Performance Management and Organisational Development

This study aims to promote different ideas and goals related to performance management and organisational development. It contributes various approaches that help in providing a positive working environment. The study focuses on the deep understanding between goal making and how it can be achieved through continuous improvement, team development, and stakeholder relationship management. It draws from research papers and case studies to provide insights into the importance of performance management in organisational growth and development.

Developing Individuals,
Teams and Organizations

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1......................................................................................................................................1
P1(a) Determine the appropriate knowledge, skills and behavior that are required by HR
professional across the department.............................................................................................1
P2 (b) Analyze the personal skills audit for an employee...........................................................3
c) Personal Development Plan....................................................................................................4
P3 Analyzing difference between company and individual learning training and development4
P4 Analyzing the needs of continuous learning and professional development to drive
sustainable business performance. .............................................................................................6
SECTION 2......................................................................................................................................8
P5 Understanding How HPW helps to contributing in employee engagement productivity and
make competitive advantage within specific company situation. ..............................................8
P6 Explaining the approaches to performance management by using examples or showing
how they support performance culture and commitments........................................................10
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
In competitive market, success is the most required and important tool for the company.
Organizations are mainly based on abilities to continuously expand and improve the collective
and individual capabilities of its people and employees. For taking this study further, study will
be taking M&S into action. It is the largest multinational retailer in UK which deals with high
level of organization structure. Present study is based on developing individual teams and
organizations. Report will be discussing an appropriate knowledge, skills and behaviors that are
required for an HR manager. Study also analyses HR skills or knowledge to identify training and
development needs. In order to look into deeper form, report will also help to explain increasing
learning needs to develop inclusive learning and development within the company.
SECTION 1
P1(a) Determine the appropriate knowledge, skills and behavior that are required by HR
professional across the department.
Human resource management is the most essential qualification for a student who will
handle employee relations, draft contracts, negotiation and salaries. HR professional works for a
small and big types of an organizations (Akhtar, 2016). For a M&S, they require knowledgeable
and skillful HR employee for an organization profitability. For becoming the appropriate HR
professionals she/he is required some set of knowledge skill and behavior to conduct business
functions.
Knowledge required for an HR professional
 Employment policies and procedures: Employee's handbook is one of the most
essential and important knowledge that every HR professional should have. HR
professional needs to ensure employee handbook i.e. needed to be kept up to date and
complaint with current legislation. HR professional should get the knowledge of all
policies and procedures of employee handbook
 Risk management: It is vital for all HR professional in M&S to have the full knowledge
to conduct scheduled audits to prevent legal liabilities (Ambika, Kumar and Samath,
2015). Besides, in order to reduce the risk possibilities. HR professionals also needs to
ensure HR policies, employment agreements and other regarding work to be done. It
helps to comply with the company values and beliefs.
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 Training and development: It is the another required knowledge that HR should have in
order to keep the other employee’s efficiency up to date. Efficient HR knowledge helps
to providing training to employees and increase the management activities of the
company.
 Trustworthy and ethical knowledge: it is the vital knowledge or education that HR
should have. It helps to protect company from risk or uncertainties’ or also protect from
legal punishments. HR professional are very much versed in employment law to ensure
their organizations is performing its due diligence to be complaint (Boer and et.al., 2017).
Skills that HR professional have
 Business Management & leadership skills: Business management and leadership skill
for HR professional are must to understand the employees needs and wants. Good HR is
always creating a good working environment for an employee. They implement several
business management activities to ensure positive environment.
 Human capital development skills: Great HR specialists should always be resolving the
issues and create team building environment (Bolden, 2016). Besides, they always should
be planning to hiring new employees and handling personnel issues when they arise.
 Communication & interpersonal skills: It is the success skills or ability that HR
professional have. It helps to get the attention of employees and appreciation in the
organization. HR professionals known for its high communication or interpersonal skills.
Behavior of HR professional
HR professional should always need to speak well and behave in appropriate manner. It
helps them to well maintained the position in the company. HR officer should always have the
good networking with employees either informal or formal. It helps to stay connected and get
employees needs and wants.
HR Professional should have following behavior towards the company objectives.
 Transparency and trustworthiness : HR professionals are always needs to be
trustworthy towards company. They always dedicated his work and long term process
and goal oriented task performance.
 Purpose oriented : It is the another behavior of HR professional that helps in growing
business profit ratio and growth level. Apart from that, HR always looking for the new
development and leading resourceful goals and long term process oriented.
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 Technology savvy: HR should understand or know about their HR new software through
which they can perform better task and create new policies.
 Solutions oriented : HR professional should also a solution oriented which helps other
company employees regarding leaves, conflicts or issues.
P2 (b) Analyze the personal skills audit for an employee
Skill Audit : Skill Audit is the process that can be used to identify the skill gaps in an
organization. The outcomes are a training needs analysis that identifies where training is needed.
The result of skill audit is to identify the gaps that individual currently have. Data that can be
used for purposes such as internal selection. Besides, also these skills helps to define the better
growth management task.
Skills Required Skills have achieved Result determine skills
development
Information skills Information skills of Jam
Cambridge is good and
efficient to handle the
technical work culture and
analyze the software data
(Bourne, 2016). He is well
sufficient in using internet,
power point.
In order to make their skills
more sufficient. He requires
adopting training developing
needs of database system and
become more sufficient in
using HR software.
Communication skills For HR professional, Jam
Cambridge is well sufficient
in communication skills such
as he is a good writer,
produce well material support
presentation.
In order to develop skill or
needs to require new training
needs for him is to develop
drafting contracts of
employment, also needs to
learn to deliver a training
session (Kislov, et.al., 2014).
Conflict solving skills Jam Cambridge is good in to
explore more than one
solution in order to solve a
problem
He needs to develop to make a
good use of verbal reasoning
and skills.
Problem solving skills Jam Cambridge is good at
problem solving such as to
explore the more solution or
techniques in order to solve a
problem between employees.
He needs to develop their skills
to use verbal reasoning skills in
order to get sufficient in all
specific areas.
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c) Personal Development Plan
Skills
required
Priority Target date Action Evaluation Performance
impact
Information
technology
2 2 months Taking
workshops
To update
the all
employee
data
informatio
n in
computer
system
Helps to
adopt
computer
skills and
goals.
Specialist HR
software
3 2 months Taking
personal
development
classes and
workshops
In order to
implement
the training
into action.
Helps to
develop new
software
skills and
goals.
Making
drafting of
employment
1 3 months To adopt the
knowledge of
legal
legislation a
law
Evaluation Helps to get
the
knowledge of
laws and
legislation
that helps to
keep the
company
environments
secure and
safe
Delivering a
Training
sessions
4 1 month Taking
practical
workshops,
practical
lecture guest
Evaluation It helps to
encourage
confidence
level and
capable to
give
employee
development
training
programmers
or classes.
P3 Analyzing difference between company and individual learning training and development
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Learning : Learning is the process of acquiring new, or modifying existing, knowledge,
behaviors skills or values. This is the ability to learn is possessed by humans, animals and some
machines. In terms of management learning, it helps employees to get new learning and new
knowledge goals.
Individual learning: individual learning is the process or capacity to build knowledge
and skills through individual reflection about external stimuli and sources and sources.
Individual learning occurs as personal identity is elaborated through the inner conversation
process. With the help of monitoring, reporting and developing of individual learning goals and
targets helps to develop the individual capacity level that helps to keep the best performing goals
(López, Builes and Puche, 2016). There are different styles of individual learning that an HR
professional can adopt in order to fulfill the M&S aims and objectives such as Activist,
Reflector, theorist, Pragmatist etc.
Organizational learning: Organizational learning is an expansive and diverse field with
influences that can be felt from. Organizational learning is the process of creating new creating,
retaining and transferring knowledge within organization.
Difference between organization and individual learning
Basis Organizational learning Individual learning
Meaning Organizational learning is the process
of creating, using and sharing
knowledge within a corporation or
comparable enterprise (Nur, Herman
and Ningsih, 2018).
Individual learning is the process is to
capturing, distribution and effectively
using knowledge.
Concept
based on
Based on practical theory Based on theory and practices.
Objective Is to achieve the business aims and
objectives.
In order to achieve personal interest
Developmen
tal skills
Organizational helps to enhance
professional skills.
Individual learning helps to develop
interpersonal skill or development
process.
Outputs Organizational learning helps to give
professional learning outcomes.
Individual learning helps to provides
the new understanding of needs and
goals.
Training: Employee training is the most vital process for an organization through which
they adopt various kinds of learning process such as how to deal with customers, subordinates
etc. Employee training also helps to make individual more familiar with the company. M&S
organize a training program to provide the better working performance (Rae and Wang, 2015).
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Development: Employee training and development is another process that helps to
develop the employee efficiency level. This process helps to develop the new management goals.
Development opportunities also helps to make another fact.
Basis Training Development
Meanin
g
Training is a process in which
employees get an opportunity to
develop skill, competency and
knowledge as per the job requirement.
Development is an educational process
which is concerned with the overall
growth of the employees.
Term Training take short term process It takes long term
Motivati
on
Trainer provides the motivation
process to their employees (Raes et. al.,
2015).
Individual learns itself and adopt all
kinds of learning process goals.
Orientat
ion
It is a Job oriented process Contrary, development learning is the
career-oriented process.
Number
of
individu
als
Training includes number of
employees in the company.
In terms of development process, it
includes only one person or an
individual.
P4 Analyzing the needs of continuous learning and professional development to drive sustainable
business performance.
Continuous learning
Continuous learning and professional development to drive sustainable. Continuous
learning process helps to create new learning process. Continuous process goals, in order to
develop to continuous learning gives better services. Overall it helps to make the proper. Overall,
continuous learning helps to give proper efficiency. Continuous development helps M&S to
develop new goals and employee performance goals (Solihah, Woodcock, 2017). Overall, it
helps to increase the loyalty among employees of M&S. Continuous learning helps employees to
feel more happier and satisfied with working environment or culture of company. This helps to
increase the faith among employees towards the company that helps him to their success and
goals beyond the company.
continuous learning in Marks & Spencer helps in higher retention rates and improved
productivity in employees. High retention rate has been increased due to the demands of a
constantly shifting business environment as some employees no longer feel as responsible for
their employees. Continuous learning also helps to retain talent necessary for long term profit
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and success of the company. Overall, it has been concluded that, continuous learning is very
needful for thee development process of employee productivity and business performance.
Performance improvement
Performance improvement is another needful growth for business development process.
Employees behavior and their performance is very much vital to give the best effective
performance goals. Effective performance can help company to attract more customer attention
and profit generation task. Performance improvement also known as performance action plan
(Woodcock, 2017). It is the tool through which M&S to give employees new different learning
skills in order to make sure their productive performance. It helps to address all required
development areas to succeed. However, continuous or professional development helps to
improves the performance of employees.
Personal growth
Continuous learning process of employees can also help in personal growth of the
company overall improvement. Employees are the most essential source of income. Through
this, company can meet the needs of customers. Continues learning helps employee to develop
their personal strength or capabilities. Employees can get different skills and infinite knowledge
from training and development session that M&S organize for their employee’s better
performance, that can also help to improve employees career opportunities and development
growth. This is another reason for having the needs of continuous professional development
process.
Improve performance in current
Employee can develop current performance level by setting some goals and objectives of
work that can help them to make excellent decision making for the company's development and
growth in order to develop the individual development (West and et.all.,2014.).
Sustain performance in current job
Ensuring the current performance is also helping to generate the need of new training and
development session in the company that helps to create new learning and developing process
goals. Continuous development includes new learning related to professionalism or for personal
interest. It can help M&S to enhance their work performance scale and take new business plan
and strategic decision-making approach. Generally, In high performing culture, employees or
leader are facing high challenges and battle in implementing a high-performing culture and get
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higher growth stability in the market. That experiences and work culture helps to generate new
ideas and opportunity goals for the company.
Prepare employee for advancement
Freshers or employees who starts career from their first job, it is the responsibility of
M&S to provide all development training and make them more profitable and challenging to
meet the uncertainties in future task. For that, Marks & Spencer needs to create a plan for
employee promotion. M&S should consider their employees efficient and productive for the
company growth always. This required skills and knowledge in order to understand the long-
term goals and objectives of the company. To improve employee efficiency can give company
better customer satisfaction and growth in profit revenue.
Enrich employee work experience
Along with that, understanding the organization that helps to keep the long-term goals of
the company. Employees always needs to be satisfied with the company's working environment.
In order to generate interest of employees. M&S needs to generate personal interest among them
such as make a time to meet regularly with team members on a one to one basis to learn about
their aspirations, expectations and frustration (Nur, Herman and Ningsih, 2018). Besides,
company also needs to make employees more focused and a good learner in order to build
regular learning. This overall process helps to keep employees always attentive and productive in
growth.
SECTION 2
P5 Understanding How HPW helps to contributing in employee engagement productivity and
make competitive advantage within specific company situation.
High performance working practices helps to improve the effectiveness of employees and
number of developing practices with employees as well as company performance. This high-
performance working helps to motivate employees working efficiency. It helps to ensure
employees high productivity towards the giving services to customers. M&S is the large retailer
multinational company which deals with number of products and services. Employees of M&S
should always be motivated and enthusiastic to make customer happy and satisfied (Raes et. al.,
2015). Overall, it helps to motivate new learning and company development growth. HPW also
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helps to create competitive environment within the company environment. It is the responsibility
of HR manager to identify the suitable training goals in order to meet the needs of the
organization goals. High performance working practices of human resource department is
referring to the following elements such as system management, reward and incentives and
employee’s involvement.
HPW helps to create employees’ skills, creativity, productivity and interest of efficient
work as well. M&S can get good working environment in the situation of work load and
rescission. HPW also helps in the situation of heavy work pressure, low market position or in
case of heavy competition in the market. In all types of critical situation, employees will be
helped to deal with all situations. High performance workplace gets the most productive
environment for business growth. In order to create high performance working culture. Company
needs to create interest among employees, understand the needs of employees etc.
High performance work system is the system in which employees are highly involved in
conceiving, designing and implementing workplace processes are more engaged and perform
better. It has been proved that company using high performance work culture has given
significant higher labor productivity in order to meet with the competitor’s goals (Solihah, et. al.,
2016). Productive employees always can develop the high productivity goals and also helps to
make the long-term performance in the development of company goals. HPW employees can
also generate high revenue for the company better performance.
Employee engagement is critically important and necessary for making more productive
environment for the company development process. M&S can get better customer satisfaction,
new product development approach, new expansion policies to buildup new development goals
with the help of high performance work practices. Developing employee engagement has
includes main three components such as cognitive, an emotional and behavioral aspect.
Cognitive approach relates with the employee concern and beliefs about the company growth.
Overall, it also helps to control the betterment goals and long-term effectiveness. Cognitive
aspect is different from emotional aspect, it relates that how employee deal about each of those
three factors and whether they have positive or negative attitudes. Behavioral aspect relates to
the employee engagement which includes worker value added components for the organization
and consists of brainpower and energy devoted to the task and the firm (Kislov, et. al., 2014).
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Overall, this all aspect of employee engagement process helps to know what to do to enhance the
HPW practices with employees. It helps to keep all things clear and creative.
P6 Explaining the approaches to performance management by using examples or showing how
they support performance culture and commitments.
Performance management includes activities to ensure that goals are consistently being
met in an effective and efficient manner. Performance management can help to develop the focus
on the performance of M&S product and services. Besides, performance management team build
up the enthusiasm between all employees by giving them rewards and benefits for good
performance. PM is an important tool of a M&S to develop the employee productivity that helps
to reflect the good profit outcomes possibilities. It is a popular style which creates the work
environment that empowers employee work capabilities and their abilities to perform a particular
task. The main purpose of Performance management is to enhance the employee performance of
employees. The main purpose of the performance management is to get the best output
productivity of employment and best output goals.
Measuring performance of employees is the backbone of any organization management
as there are some important approaches of performance management are giving:
Comparative approach: This is the approach involves ranking an employee
performance with respect to that of others in the group (West and et. al., 2014). In this, process
employees ranked on the basis of their performance level in the company. Lower performance
making employees get some new training approaches, besides high performer employees get
reward. This approach helps to motivate positive environment of M&S working culture and
increase employee’s commitments.
Attribute approach of measuring performance: This is another approach of
performance management. It helps to define problem solving skills, teamwork, communication,
judgment, creativity and innovation. Graphic rating scale method helps to rate employees on a
scale of 1 to 5 that is lowest to highest.
Behavioral approach of measuring: This is one of the oldest performance management
technique to enhance the betterment of growth. On the other hand, behavioral observation scale
(BOS) is an recent version of BARS. By creating positive behavior between employees helps to
engage positive behavior in M&S working culture.
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Result approach of measuring performance: this is the another and straight forward
results under which M&S rate employees direct their work basis (West and et. al.,2014). Such as
Balanced score card. This approach generally looked up on financial, customer, internal &
Operations and new learning and growth.
Culture is the another most important process in order to full fill the organization and also
create some new management skills in order to full fill the M&S compensation goals. Culture is
based on employee’s daily behaviors. Culture is the only tool that helps to derive the company
systematic approach. Overall, given approaches above proves the positive environment
opportunities in the working environment of Marks & Spencer. Effective performance
management introduce new employee commitment goals and growth for business.
Process of performance management
Planning : it is the first process in which manager needs to plan work and setting
expectations. Supervisors needs to implement the effective performance management plan.
Manager needs to establish measurable goals which is easily achievable.
Monitoring : after planning manager also needs to monitored the plan and take reviews
on weekly basis.
Development : manager should able to determine from the continuous monitoring
whether employees need additional development to achieve their assigned responsibilities.
Rating : after that supervisor should need to give rating to employees on the basis of
their performance. It helps to motivate employees towards productive work.
Rewarding : supervisor needs to measure employees performance and given them
benefits according to their level of work.
CONCLUSION
On the basis of above section, it has been concluded that developing individual teams and
organization helps to contain long term stability within the organization. Present report is based
on HR professionals which is most vital substance for the organization development. Present
study discussed about HR professional’s skills, knowledge and behavior that keeps the company
employees motivated and enthusiastic. For that, M&S has been taken into action. Further, it
discussed about the understanding to understand High performance working. it helps to make the
environment more competitive and challenging. Study also discuss about different approaches to
performance management and using specific examples in order to support high productive
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culture and commitment by employees. Moreover, main purpose of this study is to promoting
different ideas and goals. Further, study also contribute different different approaches of
performance management that helps in providing positive working environment goals. Overall,
study helps to make the deep understanding between goal making.
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