Developing Individuals, Teams and Organisations

This article discusses the professional skills, knowledge and behaviours required by a Learning and Development Consultant. It also includes a personal skill audit and a professional development plan.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
TASK 1............................................................................................................................................4
P1. Determination of professional skills, knowledge and behaviours which are required by
Learning and development Consultant...................................................................................4
P2. Analysis of personal skill audit and develop a professional development plan...............7
M1. Evaluation of detailed professional skills and demonstration of it...............................11
D1. Analysis of detailed professional development plan and set out the goals in order to
sustain the objectives............................................................................................................12
TASK 2..........................................................................................................................................12
P3. Difference between organisational and individual learning and training and development
..............................................................................................................................................12
P4. Analyse the need for continuous learning and professional development to sustain the
business performance...........................................................................................................15
M2. Analysis of learning theories and implementation of continuous improvement plan. .16
TASK 3..........................................................................................................................................16
P5 Contribution of HPW to employees engagement and competitive advantage................16
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation................................................................................................................................18
TASK 4..........................................................................................................................................18
P6 Different approaches to performance management with specific example....................18
M4 Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment.............................................19
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage..............................................................................20
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22

INTRODUCTION
Development is defined as the procedure adopted by the individuals and organisations in
order to ensure the continuous improvement within the processes and procedures adopted within
the company. This ensure high productivity, profitability and performance standards which helps
in the company in gaining a strong and firm competitive edge and sustainability. Therefore, it is
extremely crucial for organisation to undertake growth and development initiatives so that goals
and objectives are fulfilled. In the competitive business market, it is important to achieve success
in an organisation by expanding and improving the collective competence of its individuals and
teams (Alliger and et. al., 2015). Developing employees could lead to increasing the performance
of an organisation.
This assignment is in the context of BMW which is a multinational company and is an
major automotive manufacturer operating throughout the world. It was established as a business
entity, following a restructuring of the aircraft manufacturing firm in 1917. After that the
company shifted to the motorcycle production in in 1923. This report is going to focus on
analysing the skills and knowledge of Learning and development Consultant and would also
emphasise on the SWOT analysis and also make a personal development plan. Moreover,
external learning and development is also performed for which a report is made in the context of
consultant recruiter of BMW. It includes the analysis of difference between organisational and
individual learning, training and development. Furthermore, continuous learning and
professional development is analysed in relation to sustainable business performance.
Furthermore, the report includes high performing working which contributes in the employee
engagement and competitive advantage of organisation and also evaluates the different
approaches of performance management.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by
Learning and development Consultant
Learning and development Consultant plays an important role in order to align with their
employees and their integrate with their activities and majorly contribute in leading the ideas and
objectives of an organisation (Blanchard, 2018). The purpose and objective of this individual is
to establish and support the overall strategic business plans and goals. They are also helpful in

developing the career of employees and gain the deeper insight into the availability of human
capital. Learning and development Consultants have to perform in a frequently changing or
dynamic business environment in order to record the progress of its employees.
Job Description
Job Description
Position Title: Learning and Development Consultant
Responsible To: Manager and Organisational Development
Classification Level: Salaried, Level 5
Professional Summary: Knowledgeable and skilled learning and development specialist with
excellent interpersonal skills in designing, conducting training and educational programmes.
Boasts advanced technical skills and a thorough knowledge of the best training programme
practices.
Skills and Knowledge:
 Training and development skills in order to hire talent and skills workforce.
 Manages all the managerial and paper work.
 Keep transparency at workplace through better communication skills.
 Excellent documentation skills.
 In depth theory of learning theory as well as best practices.
Qualification:
 Bachelor's degree in Business Administration.
 Master's degree in Human Resource.
There are various skills, knowledge and behaviours which are demanded for the post of
Learning and Development Consultant in order to perform its duties which are discussed as
under:
Skills required in Learning and Development Consultant
Training and Development: It is the main function of learning and developing consultant
which is essential in terms of perform the main duties of the job. It refers to the systematic
function which is helpful for employees to gain support from the guidance and instructions of the
consultant and acquire knowledge which is helpful in order to increase productivity and

reputation of an organisation. Therefore, Learning and developing consultant is the only source
who is useful in order to improve the performance of workforce.
Recruitment: It refers to the overall process of short listing, selecting and hiring suitable
candidates for the vacant job position. This includes analysing the requirement of job, attracting
employees, screening and selecting best applicants and integrating the new employee in an
organisation. This skill is required in order to hire best and desired candidates in an organisation.
This skill is required for the post of Learning and development consultants as they are the ones
who can analyse the requirement of job and skills of candidate.
Knowledge
Organisational Analysis: It refers to the evaluation and determination of need and
requirement in an organisation. This requirement include analysis about employees, behaviour
and need of employees for the vacant job position. This knowledge should be present in the
Learning and Development Consultant as it helps in determining the needs and requirements of
an organisation which is useful in achieving success the company.
Managerial Knowledge: This kind of knowledge is required for the post of Learning and
development Consultant because it provide better accessibility and sustainability in the business
environment. It covers the knowledge about organisation, system, management of all the paper
work and employees details which is helpful in developing the better organisational culture for
employees as it is helpful in measuring the performance of employees. Therefore, interviewer
will analyse this knowledge in candidate which include paper work, administrative knowledge
etc. and observe that they can perform these functions in an effective manner or not.
Behaviour
Ethical Behaviour: It include the understanding of various ethics and also concerned
with the ethics, code of conduct and survival of employees (Gordon, 2017). Ethics is useful in
order to guide and direct the behaviour of employees in their life as well as workplace. This
behaviour is required in Learning and Development Consultant because they are the key between
the management and employees in the organisation and also required in order to maintain
discipline in the firm.
Transparency: It is useful in clearing things to their employees with the help of proper
communication and developing good relationship with employees (Hawkins, 2017). This
behaviour is required in Learning and Development Consultant as it helps in managing their

workforce as by performing this, every information would be clear and transparent between them
which leads to improve their performance. It is the essential element which helps the
organisation in order to survive and retain their talented employees by emphasising on the
behaviour. Thus, while taking interview the interviewer analyse that the candidate can keep
transparency in an organisation as it is the basic behaviour which is required in Learning and
Development Consultant.
P2. Analysis of personal skill audit and develop a professional development plan
In order to analyse the personal skills, SWOT analysis is done which helps in analysing
the strengths, weaknesses, associated opportunities, along with threats. This framework helps in
reviewing the strategy and guidance of an individual or an organisation which is used for
business planning, research report, managing and team building of an organisation.
Strengths Weaknesses
 One of the prime strengths which I
possess is associated with effective
analysis of the organisation and its
situations (Luna and et. al., 2015).
 I, as a Learning and Development
Consultant, am very effective in
recruitment, which is useful for me in
order to hire talented workforce and
deal with them in an appropriate way.
 It depicts those knowledge and skills in
which the Learning and Development
Consultant is weak. I am weak in
training and development, and
managerial knowledge.
 Another pointer in which I am weak is
ensuring transparency. This is because I
fail to appropriately communicate to
employees all the aspects of the
strategies of the company.
Opportunities Threats
 This section depicts those factors who
are beneficial for the Workforce and
Learning and Development Consultant
(Lyndon and et. al., 2015). While
considering me, My opportunities are
ethical behaviour and legal knowledge
by which I can earn faith and trust of
 It describes the barriers in pathway for
the success of Learning and
Development which can become
beneficial for their competitors. It
describes the threats of skills which is
faced by me.
 My competitors and threat are

employees as it is an approach which is
useful in order to retaining the talent in
an organisation.
 Another opportunity for me is related to
requirement of effective and better
learning and development manager in
companies to ensure effective
improvement.
frequently changing business
environment it depicts new situations
and according to this, the requirement
for me to develop various skills in order
to convert them into opportunities and
strengths.
 Another threat is the changing market
conditions, which could be a threat for
me to analyse.
Personal Skill Audit
Skills Personal Audit Questionnaire 1 2 3 4 5
Training and
Development
Skills
Good in providing knowledge to employees *
Good in analysing the need of training and
development
*
Recruitment
Skills
Good in selecting appropriate candidates *
Good in observing the skills of employees *
Good in communication and persuading
candidates
*
Organisational
Analysis
Good in analysing the requirement of
employees
*
Good in identifying the need of training and
development
*
Knowledge of
Management
Good in keeping records and details of
employees
*
Good in managing paper work *
Ethical Good in implementing code of conduct *

Behaviour Good in maintain discipline *
Transparency Good in keeping clarity between employees and
management
*
(Guidance: 1-Bad, 2-Not Bad, 3-Average, 4-Good, 5-Excellent)
Personal development plan
Area of
development
Date I will
have this
completed by:
I will achieve
this by:
What's
happening
now?
How will I
know I've
been
successful?
Progress
Training and
Development
28/01/18 The aim is to
develop my
skills by
coaching,
mentoring,
cross
departmental
training and
developing
soft skills as
per the
demand of
workforce.
Take lot of
time in order
to under the
problem of
employees and
providing
guidance to
them.
In order to
develop this
skill, I need to
take various
sessions of
learning,
guiding and
developing
people and
also boosting
their morale
and motivation
which leads to
increase the
performance
of employees.
The progress is
to be
determined by
analysing the
performance
criteria of
workforce
and it is
judged by the
top level
management.
Managerial
Knowledge
30/04/18 Target is to
develop the
knowledge
and
understanding
I as a Learning
and
development
Consultant has
lack of
To develop
this skill, I
need to learn
various types
of managerial
The progress is
judge by top
management,
supervisors
and co-

of
management
in order to
manage the
workforce
such as
directing,
coordinating
and many
more.
managerial
knowledge
such as
planning,
coordinating,
organisation
and many
more.
knowledge
which include
administrative,
systematic and
organisational.
workers as
they guide me
throughout the
process.
Transparency 30/07/18 The aim is to
develop more
transparency
among them
which
motivates the
workforce to
accomplish
their task
without
strictly
enforcing the
same.
I communicate
and keep the
information to
my selective
people which
become barrier
and influence
their
performance
as through this
they get
confused.
In order to
develop this
skill, I need to
communicate
and build
healthy
relationship
with more and
more
employees.
The progress is
judged by
constructive
criticism by
the top
authority of an
organisation.
The above discussed PDP reflects the various skills in which I am weak. These skills are
necessary in order to achieve success for an organisation and also helps in improving the
performance of employees. This plan describes that what actions need to take in order to take
corrective action and develop these skills which can become the strength and opportunity in
future.
Reflective statement
Name Description

Reflect on why you selected that particular
job role
Learning and development Consultant is selected
as they are important for an organisation because
they mediate between the management and
subordinate and also provide the relevant
information to them.
Reflect on what is the most challenging
part of job role
For me the most challenging part of my job is
training and development and ethical behaviour.
Reflect on what you have found to be
challenging to achieve based on your
Personal Skills Audit.
I lack in training and development and
transparency, moreover this is the most
challenging task to develop them in the shorter
period of time.
Reflect on your journey you undertook to
address your developmental needs and
how you resolved them
I took feedback from my superiors and gone
through with seminars, workshops and training
programmes which is helpful in order to develop
these skills.
Reflect on your communication with your
mentor and the challenges you faced in the
process
I did not identify my weaknesses and was
communicated by my mentor about that those
skills in which I am weak. Moreover, to develop
these skills I face many challenges such as how
should I develop these skills, when and where.
Reflect on the value you have gained from
the beginning of the Semester
During the time of developing my skills, I gained
specific knowledge about providing training and
development, analysing about organisation, the
skills of employees and code of conduct which is
essential in order to coordinate or develop
relationship with subordinates.
Reflect on the actions you would take
differently in order to overcome
challenges you faced so far
I should gain knowledge about the management
and administration of an organisation and need to
develop good relationship with many people in
order to develop transparency in company.

M1. Evaluation of detailed professional skills and demonstration of it
As a Learning and development Consultant, many skills, knowledge and behaviours are
important as it helps in improving the performance and productivity of employees. It is essential
to become the best Learning and Development Consultant and for this, SWOT analysis is done
which helps in analysing the strengths, weaknesses, opportunities and threats of Learning and
development Consultant which helps in achieving the growth. Moreover, personality
development plan is prepared to analyse and develop the weaknesses and depicts the threats
which should be develop in order to gain the trust and faith of employees which is profitable for
them as by improving this increases the morale of employees.
D1. Analysis of detailed professional development plan and set out the goals in order to sustain
the objectives
While developing the professional development plan, it is essential to demonstrate and
describe those skills in which they lack. It describes that they should develop those skills and for
this they need take corrective measures (Prpić and et. al., 2015). This plan explains the many key
areas in which improvement need to be done and include training and development, managerial
knowledge and transparency. These are the weak points in which I am lagging behind and feel
the need to develop them in order to gain the trust and faith of their employees. While making
development plan various points are covered such as area of development, date it will be
accomplished, achievement, current happening, success criteria and progress by which
improvement should be done.
TASK 2
P3. Difference between organisational and individual learning and training and development
Personal development is an activity which helps in building the human capital such as
discussed skills and knowledge as it helps in building the group of professional skills (Salas and
Paoletti, 2019). Personality development is the basic quality which is beneficial for both an
organisation and employees in order to achieve the optimization within the company and its
performance. In the context to BMW, it is important for them to learn organisational things
which is beneficial for them.
Basis Organisational learning Individual learning

Meaning It is a process which helps in
retaining and transferring the
knowledge and skills within
the organisation. The
improvement of a company
depends on its experience and
through this, organisation is
able to create knowledge
(Serrat, 2017). Moreover, it
includes various ways in order
to increase the effectiveness
and efficiency in order to
develop healthy relations with
its concern. It is a process by
which organisations create
new and innovative knowledge
and skills in order to improve
themselves. Businesses learn
new things by their experience
and critical situations because
through this they are able to
learn something different
regarding the business
environment.
Individual learning starts with
interest and motivation of the
workforce. It is a process
which involves the changes in
the behaviour and knowledge
of an individual which helps in
analysing and observing
people. It is a framework
which helps in developing the
various representation of
situation. It defines the
capacity which helps in
building the knowledge of
individual and reflect the
various sources in order to
elaborate their knowledge and
skills (Smith and Cockburn,
2016).
Goals The objective of organisational
learning is the business needs
which put both positive and
negative impact on the
organisation (Sommer,
Individual learning targets the
areas in which a person
improve itself and try to
achieve and develop its
capabilities. It helps in

Howell and Hadley, 2016). It
is helpful in defining the
future, set objectives for an
organisation, delivering the
training and development to
employees and taking
corrective measures for it.
achieving and identifying the
potential of individuals and
make them independent
learners. Through this, the
participants become more
active because by this they are
gaining something new for
their development. Individual
learning also develop the
monitoring and controlling
capabilities in them.
Benefits Learning culture is valuable
for an organisation as it helps
in gaining something new,
supports and encourage the
individuals and the
organisation. Organisational
learning is beneficial for
increasing the knowledge,
performance and capabilities
which needs to be promoted on
the continuous process and it
also supports the business
goals and ability in order to
deal with changes.
There are many benefits of
individuals and these are
dependant on development of
their cognitive skills like
focusing of memory, attention
and problem solving which are
associated with effective skills
such as feelings and emotions.
Its benefits are that it improves
the academic performance,
increases the motivation and
confidence and also fostering
the social inclusion.
Basis Training Development
Meaning Training is a process in which
employees learn something
new and get a chance to
Development is the
educational process which
ensures the overall

develop their skills,
capabilities and knowledge
according to the requirement
of job (Stout-Rostron, 2018). It
is the process which is
conducted by the company in
order to develop their
employees as it improves their
productivity and performance.
It is also helpful in retaining
the best talent in an
organisation.
development and improvement
of an individual in order to
achieve the success and also
helps in improving the
performance and productivity
of an firm (Thornton, 2018).
Motivation In training, the motivator of
BMW helps in improving the
skills and knowledge of
individual which is useful in
attaining the success for an
organisation.
In development the motivator
is an individual who can
motivate itself for its own
growth and success of an
organisation by which they
prepare themselves in order to
face the future challenges.
Aim The purpose of training is to
increase the performance of
employees which helps in
boosting their morale, keep
them motivated and helps in
achieving the success of an
organisation (Whitley, 2018).
The aim of development is set
by an individual itself which
depicts that they prepare
themselves for future purpose
and face these challenges in
order to develop themselves.

P4. Analyse the need for continuous learning and professional development to sustain the
business performance
Learning is the process where knowledge is created and developed by gaining or learning
from experience and through transformation. Continuous learning refers to the achievement of
knowledge, skills and experience for longer period of time and it is an ongoing process which
involves goals of an organisation, tasks, strategies and outcomes (CONTINUOUS
IMPROVEMENT, 2019). It is important to perform and attain success in order to attain
experience and achieve knowledge for the professional and personal life (Alliger and et. al.,
2015). The overall success of an organisation is in the hands of employees which is helpful in
achieving the required continuous professional development. This process involves self-initiation
and facing challenges for the development of an organisation. In order to sustain the business
environment it is important to follow the various steps of continuous learning process:
Plan: Planning the CPD makes an accurate assessment of the recent situation and helps
in identifying the goals and objectives of BMW for the current year and mid term. This helps in
planning and setting the goals and objectives of an organisation. It is useful in order to recognise
the needs and opportunities for internal and external elements of the workplace to take the
benefit of their learning and gaining more experience. This step in useful in order to ask some
questions such as what is required to be achieved, learn and how will it help.
Do: This step depicts the action procedure, as it states that implement the plan in order to
develop it. To implement this plan it is required to manage the various skills and motivate the
employees in order to offer the precious returns by which employees feel connected and also
improve their communication and networking skills.
Record: It states that when plan is implemented then it should be monitor and its follow
up should be taken in order to achieve success (Blanchard, 2018). It includes the recording and
tracking the process of the plan and also analysing the various factors of it such as learning,
training, experience and many more which helps in contributing in the professional development.
Reflect: It is the essential part of CPD which helps in thinking or analysing the value of
your work and also reflect the deviations which occur at the time of implementing it and it is a
beneficial tool which helps in applying the practices and changes happen in the result.

Submit: It is the last part of this plan which depicts the final submission of the plan with
eliminating the risk factor of the plan. It also includes the follow up process which is continuous
in nature as it is helpful in analysing the future deviations in plan.
M2. Analysis of learning theories and implementation of continuous improvement plan
Learning is helpful in gaining the knowledge and skills for both the individuals and
organisation but is subjected differently on both of these aspects (Cascio, 2015). Organisations
gain knowledge to achieve success in the business environment and individuals gain knowledge
for their overall development. In addition to this, continuous improvement is important in order
to track or record the learning outcome. In the context of plans and strategies, CPD is important
as it helps in taking the follow up and recording the progress of plan. It is also useful in analysing
the various factors which become threat in their success.
TASK 3
P5 Contribution of HPW to employees engagement and competitive advantage
For accomplishing business goal or objective in an efficacious and efficient manner,
every organisation requires high performance employees as it help them to improve their overall
performance and productivity. The concept of High Performance Worker encompasses those
workforce who are highly engage and involve into the business activities which lead an
establishment to obtain improved level of satisfaction and growth within competing marketplace.
Moreover, HPW is also considered as an impressive and productive approach as it assist an
organisation to obtain maximum level of profitability and also can easily cope up with all sort of
current and emerging threat or challenges in a better way (Cloutier and et. al., 2015). However,
in current globalised market, the role of HPW plays a vital role as it benefits organisation in
various ways like enhance sales performance, enrich profit maximisation, maintain better
working condition and many more. In relation to BMW, it makes use of this effective approach
within its business function in order to gain competitive advantage within competing
marketplace. Due to such activity, it empowers BMW to encourage its personnel to grab all
available opportunities and also to share novel ideas or views for enlarging the market share or
size in a better manner. Along with this, it aids establishment to provide different kinds of
training and development programs to manpower so that they can easily understand and

investigate the operational and managerial function of company for enhancing the productivity of
firm in an innovative manner.
On the contrary, it is considered as an impressive activity which motive an organisation
to deliver effective productivity as HPW gives more focus on several skills like design, shape
and structure of the firm. In addition to this, it involves various activities in hiring or recruiting
candidates in order to enrich the proficiency ratio in a better manner. In context of BMW, it
believes in providing healthy and transparent working culture which lead its manpower to
understand the financial and physical terms of management in an improved way. Hence, BMW
makes an initiative in improving the HPW practices within its functional unit in order to enhance
employees engagement and competitive advantage which are as follows:
Flexible working culture: This aspect is considered as one of the effective component in
an establishment as it bring increased level of encouragement or motivation among employees
towards an achievement of business goal (Gordon, 2017). In relation with BMW, it takes an
initiative to build a healthy relationship with each personnel and also render them to give
enormous training session so that manpower can easily overcome over their shortcomings and
improves firm's productivity ratio.
Developing long term goal: It is the phase which guides and directs manpower to
accomplish organisational pre determined goal in stipulated period of time. However, in relation
to BMW, the firm takes an effort to create long term goals, as well as communicate the same to
workforce in a transparent and clear manner. Due to this, employees can overcome the issues of
confusion, ambiguities, misunderstanding and enrich organisation sustainable profitability.
Maintaining high quality process: This aspect is related to the term which states that
providing high and best quality of services or product to customer that help them to maintain
positive response in marketplace and also can increase brand image among competitors
(Hawkins, 2017). However, in context of BMW it always makes an attempt to govern or monitor
the performance of workforce by applying different strategies and based on that they implement
best decision in order to gain competitive advantage.
Hence, from these contribution of HPW help BMW to attain sustainable productivity and
profitability ratio in a competing marketplace.

M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation
High performance workers are one of the effective aspect for an organizational growth
and development as it directly link with employees engagement which lead firm to gain
competitive advantage (Luna and et. al., 2015). There are various benefit which HPW system
render to BMW is that it assist establishments to acquire sustainable profitability and
productivity. Moreover, it empower superior to determine the ability of each personnel and also
motive them to delegate suitable roles and responsibilities among each employees. Due to this, it
aids BMW's employees to put their best contribution towards an achievement of business
objective which lead firm to gain competitive advantage in a competing industry.
TASK 4
P6 Different approaches to performance management with specific example
Performance management is regraded as those processes or procedures which are
subjected completely towards developing and enhancing the performance of employees in order
to enrich company's profitability and productivity ratio in a better manner (Lyndon and et. al.,
2015). However, it plays a significant role within a company's working environment as it
empowers manager to determine the performance of each personnel and also motivates them to
render best growth platforms which enlarge firm's market share and size in an improved way.
Along with this, it help organization to build a healthy and better relationship among employer
and employee that improves its overall performance in a impressive mode. In relation to BMW,
its superior adopts various approaches which help them to maintain working environment in an
effective way and it is explained below:
Comparative approach: This determinant is relate with those aspect in which manager
takes an initiative in comparing the performance of an individual with another indiviudual with
an aim of acquiring accurate level of growth in manpower and organization. Along with this,
each manpower is ranked on the basis of highest to lowest performer (Prpić and et. al., 2015).
Moreover, it involves various kinds of techniques to analyses the execution strategy of workforce
such as forced distribution, paired comparison, graphic rating scale. For example, If BMW takes
an attempt to examine its manpower performance or work with the help of comparative approach
that means comparison between two employees. However, with the help of this, manager can

easily identify the carrying out action of employees and also it enable them to impose strategic
decision in order to improve their weakness. Additionally, it lead an establishments to obtain
sustainable profitability and also can enhance employee engagement towards an accomplishment
of organization objective without nay hindrances.
Attribute approach: Under this criteria, employees or workforce are judged and
evaluated on the basis of their attributes or skills. Some of the skill sets which attribute approach
involves are problem solving, teamwork, communication, innovation and so on. Moreover, it
makes use of different types of techniques and tactics to analyse the work of personnel such as
graphic rating scale, mixed rating scale (Salas and Paoletti, 2019). Additionally, it's major
advantage which it give to organization is that follows simple processes which empower
majority of the manger to imply within their functional unit. For example, In regards to BMW,
its superior takes an effort to examine and analyze the performance of workforce by
implementing attribute approach. However, this approach enables managers to determine
different sort of mindset or skills employees in graphic method which help them to provide fair
and accurate judgment in order to enhance the firm's working culture.
M4 Critically evaluate the different approaches and make judgments on how effective they can
be to support high performance culture and commitment
From the earlier discussed approaches of performance management helps BMW's
manager to determine its manpower weaknesses and strengths so that they take corrective course
of action resulting in profit maximization. In context of comparative approach, it is mainly
grounded over comparing two personnel's performances towards achievement of business
objective. Hence, the primal drawback of this approach is that it is only suitable for small group
of employee who are performing similar job profiles and also there is a huge possibility of
obtaining bias information while handling large number of individuals (Serrat, 2017). On the
other hand, attribute approach signifies the evaluation of performance on the basis of one's skill
or abilities. Yet, it is regarded as effective but its main limitation is that it only render accurate
result while identifying best and worst performer. Henceforth, in terms of BMW, attribute
approach is regraded as suitable as it enable its manager to determine the potentiality of
personnel easily and also can improve their overall performance in a improved way.

D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments on
how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage
With the adoption of HPW strategy within company's functional unit, it helps them to
make use of all available opportunities and also empower them to take best strategic decision in
terms of coping up with all sort of challenges and threat in an innovative and creative way
(Smith and Cockburn, 2016). Along with this, it motivates BMW manager to assign equal roles
and responsibilities to each personnel which create positive mindset among them to put best
effort for an accomplishment of desired objective in an improved and amended way. In addition
to this, it also assist company to build a better relationship among team members that reflect in
enhancement of firm's productivity and profit margin in an efficacious way within a prescribed
time limit.
CONCLUSION
From the above discussion it is concluded that various skills, knowledge and behavior is
necessary in the Learning and development Consultant in order to improve the performance of
employees and it increases the productivity of an organization. Moreover, it also defines the
learning criteria for both the individuals and organizations. Despite of this, it is summarized that
how CPD is helpful in improving, tracking and recording the performance of employees because
it is a continuous process. It also describes the High performance working as its practices applies
across various areas such as work organization, employment relations, management and
leadership and for the development of an organization.

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