HR Skills and Performance Management

This assignment delves into the critical HR skills required for effective performance management. It analyzes the knowledge and skills needed in various HR functions like recruitment, compensation, employee relations, and conflict resolution. The analysis uses a table to categorize skills as Knowledge (K), Skills (S), or both (K+S). Additionally, the assignment touches upon approaches for measuring employee performance and provides relevant illustrations.

DEVELOPING
INDIVIDUALS, TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Appropriate knowledge, skills and behaviour required by HR professional.........................1
P2 personal audit with professional development plan. .............................................................3
LO 2.................................................................................................................................................6
P3 Difference between organisational and individual learning, training and development. ......6
P4 Role of continuous learning and professional development for sustainable business
performance.................................................................................................................................7
LO 3.................................................................................................................................................8
P5 Role of HPW in enhancing the employee engagement and gaining competitive advantage.8
LO 4...............................................................................................................................................10
P6 Approaches to performance management and their role in high performance in
organisation. .............................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
APPENDIX A................................................................................................................................15

INTRODUCTION
Team performance in organisation ensures that all functions of firm are being carried out
in an effective and professional manner. Human resource manager plays a crucial role in
organisation he ensures that proper activity are implemted in firm so that proper growth
opportunities can be developed (Armstrong, 2016). The HR manger of firm is responsible for
enhancing the knowledge and efficiency of employees so that they can contribute in the success
of firm. In the present report, Jane Cambridge has been taken into consideration which is one of
leading firms in retail industry known for luxury products. The report will discuss the
development need of individual and organisation in the context of cited firm. The role of HR
manager along with the need of continuous learning and development will also be analysed. Role
of high performance working in organisation will be stated as well.
LO 1
P1 Appropriate knowledge, skills and behaviour required by HR professional.
HR manger is responsible for development and management of human resource
of firm. In order to carry out its activity in efficient manner its necessary of HR manger to be
highly efficient in its knowledge, skill and behaviour. Some of this requirement are mentioned
below
Organisation skills
 HR manger Jane Cambridge have many responsibilities, a manger is required to have
great coordination and organizing skill so that he can carry out various function in
efficient manner.
 Along with organisational skill an HR manger should also have good communication and
interpersonal skill so that he can pass information to employees in correct manner and
make them understand his view point. Good communication skill help in avoiding any
type of conflicts and miscommunication (Bolman, and Deal, 2017).
 Negotiation and persuasion is another skill that is required by HR manger having great
persuasion skill manger can influence the decision and view of employees and can
change them in the favour of firm.
 In addition to it manger should also be efficient in making quick decision and managing
its time in efficient manner so that he can have proper balance and can complete its role
in efficient manner.

 HR manager should have good reasoning skill that can help him at the time of disputes. It
will also help them in handling complex data and making right use of information.
Personnel and human resource knowledge
 The HR manger is responsible for the recruitment and hiring of people. Its
necessary of manger to have efficient knowledge in staffing along with great decision
making and interpersonal skill so that it can choose right candidate who can contribute in
the success of firm (.Budworth, Latham, and Manroop, 2015).
 Along with this manger should also have proper education and training knowledges so
that can arrange necessary programme for the development of individual.
 Knowledge of Performance management is another requirement of manger its help them
in evaluating the performance of each individual and also help in planning the
development activity. Having a proper knowledge will also help manger to make
strategic decision that can help firm in its development.
 The HR manger need to have proper knowledge of drafting contract of employment as its
one of the requirement being HR manager.
 Proper knowledge of disciplinary action, writing reports, interviewing etc are also
required to become HR manager.
 HR manger should also have proper technical knowledge and must know how to use
excel, MS word, email etc.,
Behaviour of HR manger
 Behaviour of HR manager play important role.
 Its necessary of HR manager top have cooperative behaviour with their employee so that
they can have proper communication with them, It increases the trust of staff toward the
manger as well as firm.
 Cooperative behaviour also help manger in forming effective relationship with workers
which help them in maintaining positive culture and environment. It also helps him in
directing the efforts of employee in achieving high result (Carmeli, Gelbard and Reiter‐
Palmon, 2013).
 A good HR manager need to listen to the ideas of other also it will help him in solving
the problems.

The above mentioned are few skills and knowledge Jane Cambridge should have in order
to carry out its role in efficient manner. Manger should also have proper knowledge of HR
technology which he can adopt in his working, it will not only reduce access time but will also
help manger in its activity.
Illustration 1: Knowlwdge and skill of HR manger
(Source: HR Skills. 2014)
P2 personal audit with professional development plan.
Skill audit is the tool or technique which help in knowing the different strengths and
weaknesses of the person. It further helps to maximise strengths and improve the areas which
had some weaknesses. With the help of SWOT analysis, Jane Cambridge can effectively analyse
its skills and knowledge and can become ascertained of its own strength and weaknesses. This
will provide him with the great chance of improvement.
Strength
 High knowledge
 Decision making skill
 Problem solving skill]
 Communication skill
Weaknesses
 Presentation skill
 risk management skill
 organisation
 Time management skill

 Monitoring skill
 Leadership skill
 Great knowledge of MS Word.
PowerPoint, internet and email
 Still, unaware of the latest technologies
 NO knowledge of drafting contracts
 No practical experience of arranging
trainings.
Opportunities
 Emerging job opportunity in HR field
 Globalization
Threat
 Demand of new trend in market
 New entry and high competition.
SWOT analysis not only help manger in identifying the strength and weaknesses but will
also provide manger with external audit that help him in identifying better development and
professional opportunity along with some threats that can affect his working in the near future.
With the help of this analysis he can work for the improvement. In order to achieve his desired
goals. By eliminating all its weaknesses and strengthen all strong point he can have proper
professional development. This will also help him in achieving the long term objectives of
working globally. Working international will also reflect good on his professional career. On the
basis of this a proper professional development plan has been created.
It is seen from the above audit that Jane Cambridge has many strengths and weaknesses.
The areas in which manager is good does not require any type of training. Like using database
systems, HR software, Microsoft excel. The areas which will need very small training process
are making contracts, taking notes, solving issues. There are some skills which will be needed by
Jane Cambridge. Supervisory management will also be needed by the HR manager. Jane
Cambridge have to manage all the functions which are held at supervisory level.
Professional development plan for Jane Cambridge
Learning/ Development
need(Areas need
improvement)
Type of
Developme
nt
(e.g.
Timescale(h
ow long,
month)
Who is responsible Resource/
Further
Assistance

workshop/c
onference/
work
shadow/trai
ning)
Information
Technology
1)Using database Training Oct-Dec
2017
Manager to arrange Manager /fund
req
2)HR software Training Oct-Dec
2017
Manager to arrange Manager /fund
req
3)Excel spreadsheet training Nov 2017 Manager to arrange Manager /fund
req
Communication skill
1) ) Drafting Contracts
of Employment
Training Nov 2017 Manager to arrange Manager /fund
req
2) Delivering a training
session and
workshop Dec 2017 Manager to arrange
3) Taking notes for
disciplinary hearings
Training
and self
learning
Oct 2017 Manager to arrange Manager /fund
req
4) Resolving complaints Training
and Work
shadow
By Dec
2017
Manager to arrange Manager /fund
req
5) Interviewing workshop By Nov
2017
Staff to arrange by
talking to other
department head
Staff
6) Advising on HR
issues
Work
shadow
By Dec
2017
Manager to arrange Manager
Problem solving skills

Refresher for ‘Verbal
reasoning skill, able to
handle complex data and
make selective use of
information’
Work
shadow
By Dec
2017
Manager to arrange Manager
Manger need to empower its strength and eliminate his weaknesses so that he can perform well
and can achieve the long term goal. To achieve its desired goals he has decided the time of three
months in which he will attend various seminar and workshop so that the gap where he is
lacking can be fulfilled. By seeking the guidance of the professional he can enhance its
presentation skill. With the help of senior and asking for the guidance many of his skill can be
enhanced. He can also enhance his knowledge in risk management so that he can take necessary
action at the time of need this will be great help in his professional development.
LO 2
P3 Difference between organisational and individual learning, training and development.
Organisation learning occur or implemented in firm when the management find that the
balance between the expectation and outcome is mismatched. Management takes necessary
action in order to lessen the gap so the performance of firm can be enhanced (De Waal, 2013).
Organisational learning in simple words can be defined as learning process of individual or
group based learning that is concerned with the improvement of organisation performance.
Individual learning has given birth to the organisational learning. The major difference between
individual learning and organisational learning is that individual learning is a single process
whereas organisational learning is a collaborative process where many skilled people come
together so that better learning for both individual and team based learning can be promoted.
Another major difference is that the learning subject of the individual is determined by the
person itself, but the training and development program provided by firm always have
organisation and its performance as centre of training (Glaister, 2014). Where the training and
development program of an individual are made for the self development. The firm programme
act as double edge sword and provide development chance not only for the firm but also for
individual. Process of learning on the basis of organisation makes the whole organisation

developed. On the other hand, process of individual learning makes the development in one
person only.
Training is a program that is arranges by the firm in order the skill and knowledge in the
employee so that they can carry out their work in efficient manner. The focus of training is to
provide the employee with critical skills so that they can perform better. On other hand
development not only help the person in improving themselves for current job but also additional
jobs. It s quite beneficial for the professional development of the person. The main objectives of
training is to improve the work based performance of the employee. Development prepares the
person for the challenges that he may face in the future. Both are important for personal and
professional development. Training is the process which is used to get developed. On the other
hand, development is gained after the proper training. These both the terms are interrelated with
each other. Employees of cited organisation will have to go through training process to get the
development.
Learning play important role in organisation and unlike the individual training, Jane
Cambridge use proper learning theories so that learning could be provided to employees in the
best possible way. Organisational learning ins an ongoing process which promote development
among individuals. This help individual in their professional career and also assist them in
adapting to new changes. They enhance the competency of people so that they can face problem
in the future.
P4 Role of continuous learning and professional development for sustainable business
performance.
Continuous learning and professional development is and ongoing continuous process
that promote the development of individual and ensure that person remain competent throughout
its career by adopting various changes that come with time. It has become integral part of
organisation in current times (Goetsch and Davis, 2014). A well planned continuous learning
and development programme not only help in the development of an individual but also help in
the growth of firm. It will make the employees of cited organisation to gain knowledge and skills
which will be beneficial for them to get developed. It will help Jane Cambridge to achieve all the

objectives in effective manner in accordance with the increased level of performance in
employees.
It has come forward that firm which promote this continuous development activity not
only help in the development of an individual but also promote sustainable performance of
individual. Some of its importance are mentioned below
Sustaining of staff:
Continuous development and learning play major role in the retaining of staff and
sustaining of employment. The staff who has undertaken the continuous learning programme
become more adaptable to the changing demand and need of firm. This provide individual a
chance of growth and development which keep them satisfy and loyal to firm. A competent
person perform well and better and contribute in the success and overall performance of business
(Glendon, Clarke and McKenna, 2016).
Future employability
By promoting continuous learning firm can prepare the candidates for the next steps by
focusing on its professional development. This will come handy to Mark and Spencer at the time
of promotion they can make fluid transition and can also ensure that only competent person get
promoted so that he can carry out its activity in efficient manner. This will also enhance the
overall performance of entity.
The growth of team.
A dynamic team play major role behind the success of firm. It's the effectiveness of the
various team that help firm in carrying out their function in efficient manner. Team effectiveness
doesn't get determine by an individual knowledge or skill. For a team to be effective its
necessary of them to have great understanding and efficiency (Kavanagh and Johnson, 2017).
Continuous and professional development come with ethics learning and development
programmes which can help team to work in harmonious way and grow together as a team.
The cited organisation is one of the growing and leading firm in order to have good
business performance its necessary of entity to gain the loyalty and commitment of its employee.
The success of firm leans on the high performing staff who contributes in its growth. Providing
them with the chance of development and training will help firm in motivating and retaining
them. By promoting continuous learning it can develop a strong and diverse workforce that can

help firm in performing well and will also provide them with competitive advantage in this ever-
changing market.
LO 3
P5 Role of HPW in enhancing the employee engagement and gaining competitive advantage.
High performance working is consisted of different activity that are interrelated to the
human resource practices but are considered into separate group. This practices included
activities like selection recruitment, training performance appraisal compensation etc. This
practices were designed with the motive of increasing the involvement of employees toward
their job and organisation. This practices are also quite efficient in enhancing the skill and
effectiveness of worker (Khan, Hasan and Rubel, 2015). This activity provides a chance of
development for worker and motivate them so that they can excel in these activities.
This activity can help Jane Cambridge in achieving the loyalty and commitment of task
force. This activity also empower employees and enhance the job satisfaction of a person. It has
positive impact on the attitude and behaviour of individual and assist corporate in changing the
perception of employee toward the firm in positive way. This all factor help in creating healthy
working environment that not only enhance the performance of firm but also help them in
gaining competitive advantage.
High performance organisation is made with people capabilities that drive the
performance of firm and enable strategies (Marsick and Watkins, 2015). Following are five
characteristics of High performance organisation. High performance working activities help firm
in gaining these characteristics that help Jane Cambridge in gaining competitive advantage
Leadership: High performance activity provide leader with appropriate knowledge and training
that help them in developing the required skill that can matched the future need of firm.
Design: Organisation structure help entity in proper execution of its various activity and achieve
its strategic goal. HPW activity help firm in the development of team and individual that aid firm
in coordinating the structure and individual capability of firm with its strategy and source of
competitive advantages (Megginson and Whitaker, 2017).
Change management: In this faced paced world its necessary of firm to adapt to changes at fast
rate so that they can sustain competitive advantage. HPW activities provide employee with better
development opportunities that make them prepare for any changes which may occur.

Culture management: Culture can be describe as the belief and values on which things are done
in the firm. Culture of firm keep changing to meet the demand of current time, at such time its
necessary of firm to have loyal employees who are ready to go an extra mile for organisation.
HPW help in creating such loyalty among staff by providing them with job satisfaction.
There are many benefits of HPW by promoting this activity in firm, Jane Cambridge can
enhance the involvement of employee in organisation they become more committed toward the
firm and their job. It also helps in heightening the growth experience of the person and also
increase their satisfaction toward the job. The workers become more satisfied with their entity
and contribute in the success of firm. On the other hand organisation also get many advantages
of this activity such as high productivity (Monks and et. al., 2013). A competent and efficient
person performed their role in well mannered which help firm in increasing their productivity
and quality of product. This also help firm in gaining the customer satisfaction by providing
them with quality products. For example, main aim of the cited organisation is to gain the full
customer satisfaction. HPW will effectively achieve this objective of the company.
Under empowerment, illogical system, larger “pop” culture, no adaptability to change
etc. are few barriers that hindrance high performance working in the firm. Its necessary of Jane
Cambridge to take necessary step so that these barriers can be removed and proper development
opportunity can be provided to employees.
LO 4
P6 Approaches to performance management and their role in high performance in organisation.
Performance management is a process where firm plan, monitor and review an employee
performance and its overall contribution to the organisation. With time the performance
management has gone through big changes it's not the same annual performance review, it has
changed to a continuous process where management set objective for employee and asses their
performance (Schippers, West and Dawson, 2015). It also provides proper training and feedback
to ensure that employee are meeting their career goal.
Purpose of performance management
The main purpose of the performance management is to ensure that each employee of the
firm is carrying out its responsibility in efficient manner and is contributing in the success of the
firm. In order to do so they asses the performance of each employee and those who do not pass
basic criteria are provided with training so that they can be improved.

Activities of performance management
The main job of this management is to set goals and measurable target for the employees.
It help the employees in putting their efforts to achieve that goal. Performance review, they are
also responsible to evaluate the performance of each employee so that efficiency and
effectiveness can be maintained. Its also responsible to manage poor performance by providing
them with training. Performance management also provide employee with exceptional
performance with reward. This help them in motivating employees. For instance If the
employees of the firm are dissatisfied with the lack of opportunity and extra benefits that it start
affecting their performance. In such case the performance management can arrange the training
and development program for the employees along with this they can also provide them with
additional benefits that can help them in achieving their goals and objectives.
Two methods of HPW
Training and development
With the help of continuous training and development program the firm can maintain the
competency and efficiency in the firm this will help in continuous development of employees
which will increase their performance and will help them in achieving there goals and objectives.
Reward and recognition
Reward and recognition help in creating a sense of commitment, satisfied employee
remain royal to firm and connect to firm for longer time. They also start taking initiatives for the
success of firm. The satisfied employee put more effort in their working and perform better.
They help the firm in achieving there overall objectives.
Performance management process adopted by Jane Cambridge will make them to satisfy
all their employees. It will also motivate and inspire all the workers to work more hard. This
will make all the member loyal to company.
Below are given few approached of performance management.
Collaboration performance management:
Its an ongoing process that help in creating healthy working environment that promote
people to perform their best and work together so that single goal and objective can be achieved.
The approach focus on aligning the goals of every people in organisation so that it can be
achieved in effective manner. This help in increasing the performance of firm by putting the
effort of every single person in one direction that is improvement.

Comparative approach:
In this approach performance of an individual is compare to other member in group. The
rank is determined on the basis of performance of each individual from highest to lowest. A firm
can use many techniques to make this comparison such as paired comparison, forced distributor
and ranking (Van Dooren, Bouckaert, and Halligan, 2015). Its quite effective in differentiating
of employee performance and eliminate the problem like leniency and central tendency which
help firm in maintaining high performance.
Attribute approach:
This approach focuses on the characteristics and traits of people and try to direct them
toward the success of firm. These approach have defined set of traits such as initiative,
competitiveness, leadership etc. It uses graphic scale to evaluate this skill and help them in
enhancing this skills so that they can perform well.
Behavioural approach:
It focuses on the behaviour of employee that separate them into two categories that is of
effective employee and non performing employee. Among these BARS is most effective way to
evaluate the behaviour of employee (Wikman, and et.al., 2017). In this in depth study of position
are made and later it analyses the behaviour of an individual that carry out various role. On the
basis of scale the behaviour are rate as exceptional, excellent etc., Its quite effective in
measuring the performance and is also quite easy to use.
With the help of these approaches Jane Cambridge can measure the performance of
employee and can take necessary steps in order to enhance the performance of employee and
maintain high performance of business.

Illustration 2: Approaches to performance management.
(Source: Approaches for measuring performance of employees. 2017)
CONCLUSION
From above report it can be concluded that learning plays important part in the
development of an individual and bringing efficiency in the performance of organisation. HR
manager play various role in organisation and is responsible for the management of people.
Technical, leadership time management are few skills that re require to be a good manager.
Along with this proper knowledge of personnel and human resource are also necessary. Swot
analysis is quite useful for the self audit and for preparing the development plan which can help
in achieving the desired goals. There are many difference in organisational and individual
learning but the major difference is that individual learning are done foe self development but
the other one is implemented for the benefit of firm. Along with this continuous professional
development and approaches of management is also discussed.

REFERENCES
Books and Journals
Armstrong, M., 2016. Armstrong's Handbook of Management and Leadership for Hr:
Developing Effective People Skills for Better Leadership and Management. Kogan Page
Publishers.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Budworth, M. H., Latham, G. P. and Manroop, L., 2015. Looking forward to performance
improvement: A field test of the feedforward interview for performance
management. Human Resource Management. 54(1). pp.45-54.
Carmeli, A., Gelbard, R. and Reiter‐Palmon, R., 2013. Leadership, creative problem‐solving
capacity, and creative performance: The importance of knowledge sharing. Human
Resource Management. 52(1). pp.95-121.
De Waal, A., 2013. Strategic Performance Management: A managerial and behavioral
approach. Palgrave Macmillan.
Glaister, A. J., 2014. HR outsourcing: the impact on HR role, competency development and
relationships. Human resource management journal. 24(2). pp.211-226.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
Glendon, A. I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Kavanagh, M. J. and Johnson, R. D., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Khan, A. R., Hasan, N. and Rubel, M., 2015. Factors affecting organizations adopting human
resource information systems: a study in Bangladesh. J. Bus. Manage. 17. pp.45-54
Marsick, V. J. and Watkins, K., 2015. Informal and Incidental Learning in the Workplace
(Routledge Revivals). Routledge.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Monks and et. al., 2013. Understanding how HR systems work: the role of HR philosophy and
HR processes. Human resource management journal. 23(4). pp.379-395.
Schippers, M. C., West, M. A. and Dawson, J. F., 2015. Team reflexivity and innovation: The
moderating role of team context. Journal of Management. 41(3). pp.769-788.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public
sector. Routledge.

Wikman, J. M. and et.al., 2017. Effects of a team building intervention on social cohesion in
adolescent elite football players. Swedish Journal of Sport Research.
Online
Approaches for measuring performance of employees. 2017. [online] Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-employees/>.
Megan M. Biro 2014. HR Skills. [online] Available through:
<https://www.forbes.com/sites/meghanbiro/2014/03/02/5-hr-skills-that-are-now-trending/
#2d877ab976e7>.
APPENDIX A
Jane Cambridge roles KSB Comments
Handing many departments and informing about the
activities to the employees.
K+S This area require adequate
knowledge about how the
system works as well as skills
to perform
Avoid any type of discrimination in the organisation.
Treat everyone with equality.
B It’s more of a behaviour, as
change requires a mindset to
see things happen
Creating safe and secure environment for all the
employees.
K+S Both Knowledge and Skills
required
Hiring skilled worker by following the proper
procedure.
K+S Both Knowledge and Skills
required
Creating professional environment and making
policies.
K More of a knowledge issue
Recording information about employees. S Skills issue
Handling all the issues related to the salary or wages. K Knowledge
Taking feedback from employees about the salary. S Skills

Interacting with employees to solve issues related to
pay.
K+S Both Knowledge and Skills
required
Recording information about pay in relation with the
workers.
S Skills are vital
Adopting law of employment K+S Both Knowledge and Skills
required
Handling conflicts and maintaining discipline. K Knowledge
Making all the activities which are important and
making strategies.
S