring proper knowledge and improve behaviours for deal with some other companies.
(b)
Training and development help in providing effective abilities and capabilities which aid in
performing difficult task or work.
Development plan:
S. No Learnin Current Target Development possibility Time
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g
objectiv
e
skilfulness
(good-5 2.5
average 1
week)
skilfulnes
s
period
1 Technica
l skills
4 5 Should use latest techniques and tools
that will assist in providing skills and
knowledge of different software
systems.
2 months
2 Technolo
gical
skills
3 5 Required to adopt all latest techniques
or technologies. For improvement in
ethnologically skill they should try to
use and work on various method on
regular basis.
3 months
3 Commun
ication
skills
4.5 5 Need to improve abilities and
capabilities for getting better success
and growth in career.
½ month
TASK 2
P3. Differences between organisation and individual learning, training and development
The learning is the most important part of every individual body which help in knowing
organisational activities information in better manner. It will assist inj collecting skills and
knowledge that grow in professional life. There are two types of learning process such as
organisational and individual that are discussed as under:
Organisation learning
Organisation learning refers to, when an individual performance is not at par for their
expectation and could not achieve target result than they will help in improving its task and
achieve that goal (Cummings and Worley, 2014). There is a direct link between organisation
learning and individual performance that affects various activities such as innovation process,
competitiveness and financial outcomes. The organisation learning assist in satisfying customers
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wants and demands, also provide quality products and services. Sainsbury’s HR manager also
learn all these tools which help in reaching target objectives.
Individual learning
It is important for an organisation to promote individual learning in the firm. This will
provide knowledge and enhances skills which help in success and growth in career. This learning
provide profitability and increase demand of products and services in the market among
customers. By using individual skills company can develop innovative goods and commodities
which demanded by buyers and it gives growth and development to organisation. Managers will
provide training and development session for their employees for effective developing of
products and services that offers in large market (Hitt and et. al., 2011). They will also give
researching skills for offering training which assist in making effective strategies and policies
that attracts large number of buyers towards firm’s goods.
Differences between organisation and individual learning
Basis Organisation learning Individual learning
Analysis In this learning organisation help in
understanding and analysing all the
elements which influence learning
outcomes and eliminate barriers in this
process.
An individual learning refers to
personal skills, knowledge and
behaviour which help in reaching
progress in career.
Self-
improvement
They should adopt various learning
styles that assist in making continuous
improvement in the success and
growth of firm.
By this a person can improve their
learning by using various methods
such as attending seminars and
conferences, meetings and internet
learning.
Team learning In the organisation the team work
together for achieving target goals and
learn how to motivate their
employees.
They can work with large team which
enhancing their skills, gain
experience and focused towards
target goals.
Share vision They will also share their visions and
mission with employees by which they
Individual are share their vision with
their seniors that help in gaining
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can assist in reach the objective. higher position within an
organisation.
Equality Company will maintain equality
between their workers and also learn
organisation culture according to the
environment
A person will maintain equality
between all co-workers in the firm, it
is also essential part of learning of
individuals.
Link between Organisational and Individual learning
there are two ways by which they both are strongly connected in very manner. Following
are some interlinks that are discussed as under:
 Learning organisation is totally depend upon concepts and theories. The main purpose of
these learning is to learn more knowledge in minimum time.
 Individual learning is states that environmental motive which completing the
organisational learning in different manner.
 By measuring the individual learning , the organisational learning is also scaled to
connected with them.
P4. Need of continuous learning and professional development for sustainable business
performance
For an organisation as well as an individual continuous learning is important for
enhancing skills, knowledge and experience. Continues learning should provide satisfaction from
both personal and professional level. There are certain sources which help in doing continuous
learning in effective manner are as follows: Seminars and conferences- It is important for learning skills, knowledge and behaviours
of an individual. A person should attend seminars and conferences that provide excellent
ability and capability in proper way. This will assist in giving continues learning to an
individual. Coaching- Sainsbury HR manager provide coaching to their employees for enhancing
their skills, ability and capability towards managing work. It also help in gaining various
task information for achieving target goals and objectives. Online learning- An individual can also gain knowledge by using online internet method
that help in providing effective skills (Huczynski and Buchanan, 2010). This will gives
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various researchers data or information on one topic which shown different point of view
on specific concept. There are many organisation which provide these facilities for their
workers to enhancing skills and knowledge towards particular topic which help in
implementing on business functions. Workshops- Cited firm also provides workshops activity in which they play various
games related to knowledge of current data and enhance confidence of employees by
attending these workshops within an organisation.
 Training and development sessions- If company will adopt latest or new technology for
increasing growth and success in efficient way. Then they have to organise training and
development session for their employees. This will help in enhancing abilities,
capabilities and knowledge. Also easily manage each task and it assist in accomplishing
all goals and objectives of an enterprise.
 Development of performance at job and sustain- It will assist in improving the personal
and professional skills of an individual at working place that help in retaining employees
for long time period.
In professional sector, sustainable business provide effective performance in the market.
HR manager apply sustainable business activity for success of organisation. Many company face
various issues or problems for implementing sustainable business. It will highly increase
performance of firm and individual within an organisation. The importance of sustainable
professional on business is helping in developing effective strategies, mission and vision. This
will also evaluate and measure all goals, and objectives which try to achieve in future. Company
should adopt sustainable growth which assist in expanding business operations and functions in
other location (Katzenbach and Smith, 2015). They can set certain benchmark and examine
sustainable activity of organisation HR in attracting, appointing, hiring talented employees which
handle their responsibility of position. It also aid company in improving its financial position in
large market and gain attention of potential customers.
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TASK 3
P5. Understanding HPW to contribute employee engagement and examining competitive
advantage
High performance working refers to process, practices and policies and contributing
efforts together for getting accurate outcomes and improve performance of their employees.
HPWO stands for high performance working organisation. It is the basic concept of firm which
manages structure of an enterprise and always focus on improving performance of business
operations as well as individuals. It is that framework which should be interpreted by managers
for their specific firm’s situation in current time period. The importance of high performance
working on employees and employers provide growth and success to organisation. It helps in
maintaining the relation with workers and customers as well as in managing each task of
employees which give stability to firm. HPW is beneficial for enhancing skills, knowledge and
experience that will provide growth to business functions in the market (Marquardt, 2011). It is a
unique practice and systematic approach which assists in increasing employee’s innovation
capabilities, abilities in effective manner. This will provide benefit to both employer and
employee for higher growth performance in selling products and services which enhance their
organisation market share and promote worker position.
There are some barriers which affects high performance working such as slow
improvement in skills, lack of technical knowledge, low managerial skills, etc. It is that system
which is independent but connected with HR department’s functions that includes selection,
training, compensation and performance appraisal that help in enhancing employee’s
effectiveness. Employees get better skills, motivation and provide various opportunities for
achieving higher goals and objectives. HPW directly affects company department performance
and also influence worker’s attitude, attributes and behaviour. HPW is an effective concept
which helps in examining the attitude and behaviour of employees (Nahavandi, 2016).
This will develop a positive environment within organisation and directly affects HR
manager’s performance. Investment in the process of selection, training and development, share
information, performance management and salary and incentives have positive impact on
worker’s efficiency in work.
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High performance working concept helps in influencing employers and employees both
in a positive manner for achieving the set targets. If an employee were perform well in an
organisation and achieve all necessary task objectives in effective manner. HR manager should
try to develop high performance standard which satisfies the demand and wants of customers in
market. HPW is beneficial for evaluating and measuring an employee and employer’s
performance.
TASK 4
P6. Different approaches to performance management
Performance management is a process by which employee and employer works together
to achieve, plan and monitor effective goals and objectives. The main role of manager in
performance management is to develop new strategies and resources.
Motive of performance management
It also helps in building teams and groups which assist in reaching Sainsbury mission and
goals (Obiwuru and et. al., 2011). Manager needs to perform better for achieving the best
outcomes and organise team members for getting effective objectives. An enterprise can use
various strategies and approaches for measuring the performance of their workers.
(Sources: Approaches of Performance Management, 2017)
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Illustration 1: Approaches of Performance Management, 2017

Methods of different approaches
By measuring the high performance work, the organisation can optimise various
techniques and methods which is suitable for culture of an enterprise.
There are five approaches of performance management which are discussed as follows: Comparative approach- It is the first and foremost strategy of an organisation.
Comparative approach refers to measuring employee’s performance with respect to other
person’s capability in team. In this approach, manager can give rank to an individual on
the basis of lowest performance (Salas, Rosen and DiazGranados, 2010). There are many
tools which help in doing comparative approach such as paired comparison, forced
distribution and graphic rating scale method. This strategy is appropriate for large scale
firms and that company in which large number of job profile. Attribute approach- In this approach, performance is ranked on the basis of employee’s
attributes, attitude and behaviour towards specific goals and targets. It includes
teamwork, creativity, problem solving skills, innovation activity etc. Disadvantage of this
approach is that performance cannot be measured on the basis of judgement. It helps in
easily identifying the best and worst performer of firm. The major benefit of this
approach is that it is simple and easily understood by all employees. Behavioural approach- It is the oldest approach of performance measurement (Salas and
et. al., 2012). This consists of evaluating and analysing workers behaviour on the basis of
their performance level. Behavioural approach assists in examining the behaviour of each
employee towards work. Result Approach- It is very simple and easy concept and it can be measured on the basis
of workers performance. In this, first type of technique is balanced scorecard. There are
some other methods such as financial, internal and external operations, customer’s
satisfaction as well as growth and development (Woodcock, 2017). The benefit of this is
to perform better for developing strategies into business functions and disadvantage is
lack of human resources aspects which are focused.
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 Quality approach- It is that approach which helps in improving customer’s satisfaction
by reducing barriers and achieving set targets. This approach is focused on both person
and system factors. The major benefits of the result approach such as issue solve through
teamwork, use aggregate source to measure performance, affects both internal and
external factors (Different performance management approaches. 2017). It will assist in
improving the whole process of business functions and operations on regular basis.
Employer can take feedback of workers related to colleagues, managers, top management
and clients.
CONCLUSION
As per above report it can be concluded Sainsbury company will developing their teams
and organisation for achieving target goals and objectives in an effective manner. Human
resource manager analyse their professional skills and behaviour which help in managing
business activities or functions within an organisation. By using these abilities and capabilities
they also develop new strategies and policies which assist in enhancing growth and success in
business. In development plan, the HR strength and weakness are identified and also provide
effective solution which help in overcoming these weaknesses and how to use these strength for
smooth running of business operations. There are many methods which assist in continuous
learning such as coaching, workshop, seminars and conference, online learning and training and
development. Also they will analyse different approach which help in measuring organisation as
well as individual performance in proper manner.
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REFERENCES
Books and Journals
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2) pp.57-75.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Marquardt, M. J., 2011. Optimizing the power of action learning: Real-time strategies for
developing leaders, building teams and transforming organizations. Hachette UK.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Obiwuru, T. C. and et. al., 2011. Effects of leadership style on organizational performance: A
survey of selected small scale enterprises in Ikosi-Ketu council development area of
Lagos State, Nigeria. Australian Journal of Business and Management Research. 1(7).
p.100.
Salas, E., Rosen, M. A. and DiazGranados, D., 2010. Expertise-based intuition and decision
making in organizations. Journal of management. 36(4). pp.941-973.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Woodcock, M., 2017. Team development manual. Routledge.
Online
Different performance management approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 7th October 2017].
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