Table of Contents INTRODUCTION..............................................................................................................4 TASK1Analyseemployeeknowledge,skillsandbehavioursrequiredbyHR professionals....................................................................................................................4 1.Human Resource Management................................................................................4 2.Employeebehaviours,knowledgeandskillsrequiredbyHumanresource professionals.................................................................................................................5 3.Value of Continuous professional development........................................................6 4. Personal Skill Audit...................................................................................................6 5.Personal skill audit.....................................................................................................7 6.Analysis of personal skill audit...................................................................................7 7. Professional development plan.................................................................................8 TASK 2Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance..........10 1. Explain and differentiate between learning, training & development......................10 2.Learning will be focused on the strategic and tactic goals that will be fulfilled by GAP analysis.............................................................................................................11 3. Determination and implementation of learning.......................................................12 3.Need for development in continuous professional development...........................12 1. Understanding and importance of collaborative working.......................................14 TASK 4 Evaluate the ways, how high-performance culture can support on performance management, collaborative working and effective communication in Alexandra Reisse15 1. Understanding and importance of collaborative working.......................................15 2.Performance management as a process as well as concept...................................16 3. Constitutes of an effective performance management...........................................17 4.Effectiveperformancemanagementwillhelpinlearninganddevelopmentat organisational team and at individual level................................................................18 Critical Analysis..............................................................................................................19 1. Different approaches of Performance management...............................................19 2.Effectiveness of approach of performance measurement.......................................19
3.Organizational culture and effective performance management – facilitator & barrier ....................................................................................................................................20 4. Performance management can be used to transform an organization...................20 CONCLUSION...............................................................................................................21 REFERENCES..............................................................................................................22
INTRODUCTION Employees and teams are integral part of the organization. Without them, no organization can run effectively. Thus, development of professional employees and teams are required for the development of effective organization (Cohen, 2017). Present report will highlight the concept of HRM. It will analysis the behaviours, knowledge and skills of the HR professionals, demonstrate the significance of Constant professional development, explain the personal skill audit. This assessment will prepare the professional development plan and analysis the organisational as well as individual training, learning and development. It will concentration on the tactical and strategic goals of the acquisition, consider the determination and implementation of the learning, state the importance of collaborative working and performance management (PM) and tell about the constitutes of effective PM. This report will analysis the relationship between PM and learning & development and critically analysis of the performance management approaches, effectiveness of these approaches, relationships between organisational culture & PM and use of the PM in transformation of the enterprise. TASK 1 Analyse employee knowledge, skills and behaviours required by HR professionals 1.Human Resource Management Human Resource management (HRM) can be referredas the concept that involvesseveralrolessuchasrecruitmentandselection,performanceappraisal, providing rewards and training and development to new employee.This will help in acquiring knowledge and skills of manpower for the purpose of doing effective work in the Alexander Reisse. It is essential for enhancing skills that will help in creating value in the company. The main goal of HR department is to coordinate all the activities of business in an effective manner. It is necessary for the company to enhance employee engagement that will help in increasing interaction between employees in Alexander Reisse(Berman and et. al.,2019). It is the duty of HR departmentto retaining employee forlongtermthatwillassistinbringingmorepossibilityfortheupcomingtime. Employees of thecompany musthaveanability toexecutevarious jobthatwill beneficial as there are chances of getting promoted easily from lower level to upper
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level in the Alexander Reisse. It is also important to have soft skills for being a HR professional and having ability to resolve conflict between employees. 2.Employeebehaviours,knowledgeandskillsrequiredbyHumanresource professionals Knowledge required by Human resource professionals ofAlexandra-Reisseare as follows - Legal Knowledge– HR professional must have legal knowledge which is related totheemployees,employers,organisationandindustry,sothattheycanmake organisational legislation according to them. Policy Knowledge– HR professional must have knowledge about the policies, their types, code of conduct and their implementation. This will help them to frame the policy in corrective manner. Computer Knowledge– HR professional must have computer knowledge. They must know how to work on Microsoft office. Also, they must have complete knowledge of ERP system used byAlexandra-Reisseand different HR software. Skills required by Human resource professionals are as follows - Communication Skill– HR professional must have effective communication skills in order to understand and communicate with the departments and employees regarding any organisational aspects and issues. Leadership Skill– In order to motivate the employees, create a great vision and manage the conflicts, HR professionals are required to adopt leadership skill. Decision Making Skill– HR professionals must have this skill as they are required to take decisions regarding policies and employees for the betterment of Alexandra-Reisse(Liljenberg, 2015). Behaviours needed by Human resource professionals are as follows - Maintainingbalancebetweenhumantouchandtechnology–Human resource professionals must have to maintain a right amount of the balancing between human contact and technology for the purpose of improve the work efficiency. He must also be aware of all the technologies which are affecting organisation and shaping it in new way.
Purpose Oriented –Human resource professionals must have to completely understandAlexandra-Reisse'sobjectives as well as every departmental objective. So that they can help organisation and department to provide accurate skilled human capitalfortheconductionoftheiractivities.Also,theycancreatelinkbetween organisational and departmental objectives. 3.Value of Continuous professional development Continuous professional development can be defined as the process of acquiring knowledge and skills that is required to accepting the changes that will be made in the organizationforthefuture.Thisinvolvesimprovingregularskillsandmotivated employee to do effective work in the company. Continuous development will aid in updating knowledge of an employee so that employees will be capable to do activity in an effective manner.It is crucial to upgrading skills that will help in accepting changes in company.Developmentamongtheemployeeswillhelpinimprovingabilityto showcasing different aspects of an employee in the company.Through continuous professional development employee of Alexander Ressie will be able to adjust in the new working environment(Asah, Fatoki and Rungani, 2015). Recording continuous professional development will be helpful in identifying the achievements of an employeethat will aim in fulfilling the potential strength of an employee.Throughthis,therearechancesofgettingpromotedinthecompany. Continuous professional development will be evaluated by measuring performance of employees that include their knowledge and abilities that is needed to do a particular task in the company (Bolden, 2016). 4. Personal Skill Audit MeaningofPersonalskillauditistodoinspectionofindividual'sskills, knowledge, abilities and behaviour in order to determine the skill gaps and needs for traininginorder tomitigatethegap(Ellis,2018). It helps organisationtoget to experience about the existing skills and knowledge of individual along with required skills and knowledge which are essential for the organisation to develop. It helps organisation to know about the extent to which training is required. It also helps employeestofulfiltheirneeds andaspirationswhichisgoodfortheemployees'
satisfaction.Italsohelpshumanresourcedepartmenttotakeaccuratedecisions regarding promotion, demotion and transfer of the employees. 5.Personal skill audit GoodHaveHave Not Skills Communication Leadership Decision making Engagement skill Analytical Skill Planningand Organizing skill  ✓ ✓ ✓ ✓ ✓  Knowledge Legal Policy Computer knowledge    Behaviour Maintainingbalance betweenhuman touchand technology Purpose Oriented   GoodHaveHave Not Problem Solving Skill Technological Knowledge 
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6.Analysis of personal skill audit As per the above personal skill audit my communication skill is great as I am able to easily talk and listen to people and don't get any hesitation, so this is my strength as well. As I don't have leadership skill that will create problem for me as I am not able to tackle problems in the company. But I am able to take decision for firm that will be advantageous for me in future as through this I can improve my leadership skill. As I have legal knowledge regarding company's policy and procedure which will assist in taking decision for the company. In addition to it, I also have knowledge regarding policy through which I will be able to enhance my growth for further career process. My computer knowledge is not good there I lack in doing work regarding computer. I can improve it by taking proper training that will help in gaining computer knowledge. 7. Professional development plan Professional Development Plan SkillSetting the Goals Actions TakenResultPeriod of Time Leadership SkillForthe motivationof theemployees andconflict management,I need to develop myleadership skill. Bytaking training, improving communication, decision making andnegotiating skills,Iasan employeecan developmy leadership skill. Leadership skillswillhelp measan employeeto create vision for my work. It will also help in self- motivationas wellasinspire my peers to do work in a better way. 4 to 8 Weeks Computer Knowledge Forthe improvementin For the gaining of full computer Computer knowledgewill 5 to 10 weeks
workefficiency, Irequireto gaining complete computer knowledge. knowledge,I should attend a propertraining of the computer learning providedby company.Also, Ishouldkeep practices on the computerin ordertoknow how to do work on computer. makemywork easyand efficiency which will improve the workqualityof mine. Purpose Oriented Behaviour Forthe understanding of objectives of my organisation,I needtoadopt purpose- oriented behaviour. Icanobserve andtryto understandthe various organisational objectivesand departmental objectives.I shouldanalysis the components ofevery objectives which is determined. It all will help me toeasily understandall kindsof It will help me to break down the objectivesinto smalltargets andgoalsfor shortterms whichiseasy for me to attain those goals and targets. 2 to 4 weeks
organisational objectivesand theirlinkwith departmental andpersonal objectives. Professional Development Plan KnowledgeSetting the Goals Actions TakenResultPeriod of Time TechnologicalForthebetter working,I required to gain technological knowledge. Forthe acquiringof technological knowledge,I shouldbe updatedtothe technological advancement in devicesand technological innovation through reading books, magazines, newsand internet. It will aid me to improvemy technological knowledge whichwillhelp me to complete myworkeasily by technological devices. 6 Weeks
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Reflection on Gap Analysis After the implementation of the professional development plan, I am able to perform my task better as compared to previous. By the adoption of strategies which is given in PDP, it lead me to improve my skills which results in increase in productivity of my performance. Thus, the gap between expect and actual performance reduced. TASK 2Analyse the factors to be considered when implementing and evaluating inclusivelearninganddevelopmenttodrivesustainablebusiness performance. 1. Explain and differentiate between learning, training & development Inclusive Learning and Development Inclusivelearninganddevelopmentreferstotheprocessofcreatingand mainataing the environment in which employees of theAlexandra-Reisse company can fully engage in the learning and development. In this learning and development process, employees are ready to communicate their knowledge, ideas and perspectives to each other comfortability. Learning Learning refers to the process of acquiring new knowledge, skills and behaviours for the purpose of doing something. It is a life-long process. It is related to the change which comes through experiences. Thus, there is a strong relationship between learning and experiences. Training and Development Training and development are the process of learning and acquiring particular skills and knowledge which are related to the particular work. It is an important function of the Human resource department of the organisation. It helps in improving efficiency of the employees in their work (Moxen and Strachan, 2017). Differentiate between individual and organisational learning Individual learningOrganizational learning
In this learning, employee can learn from his experiences anywhere whether it is out of workplace or it is in the workplace. In this learning, employees only learn from theexperienceswhichhefeltatthe workplace. Individual learning is a lifetime process.Organizational learning is a limited process which starts from the day, employee join the workplace and ends at the day, when they stops doing organizational work. Difference between training and development and learning Training and DevelopmentLearning Traininganddevelopmentopportunities are given to the employees or individuals forthepurposeofunderstandingthe specific skill or knowledge in order to carry out the specific activity. Learning is an opportunity which comes fromtheinsideoutandmotivate individuals or employees to learn. It is short term process which ends after achieving the objectives. It never ends as it continues till the ends of life. Creation of inclusive learning and development within the organization Byfollowingstrategy,Alexandra-Reissecancreateinclusivelearningand development within their organization - Trainer can start the learning, training and development program by asking new questions from the trainees and ask them to share their ideas. This will help them to attract the employees into the course. Along with this, they should implement various communication strategies in order to make understand the importance of effective communication and its role in understanding and gaining vast knowledge from each other.
2.Learning will be focused on the strategic and tactic goals that will be fulfilled by GAP analysis This is the tool that is being used to determine the performance of the company that is related to some standard that will be meet to fulfil the gap between various functions and the expectation that is used to determining learning of an employee in the company. As a staff development manager, learning plays an important role and help in focusing on the strategic and tactic goals of the company. As this tool will help in emphasizingonachievingtacticandstrategicgoalsintheAlexanderReisse (Schuchmann and Seufert, 2015). It is important for the manager to develop strategic goals that will be fulfilled by analysing the GAP between their performance in the company. 3. Determination and implementation of learning Determination of learning can be done through following points - By taking feedback– Organization can take feedback from employees' peers, managers, supervisors and leaders to get to know about the requirements of learning in the company.This will help them to analysis their effectiveness of learning, training and development programs. By preparing PDP– Organisation can prepare the Professional development plan through the help of professional skills audit of the employees working in the organisation (Schuchmann and Seufert, 2015). It will help company to understand why actual performance is not able to match with the expected performance so they will organize the performance accordingly. Implementation of learning can be done through following points - By providing training– After determining the requirements of the learning, company can provide training opportunities to the employees for acquiring required skills and knowledge for the purpose of doing work more effectively. By rotation –Company also can adopt rotation method in which they do rotate of their employees from one department to another for the purpose of developing all the skills which is required for the completion of the work.
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3.Need for development in continuous professional development There is a need for continuous development for the staff development manager as through this it will help in developing its learning and made it effective for the future. It is important to note that learning always emphasize on doing something good that will be more beneficial. As it is the duty of manager that every employee is doing work effectively and efficiently. There is need for continuous development in Alexander Reisse that will help in improving productivity and bringing more opportunities in the company (Liljenberg, 2015). There are different factors that will affect the continuous development among employees and need time to develop various aspect of this type of learning in the organization. Throughthissustainablebusinessperformancewillhelpingainingmore opportunities in Alexander Reisse. This learning will help in achieving mission and vision of the Alexander Ressie that will help in gaining different perspective of the business. As the objectives are based upon the learning that will help in fulfilling goal of the company. There are various aspects that will be gaining professional knowledge aboutthecompany'sgoalandobjective(Cohen,2017).Thiswillleadtocreate awareness among employees through which different learning can be obtained for the future in the company. Kolb Learning Theory This learning theory was propound by David Kolb in year 1984. This theory has a experiential learning style which are as follows - Concrete Experience– In this step, employees of Alexander Reisse are assigned to the task which is required to perform. Employees will do perform the task actively which means they are learning something from the tasks in order to perform. Reflective Observation– In this step, after completion of tasks, employees will review their work and evaluate it from the perspective of the organizational objectives. In case, they find some errors, they will again reperform the task in order to improve it. In this step, employees are learning from their mistakes. Abstract Conceptualization –In this step, Manager will review the performance of their employeesandcompareitwiththetheoriesorconceptswhichwaslearnedby manager.
Active Experimentation –This is the last step of the theory. In this step, employees will remind about what they have learned during the performance and how to implement them in their whole career. Like this, Kolb learning theory states that learning is a continous process and plays an important role in the employees' performance by providing them experiences which is very essential. Barriers to learning and strategies to overcome with it Negative Experience of Past:Having a bad experience of learning such as poor teaching by teachers and boring lectures at universities, can result in lack of interest in learning and also creating a doubt in their ability to learn and grasp things. This can be overcome by developing a plan for personal development and engage in a positive environment where everybody gets a chance to put theirconcernsandwhichwillhelpinmoraleenhancementandvalue addition. LackOfFocus:Focus is very necessary for learning anything as losing focus can result in barrier and problems for the company as well as for the employee. Ringing of cell phones, pop up of e-mails, etc. distracts the mind of the learner due which focus is not maintained. It can be overcome by setting a 'focus hour' through which the learner can focus on the specific things by keeping aside the phones, and logging out of the e-mail ids so that they can concentrate on learning. Task-3Evaluate ways in which performance management, collaborative working andeffectivecommunicationcansupporthigh-performancecultureand commitment in a financial institution such as Alexandra- Reisse. 1. Understanding and importance of collaborative working Collaborative Working The word Collaborative is the adjustive of Collaboration. Collaboration refers to the process of working with another members, department or team in order to achieve
one common goal. Thus, collaborative working refers to the working environment where employees are doing 1. Understanding and importance of collaborative working Collaborative Working The word Collaborative is the adjustive of Collaboration. Collaboration refers to the process of working with another members, department or team in order to achieve one common goal. Thus, collaborative working refers to the working environment where employees are doing 1. Understanding and importance of collaborative working their work with another in order to create link between activities and achieve the organisational goals. their work with another in order to create link between activities and achieve the organisational goals. Importance of Collaborative Working in the Organisation Importance of Collaborative working in the Alexandra -Reisse Company are as follows - Employees need to do work in team in order to work collaboratively within the organisationwhichhelpsinincreasingflexibilitybetweentheemployeesofthe organisation as they get to know about the strengths and weaknesses of each other’s. Also, employees learn a lot of things from each other which improve the working styles (Thorpe, 2016). Due to collaboration in the activities of employees, teams and departments, Employees are able to do their work on time with effectively which improves the organisational efficiency and productivity. Due to this, Organisation is able to achieve their target on time. TASK4Evaluatetheways,howhigh-performanceculturecansupporton performancemanagement,collaborativeworkingandeffective communication in Alexandra Reisse 1. Understanding and importance of collaborative working Collaborative Working The word Collaborative is the adjustive of Collaboration. Collaboration refers to the process of working with another members, department or team in order to achieve
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one common goal. Thus, collaborative working refers to the working environment where employees are doing 1. Understanding and importance of collaborative working Collaborative Working The word Collaborative is the adjustive of Collaboration. Collaboration refers to the process of working with another members, department or team in order to achieve one common goal. Thus, collaborative working refers to the working environment where employees are doing 1. Understanding and importance of collaborative working their work with another in order to create link between activities and achieve the organisational goals. their work with another in order to create link between activities and achieve the organisational goals. Importance of Collaborative Working in the Organisation Importance of Collaborative working in the Alexandra -Reisse Company are as follows - Employees need to do work in team in order to work collaboratively within the organisationwhichhelpsinincreasingflexibilitybetweentheemployeesofthe organisation as they get to know about the strengths and weaknesses of each others. Also, employees learns a lot of things from each other which improve the working styles (Thorpe, 2016). Due to collaboration in the activities of employees, teams and departments, Employees are able to do their work on time with effectively which improves the organisational efficiency and productivity. Due to this, Organisation is able to achieve their target on time. 2.Performance management as a process as well as concept Performance Management is the process which makes sure that it is the set of activities and outputs which met the company's goals in better and effective manner.It can be defined as the approach that is being used by Alexander Reisse in evaluating and measuring performance of employees at each and every level of the work. This will helpinimprovingperformanceofanemployeethatwillbemorebeneficialfor conductingvariousformsofresearchthatwillbegainknowledgeinthefuture. Performance of employee will be measured by taking feedback from other employees of the company. On the basis of that feedback result will be declared by the manager.
Through these employees can improve its performance in the future that will benefit in growth as this is very important to achieve goals of the company. This will help in getting involved into various activities of the business that will be helpful for the future course of action. Performance management as a process Performance Management as a process is a systematic process of managing as wellasmonitoringtheemployee'sperformanceagainstthesetkeyperformance indicators.Hence,itisthecontinuousprocesswhichdriveanindividualand organizational performance in right direction.As a process it means that performance of an employee will be depend on the working environment of the company. If the working environment is not good, then it will affect various aspects of Alexander Reisse (Fagerholm and et. al., 2015). It plays a crucial role that will help in building relation between employees so that effective work can be done in the company. Performance management as a concept Performance management is a broad concept which should be imply in the organization that helps to monitor the performance appraisal as well. Therefore, it is the conceptinwhichthecompanyprovidesfeedback,accountabilityandalso documentationforthegettingbestperformanceoutcomes.Itisaconceptthat emphasize on bringing different reviews that is being taken from different employees in Alexander Reisse. This will help in creating value of the employee ion the company that will be more valuable in the future. 3. Constitutes of an effective performance management There are various constitutes of an effective performance management which are as follows - Performance Planning Performanceplanningreferstotheprocessofdecidingtheorganisational objectives, accordingly, deciding employees' target and deciding how to accomplish those objectives and targets. Performance Communication
Performance communication refers to the two-way process of exchanging ideas and thoughts regarding performance and way to do perform between employees and managers. Data gathering, observation and documentation on performance Manager do observe, inspect and check the performance of their employees accordingtothetargets.Theyanalysistheperformanceandcollectdata.After collectionofdata,theypreparedocumentsfortheemployeesregardingtheir performance (Lloyd-Evans and et.al., 2016). Performance Appraisals Meetings Company do organize a meeting of managers and leaders for the purpose of performanceappraisaloftheemployees.Theydodecidethestandardsforthe measuring the performance of the employees. Performance Diagnosis Performance diagnosis refers to the process of identify the gap between desired performance and actual performance. Also, it involves the process of mitigating the gap. It is kind of problem defining and solving method. 4.Effectiveperformancemanagementwillhelpinlearninganddevelopmentat organisational team and at individual level Aseffectiveperformancemanagementwillhelpinevaluatinglearningand development as a team if work can be done in group then it will effective as different minds are working with different ideas that will lead to create effective performance of an employee in the Alexander Reisse. As there are various factors that will help in gettingimprovedthelearninganddevelopmentasaorganizationalteam.Ifthe performance of an employee will be able to cope with the situation that will help in gaining various aspect that will be more helpful for the future purpose in the Alexander Reisse.Therearevariousaspectsthatwillbemorebeneficialforimproving performance in the future. There are various segments that will lead to create many aspects that will be helpful for the business. As at an individual level also it will be beneficial for the company to enhance performance management that will be more suitable as improving it that will bring more opportunitiesatanindividuallevel.Asindividuallearningwillbebetterasmore
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knowledge is gained that will help in growth of skills and knowledge of an individual. This is very important to emphasize on the learning and development process in the AlexanderReisse.Therefore,individuallearningwillalsohelpinenhancing organizational goals and objective. Critical Analysis 1. Different approaches of Performance management Therearedifferentapproachestoperformancemanagementwhichareas follows - Comparative Approach According to this approach, Employees' performance are measured to the others in the firm. Evaluation are done according to the employees' rank. It helps company to take decisions regarding promotion and demotion. But comparison between employees can encourage bad competition in the organisation. Behavioural Approach According to this approach, evaluation of the employees' performances are done on the basis of his working behaviour by the company. This approach lead organisation to understand why employees are doing a specific behaviour which lead company to do work on that. On the basis of the behaviour, company can't judge the performance of the employees and his capabilities (Raes and et.al., 2015). Results Approach According to this approach, company's HR department do evaluate activities of employees accordingly quality of results or benchmarks or products which is produce by them. This approach is only appropriate only when the employees are skilled and qualified. This approach ignores the behaviour or perception of the employees which is likely to be influence his performance. Trait Approach According to this approach, Company do measure the action of the employees accordingtotheirpersonaltraitswhichisrequiredfortherunningthebusiness activities. It is good approach for the purpose of improvement of skills and abilities, but it isconsideredtobebadapproachbecauseeveryemployees'personalitiesand perceptions are different, thus there way of working are also different.
2.Effectiveness of approach of performance measurement Therearevariousmethodsofperformancemeasurementthatwillconvey effectiveness in activities done by employee. These will bring efficiency and increasing productivity of Alexander Reisse. This will assist in deciding different aspect that will be useful for the purpose of gaining more knowledge that which is good and helpful for the future course of action. As these approaches intent to bring harmony and effectiveness that will increase efficiency of doing work in the company. As there are different sources that will be create various approaches that will create different aspects that will gain better involvement in the future (Payne and Calton, 2017). This will be unable to provide various aspects that will be more inductive in using different segments of performance management. There are different approaches that will be creating more opportunities in the business at the end of every aspect that will be creating different segments that createsdifferentchangesthatwillleadtobringeffectiveness.Asemployeesget motivated in performing various task in effective manner. As there are various segments that will more beneficial for the company to getting involved in the company. As these approaches will mainly emphasize on improving performance that will bring efficiency for future. 3.Organizational culture and effective performance management – facilitator & barrier If culture of organization is good & there is no conflict between employees and management team. That means there is collaboration between departments, teams and employees. Collaboration bring effectiveness in the working style of the employees and improve their performance and productivity. This led organisation toachievetheir targets on time and do performance management effectively. Here, organisational culture act as facilitator for the performance management. If organisational culture is not good and there are conflicts between employees, managementanddepartmentsoftheorganisation.Itwouldleadtolackof communication between all the parties involves in the organisation which cause to late completion of work. Employees feel tired and fluctuated with organisation and their peers which will impact their work. This will decrease the productivity of the employees. Thus, here performance is not managed properly. Here, Organisational culture act as barrier to performance management (Bolden, 2016).
4. Performance management can be used to transform an organization With the help of performance management, the company should consider some factor such as size and scale of the firm. In the context of Alexander Reisse it has large number of employees and that is why, they should use performance managementthat helps to determine the performance appraisal. On the other side, it is geographical dispersed and that is why, it may also used performance management system which helptoevaluatetheoverallperformanceofthecompanyandthenapplythese techniques to calculate the performance appraisal of the employees.In addition to this, to gain high competitive advantage Alexander Reisse also use PM and can analyse different loophole which should be eliminate. There are various sources that can be fulfilled by the company for increasing its value in the business. There are different segments that will be more attractive that will in transforming by Alexander Reisse. As there are various approach that will be used in transforming business into various sectors. it is of the essence to measure the action of an employee to have better opportunities in the future. CONCLUSION As per the above study it can be said that it is important to have skill, knowledge and behaviour in the company as a human resource professional in the company. There are various segments that will be getting involved into various activities that is being managedbyHRdepartment.Itisimportanttoimprovecontinuousprofessional development that will help in improving skills of an employee which will help in to growth for the future. Personal skill audit assists in improving skills which was not used to be good in an employee so that it will get chance to improve that skills and knowledge. Learning and development also plays a crucial role in the company that emphasize on various aspect in the company.
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