Performance Management Approaches for Employee Engagement

The assignment discusses the significance of performance management in enhancing employee engagement, highlighting its role in improving team effectiveness and organizational success. It also reviews several studies and publications that emphasize the need for skilled transformational leaders who can integrate leadership and organization development. The assignment further identifies key strategies for measuring employee performance, including transactive memory systems and situational leadership. By examining these approaches, the assignment aims to provide a nuanced understanding of how performance management can be optimized in work organizations.

Developing Individuals,
Teams and Organisations

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
P1. Professional knowledge, skills and behaviours required by HR professionals.....................1
a)..................................................................................................................................................1
b)..................................................................................................................................................2
c)..................................................................................................................................................2
P2. Completed personal skills audit and creating a professional development plan...................3
a)..................................................................................................................................................3
b)..................................................................................................................................................4
TASK 2............................................................................................................................................6
P3. Differences between organisational and individual learning, training and development......6
P4. Need for continuous learning and professional development................................................8
TASK 3..........................................................................................................................................10
P5. HPW contribution to employee engagement and competitive advantage...........................10
TASK 4..........................................................................................................................................11
P6. Different approaches to performance management.............................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
An organisation is made of individuals who work as a team and attain the goals set by
them altogether. Performance of individuals and team affect the achievement results of
organization in a positive and negative way (Baiden and Price, 2011). Effectiveness of
management helps in measuring the performance level managed by the HR who. organises
programme like training and development for improvement of employees. In this report, the
study will be done on Tesco's HR knowledge, skills and behaviours. Tesco is an retail MNC that
is deal in a wide range of products and services globally as well as different learning styles. This
will also study the role of HPW in attaining competitive advantages or employee’s contribution.
P1. Professional knowledge, skills and behaviours required by HR professionals
Human resource manager help an individual in development through analysing, advising
and suggesting them various suggestions and help in understanding implemented policies of
enterprise. A person require to have some special skills, knowledge and abilities for managing a
human resource manager position of such large organisation as Tesco which have expanded its
business internationally (Bolman and Deal, 2017). Human resource manager is responsible for
various process that occur in cited company such as equality, diversity, increasing in
performance, health, safety, negotiation of policies. They must be able to attain the major criteria
of qualities for this post.
a)
Knowledge Require for HR
HRM and Personnel Management
They should aware of the process of administration, training, recruitment, selection and
other personnel related information. Management and Psychology knowledge including human
behaviour, interest and expectation understanding as well as ability to administrate plans, design
of strategies, resource allocation, leadership methods etc.
Personal and Customer Services
Should be informed about handling affairs related to consumers such as client
satisfaction, consumer requirements assessment etc. Training, Education and Clerical service,
information of documenting files, records & knowledge of elements and principles of training
planning, teachings individuals and masses other related things should be known by him.
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Government and Laws
Knowledge of legislation related to employee and business laws is required to monitor
the activities accordingly. Each nations contain different laws including employment and
business legislation which an HR have to undertake while documenting the terms and condition.
Through the help of this, they can manage these information.
Media and Communication
Knowledge of content production, interactive activities, effective English and
communication skills, using media to increase the efficiency of work. Anthropology and
Sociology information of behaviours of team and dynamics, migration of humans, ethnicity,
region and culture origins is required to understand by Human resource manager.
b)
Skills of HR
Effective speaker and listener
HR should be impressive speaker who can convey their message more effectively as well
as good listener to understanding the issues and opinions of employee.
Role Model
HR should Constantly guide the employee as a role model by giving examples example
such as Act with impartiality, independence and integrity, balancing the personal, team and
organisation and legislative parameters.
Collaborative
The HR should be able to maintain the relation and work in external and internal
environments of enterprise like Tesco. An HR is liable for forming collaboration among people
of organisation to make best outcome and encourage their m motivation level.
c)
Behaviour of HR
Decisive Personality
HE should be deceive to analyse situation and make decisions whenever it is required
quickly. Decision making of enterprise and their workplace is the duty of HR which is very
important aspects.
Credible Personality
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Create and present professionalism by linking commercial and specialisation of human
resource manager to cater the value to cited company, peers and stakeholders.
Curious and Negotiable
They must be capable to cater people together and reconcile the divergence as well as pen
mind, inquisitive personality who seek creative ideas to suit according to the Tesco environment
and policies (Chaskalson, 2011).
For the management and administration of skills, behaviour and knowledge and
documenting for growth (Eime and et. al., 2013). This is a structured plan of a person which help
in managing, motivating and systematic organising the goals and competences more creatively.
A person can involve in these activities by scheduling their objectives and organise their routine
through using various effective methods and approaches.
P2. Completed personal skills audit and creating a professional development plan
A skill audit is the key part of information of enterprise requires to understand employee
skills and qualities which is used by HR manager. This help in targeting goals more coherently
and aid in developing Tesco furiously in trade of retail. This makes the process of trainings and
development of respected company more direct and effective in regard of new or existing
workers. It helps in identifying the loop holes in the structure of management and assist in
identifying need of trainings. Human resource management organise these activity to identify the
strength and weakness of organization. This functions operations of enterprise more smoothly
and run it in disciplined, systematic and organised methods help in analysing and developing the
technique of risk management, governing of organisation and controlling process of enterprise.
a)
The manager of Tesco will help in managing the skills and qualities that is needed for
efficient development of their functions and divisions (Ford, 2014). It depend on the human
resource manager of an organisation, that how to identify the strengths and weakness of a
company and manage them properly to achieve the goals and objectives. Through the help of
Information technologies, the process can be functioned more effectively. The respected
candidate has better working skills as well as good qualities in collecting information through the
help of presentation. Also she require to ways of solving issues and disciplinary hearing. To
3

provide the training and developmental programme for her, it is required to measure her
strengthens and
SWOT analysis of Jane Cambridge
Strengths
1. Knowledge of Microsoft and other word
software
2. Effective Utilization of emails and internet
technology.
3. Impressive skills of wiring report.
4. To help the programmes of presentation,
able to develop them.
5. Knowledge of technical area.
6. Suggesting and advising personality while in
trouble to HR.
Weakness
1. Less experiences in data base using
2. No experience as the HR software specialist.
3. No drafting management of employee
experiences.
4. No supported by training and development
period.
5. Do not record of activities and hearing of
employee disciplinary.
6. Spread Sheet improvement.
Training and development is required process which is organised by the HR of Tesco for
enhancing worker's skills and abilities in order to make them perform more effectively (Hsu and
et. al., 2012). This, not only help employee in gaining their basic knowledge but also helps the
organisation to increase their overall productivity and profits. Jane Cambridge requires this
trainings period for developing their knowledge according to the demands of organisation for
sustaining and profiting the company more efficiently. Through training, Tesco can meet basic
requirements of enterprise to meet business objectives.
Jane can exercise by internet in effective way but cannot work of data practicals and her
skills or knowledge of software of HR is weaker. She has aggregate skills of writing but she can
develop few skills such as how to perform interview process and advise on issues of HR etc.
b)
Here is the development plan for Jane to improve her skills and information criteria to serve in
Tesco. Plc.
SR. No LEARNIN
G
CURRENT
PROFICEN
TARGET
PROFICEN
DEVELOP
MENT
CRIRERIA
FOR
TIME
4

OBJECTIV
ES
CY CY OPPORTU
NITIES
JUDGING
SUCESS
SCALE
1 To evolve
technologica
l knowledge
Jane can
practices
from
outdated
software
that
organisation
is not using
in the recent
scenario.
She does not
understand
most of
cloud
technologies
features and
not able to
understand
the feature
of desktop
properly
(Katzenbach
and Smith,
2015).
Gain more
knowledge
about
various
different
software
which is
used in the
department
of HRM.
Increase the
understandi
ng about the
software
and other
modified
technologies
.
Jane can
understand
new
technologies
through
undertaking
IT manager
assistance.
She can also
ask for their
guidance for
teaching
specific
operations
and
software
system for
developmen
t.
Through
passing the
process of
test
organised
by IT
through
which she
can measure
her
developmen
t. If she is
able to
operate
various
software
successfully
two and one
software
which are
used in the
offices of
Human
resource
department
specially.
50 weeks
2 O develop She can Improve the Through She can 40 weeks
5

those skills
which is
essential to
understand
candidates
behaviour.
undertake
various
different
process such
as interview
and seek
essential
qualities
parameters
present in
applicants.
skills to
improve
understandi
ng level of
people for
enhancing
skills and
abilities.
organising
training
session and
undertaking
interview
with senior
guidance
her ability
can be
developed.
measure her
performance
through
asking from
her fellah
and seniors
as well as
through
undertaking
process of
performance
measuremen
ts, she can
analyse her
new skills.
TASK 2
P3. Differences between organisational and individual learning, training and development
Learnings are the part of an individual or organisation, weather it is on personal purpose
or organisational purpose. This help in evolving the person's initial skills and abilities as well as
aid in growing an individual from an amateur to professional. There are two types of learnings
i.e. Organisational and individual, which is explained as below:
 Organisational Learnings: The learnings of organization is conduced on purpose which
is gained by the outcome and process that is undertake by the individual or team. This is
the link between innovation and working according to the Brown & Duguid. This affect
the procedure of financial results, competitiveness and innovation of Tesco. Plc. It is sum
of knowledge which the employee held and learn from their surrounding. This is also
learned by HR of the cited company so as Jane Cambridge who is provided training
under the demands and circumstances.
 Individual Learnings: Individual learning is the significant part of a person's life which
require for them to evolve and develop in their life and meet their business or survival
6

goals. Every individual lesson themselves from their work, performance, activities and
surrounding, either consciously and unconsciously. This refer to the skills and abilities to
learn the knowledge by the internal and external resource and reflection an individual or
interaction action.
Link Between Organisational and Individual Learning
Though both are different in various ways, both are interlinked with each other in any
ways. Through accomplishing the targets of one, the other can be achieved easily by an
individual. Here are some of the interlinks between both of them:
1. Learnings of organisational is based on theories of individual learnings. Through the
achievement of individual learnings the organisational learnings can be attained.
2. The individual learning are initially response of surrounding and environment whereas on the
other hand, organisational learnings are done after the completion of the entire cycle of
individual learning.
3. Through measuring the individual learnings the organisational learnings can be scaled
because of their interconnection between each other.
Both learnings are interrelated to each other. Through the help of individual learning, an
organisation can improve the qualities of products and services that they provide as this avail
more skills to worker of their company. These facilitate creative and innovative ideas as well as
knowledge to the employee of enterprise for supporting company growth and unique recognition
in market. Whereas the organisational learning aid individual in increasing knowledge and
information as well as enhance their basic skills and abilities through undertaking them training
and development programmes (Marquardt and et. al., 2011). But there are difference between
both of learnings styles in many ways. As they are connected with each the, they have contrast
recognition. Here are some of the differences between individual and organisational learnings:
Organisational Learnings Individual Learnings
1. The organisation learning lesson those
knowledge and information which helps in
reducing the barrier in servicing of
1. The learnings of individual refer to the
skills, behaviour and knowledge improvement
of a period’s that can lead them toward
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organisational process.
2. The approaches and techniques including
training and development of Tesco helps in
growth and success of company mainly.
3. This technique adopt the team work
activities and targets to achieve the results and
desired outcome.
4. The sharing of their vision is maintained
among the employees of company who help
them achieving their mission (McCleskey,
2014).
5. Lesson the culture of Tesco as well maintain
equality among all employee and employer.
achieving career.
2. Through attending seminars, conferences,
meetings, discussion, the person itself can
improve their skill or her own information and
success.
3. Individual can perform by herself, team or
larger group for increasing her experiences and
concentrate on their objectives.
4. Person can share her visions and goals with
her team, authorities and other people who can
helps in attaining them.
5. Manage the equity among all co-groups
members and teams which is the major part of
this learnings.
P4. Need for continuous learning and professional development
Continuous learning and professional development is essential for an HR person in order
to improve their skills and abilities according to the changes in environment or their surrounding.
This aid in satisfying the needs of organization and circumstances of retail industry of UK for
Tesco. This is important for both employer and employee of a company for achieving the
objectives and goals of individual, team or entire organisation itself. For business performance
enhancement, it is crucial to assist the enterprise and individual who is controlling and managing
the whole entity. This is essential because it ensures people or business that they are developing
and progressing their performance than it was before.
In the business organisation like Tesco, there are various effect of CPD that can be traced
in order to manage and improve the sustainable performance of cited company (Rock, 2014). HR
organise various activities like training and development programs for the workers to control
their actions and increase their skilled areas for gaining more revenues and profits from
outcomes of functions.
Requirements of CPD
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 Enhance Knowledge & Performance: Continuous learning and development seek the
areas where the individual or organisation need to develop in order to sustain the
performance of business of cited organization. This undertakes the negotiation skills,
guiding, mentoring and other techniques which is being adopted by the person for overall
development. Benchmark Job Trade: This aids in identifying the person and advert specification and
changes that occur in enterprise after a span of time in business. It is assisting for
managing and monitoring the abilities of an individual which individual proceed the
benchmarking of job trade. Updating information: In order to sustain in the market and continue their speciality in a
specific field, some organisation or professional require to update the knowledge and
information of them. Through the industry events, trade press, journals, newsletters,
online forums, conferences and many other method (Seibert, Wang and Courtright,
2011). Development of Personal Skills: The continuous development and learning not only
improve the skills of individual in regard of organisation for sustainable business
performance but it also help the person in developing their own knowledge and skilled
criteria which can helps in attaining objectives and increasing performances.
 Sustain and Develop Performance at Job: This helps in improving the personal skills
and abilities of an individual at job place which helps in retaining at the same work
profile and company.
Below are few sources for CPD for maintain performance of sustainable business:
Conferences & seminar: There are numerous events coordinated by various organisation
like media, industry experts etc. mentioned firm should render few of their skilled worker in their
activities for managing programs because this can avail enterprise in accessing modified and
altered information and knowledge about technologies and market situations in sector of retail.
This will increase the worker's capability as well as their criteria of learning that can organisation
use.
Coaching: Despite of practical knowledge, this is require to teach the concept of theories
to members of staff to enhance their knowledge base. It is required to evolve several skills and
abilities that can be used by them for attaining long or short term objectives. Tesco ha many
9

qualified and experienced employee from whom new worker can teach themselves various
existing lessons.
TASK 3
P5. HPW contribution to employee engagement and competitive advantage
High performance of working refer to building an organisational culture which provides
creditability, transparency and open communication lines for the employee and employer of
enterprise. This helps in creating more flexible, happy, inspired, engaged and sharing company
structure which aid in achieving the vision of Tesco.
Outcome of High Performance System
The commission of UK of employment & skills explains this as a genuine approach to
maintain enterprise goals to motivate the worker effectively through increasing contrition and
commitment of in order to meet the higher standard of performance. It includes these broad
fields’ i.e. human resource activities, high worker engagement and commitment and reward
practices. It have been proved by the professionals that the growth of Tesco Plc. have been
increased to 20- 40 because of HPW performing as a team work activities. Tesco is one of the
largest retailing company of UK established in international market.
Contribution in Tesco
Some barrier retrains the effect of HPW including dearth of knowledge of technologies,
low skills of management, slow development etc. This system is interlinked with human resource
Dept. of organisation which consist of training and development, selection, compensation and
rewarding for performance which motivate the worker of organisation to perform better and in
effective way (Warrick, 2011). The employees of Tesco get the inspiration, motivation and skills
through this approach adopted by cited company that enhance their morals, values and
behaviours through which the HM get the involvement of employee more than before, It have
been recorded in UK that employee engagement have been increased up-to 30% in
organisational activity in past few years.
It develops the positive and effective environment within the company leading the
operation toward better productivity. It helps in meeting the desired objectives and meeting the
targets to the enterprise which industry helping gaining the competitive advantages and
objectives of organization through increasing the revenues and overall sales of Tesco. Plc. The
10

company have been listed in top 4 retailing company of UK in London Stock Exchange in HPW
is also the main reasons that have led the organisation in heights of achievements.
TASK 4
P6. Different approaches to performance management
Performance Management
The management of performance is the process of designing, accomplishing and
controlling the work of employers and creation of effective objectives and goals. This is
occupied by the HR of Tesco who improve and plan new resources and strategies for the
organization.
The activities involved in the performance management of Tesco are few steps which
they follows for the development and administration. Here are few of those steps:
 Determining particular aspects of performance
 Appraise the work
 Support response of performance through compensating or problems solving techniques
Purpose of Performance Management
The purpose of this activity is to assist in creating groups as well as teams that can help
the cited company in achieving the mission and goals set by manager and leaders. It is the duty
of employer to organise and coordinate the activities accordingly for effective functioning and
operating the entity to create a unique image of company among society as well as increasing the
sales.
Methods and Approaches
For the measurement of high performance work, the company can optimize different
approaches and techniques which is suitable according enterprise culture:
Comparative Approach
This is the initial and foremost organisation strategies of performance management. The
approach of comparative management measures the worker abilities and skills in compare to the
person of their team members. The ranking of employee on their performance in the team is
order in this by the manager of Tesco. Plc. It undertook various tools that can aid in
measurement of performance i.e. forced allocations, paired comparison and scale method of
11

graphic rating. This is useful strategies for the larger organisation like Tesco. Plc in hire mass
number of employee.
Attribute Approach
Attitude approaches refer to the measurement of performance of employee on the basis of
attitude, behaviour and attribute in regard of goals and objectives of Tesco. This consist of issues
resolution, innovation practices, teamwork, creativity and many other activities. The weakness of
this approaches that on the base of judgements, performance of work cannot be measured. This
aid in identifying the quality performer easily. The main advantage of this technique is
convenience in understanding and simple to execute among the workers.
Behavioural Approach
This is the oldest approaches of management of performance of an organisation, this
include the measurement of work of individual on the basis of their behaviour in respect of goals,
organisation and team members. In this they evaluate the habits and attitude of person and judge
on this basis.
Figure 1: Approaches for performance measurement
(Source 1: Approaches for measuring performance of employees, 2017)
Result Approach
This is very easy and simple concept that can be scale on worker performance basics. The
techniques contains the scorecard in the first one. Also there are several other methods including
12

internal and external operations, consumer satisfaction, financial and development and growth.
The weakness of this approach is human resource aspects shortage and the positive part of this
approach is it help in improving strategies for functioning the business effectively.
Quality Approach
This approach is helpful in supporting consumer satisfaction through avoiding the
obstruction helping in attaining target (Performance management: an introduction. 2017.). It
concentrate on both the structure and individual of enterprise. The main use of this approach is to
develop the entire functions of organization on routine basis. The employer can work on the
responses and feedback of employee through using interactive communication strategies.
Collaborative Working Approach
The organisation can make use of most effective working approach i.e. collaborative
approach of working that can help them in managing entire working staff together to make best
outcome through sharing same purpose of company. Through interconnecting individual, this
approach increase the outcome effectiveness creating a better communication bridge among
peers, colleagues, bosses, clients etc. This is useful in problems solving techniques for reducing
issues among worker and internal or external factors as well as enhance the operations
productivity through collaborated purpose and aim distribution among company.
CONCLUSION
It can be concluded from the above report that for an individual, team and organizational
development, it is required to identify the strengths and weaknesses, manage the time and
development plan for an individual as well as organisation It has been assessed that for
improving the organisational performance and attaining competitive advantage over others,
company should maintain their professional plan of development that can lead them to attain
success. There are two types of learning i.e. organisational and individual which are interrelated
and different from each other at the same time that help in improvising the skills and abilities as
well as helps company in increasing the engagement of employee in decision making. It also
discuss high performance work value in accomplishing the goals of enterprise through which
they can attain various approaches that support assistance in measurement of performance of
worker of firm.
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REFERENCES
Books and Journals
Baiden, B. K. and Price, A. D., 2011. The effect of integration on project delivery team
effectiveness. International Journal of Project Management. 29(2). pp.129-136.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Eime, R. M. and et.al., 2013. A systematic review of the psychological and social benefits of
participation in sport for children and adolescents: informing development of a
conceptual model of health through sport. International Journal of Behavioral Nutrition
and Physical Activity. 10(1). p.98.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Hsu, J. S. C. and et. al., 2012. The impact of transactive memory systems on IS development
teams' coordination, communication, and performance. International Journal of Project
Management. 30(3). pp.329-340.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Marquardt, M. J. and et.al., 2011. Optimizing the power of action learning: Real-time strategies
for developing leaders, building teams and transforming organizations. Hachette UK.
McCleskey, J. A., 2014. Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly. 5(4). p.117.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Warrick, D. D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Online
Performance management: an introduction. 2017. [online]. available
through:<https://www.cipd.co.uk/knowledge/fundamentals/people/performance/
factsheet>. [Accessed on 12 the october 2017].
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Approaches for measuring performance of employees. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 12 the october 2017].
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