Performance Management Approaches and Training Development

This assignment provides an in-depth analysis of different performance management approaches that can assist managers in improving the productivity and performance of employees. It also examines the role of training and development in employee engagement and competitive advantage, particularly in organizational settings. The document reviews literature on knowledge management, leadership, team coaching, and collaborative working to provide a comprehensive understanding of these concepts.

Developing
Individuals, Teams
and Organisations

Table of Contents
TASK 1............................................................................................................................................3
P1. Knowledge, skills and behaviour that are required by HR professionals.............................3
P2 Personal skills audit and professional development plan......................................................5
TASK 2 ...........................................................................................................................................7
P3. Differences between organisational and individual learning, training and development.....7
P4. Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................8
TASK 3..........................................................................................................................................10
P5. HPW contributes to employee engagement and competitive advantage within a specific
organisational situation.............................................................................................................10
TASK 4..........................................................................................................................................11
P6. Different approaches to performance management and demonstrate with specific
examples that they can support high-performance culture.......................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
.......................................................................................................................................................15

INTRODUCTION
Developing the teams and individuals are important part of every firm in order to
achieving sustainability and growth. It is also profitable for the employees who are working in
the firm because with the help of it they can achieve career growth in effective manner. It also
helps in making effective strategies for achieving organisational goals (Baldwin, 2016).
Development of teams and individuals are interrelated because it helps the firm in taking growth
and sustainability in the marketplace. The present assignment is based on Sainsbury's which is a
UK based firm and engages in retail sector. This firm is one of the largest supermarket chain of
UK. This report will discuss about the knowledge and skills which are required by HR manager.
Individual and organisational learning will also covered in this report.
TASK 1
P1. Knowledge, skills and behaviour that are required by HR professionals
For performing the activities in effective manner every firm needs hard working and well
skilled staff members. The training of staff members increases the efficiency and skills which
helps the firm in achieving their desired goals in allotted time period. Developing of staff
members are more important as their efforts decides the growth and sustainability of firm.
Working staff of Sainsbury have proper knowledge and skills and company is also using advance
technology which helps them in increasing their market share and customer base. There are
various capabilities and skills which are required by the HR managers of sainsbury to managing
the environment of the workplace. Skills and behaviour of HR managers are briefly explained as
under:
Required skills:
For completing a task in a allotted time period is the efficiency of HR manager which is
the most important requirement in sainbury. The HR manager of sainsbury have to achieve this
type of skills which will help them in their future growth and sustainability in the firm. The skills
are explained as under:
Good communication: Information should be communicated in the staff members in a
proper way. The words or information which have to convey by the HR manager for their staff
should be clear and appropriate (Bosua and Venkitachalam, 2013). Therefore, it is the prior duty

to HR manager of Sainsbury that they have to deliver information at every level of the firm so
that, the employee can understand their roles and responsibilities towards assigned task.
Overcoming the conflicts and issues- It is the primary duty of HR manager to solve the
conflicts in a proper manner so that a healthy environment will be build in the organisation. HR
manager have capabilities to solve the problems of staff with its understanding due to which, the
loyalty will be increases of the staff members.
Required knowledge:
Organisation have to hire those candidates who have proper knowledge and experience in
their fields. It helps the firm in running their business operations in effective manner (Bush and
Middlewood, 2013). Employees with having appropriate knowledge can provide support in
decision making process and solve the conflicts which are arise in the workplace. HR manager of
sainsbury should have knowledge in the below fields:
Management and supervision- A specific knowledge about tools and planning is
necessary for the HR manager. HR professionals of sainsury have responsibility to allocate the
resources, make coordination with their employees. With the help of it, employees will
understand their roles and duties which assist the managers in making good relations with their
staff members.
Laws and governance – Better knowledge regarding different type of corporate laws
which are related with the firm are essentially required to the HR manager. In the context of
sainsbury, the HR manager have to increase their knowledge about employment laws such as
minimum wage act, Health and safety of employees at workplace etc. with taking help of these
acts, they will easily solve the conflicts of employees which are related with the salary and their
other issues.
Required behaviour:
The working behaviour of the staff member is based on the way in which they are talking
and interacts with their colleagues and superiors. Therefore, HR manager have to communicate
the information to their employees in polite and humble nature. There are some behaviours
which are necessarily adopted by the HR manager which are as follows:
Coordination – HR managers are the important part of a company who has
responsibility to managing their staff members. Therefore, HR manager have to use corporative
behaviour in the workplace which will help them in making coordination with their employees. It

also support them in implementing the policies in effective manner which will increases the
performance of staff members.
Trustworthy- Manager have to make open communication with their staff members due
to which the loyalty of employees will be increases towards firm. When the manager is
trustworthy the employees will easily discuss their problem and issues.
P2 Personal skills audit and professional development plan
Auditing of personal skills is an essential technique which is used by individuals for
analysing their current position in the workplace. With the help of it they can identify their weak
area and improve them with enhancing knowledge and skills (Tattum and Tattum, 2017). There
is a requirement of different type of knowledge, skills and behaviour for giving best at workplace
(Cardno, 2012). But every employee can not provide perfect efforts in their assigned task so that,
personal skill audit is important for enhancing the knowledge and taking career growth.
sainsburry is an firm who wants to provide better products and services to their customers with
satisfying their needs and wants. It can be possible when employees understand their current
strengths and weaknesses. As a HR manager of Sainsbury I have to understand my weak areas
through which I will improve my inefficiencies. My strength and weaknesses are given as under:
Strength – Cited firm is a leading supermarket chain which have modern and innovative
ideas to defeat their competitors. So, with the help of my colleagues, Now I am able in using new
and advanced technologies. Which shows that I have an appropriate and specific knowledge in
IT sector furthermore, I am punctual so that, I completed my work in given time frame.
Weaknesses – Sainsburry is a leading firm who have a large number of employees.
Sometime, I can't make decisions according to the situation which increases the issues in
workplace. On the other hand, I can not manage all the activities of employees because I have
less ability to cooperate while working. As I have no experience of communicating with
employees so I have to improve my communication skill. For reducing this kind of weaknesses I
have to prepare a chart which is more understood by as under:
S.
No.
Learning
objective
Current
proficiency
Target
proficiency
Development opportunities Time scale
1 Quick decision
making
8 10 Sometime, I can't make
proper decisions so I have to
30 days

learn some new decision
making techniques from my
superiors and managers. It
will help me in taking quick
decisions according to
situations
2 Communicatio
n skills
7 10 It is an essential skill which is
required by HR manager.
With the help of it, HR
manager can communicate
roles and responsibilities with
their workers due to which
they will work hard on the
assigned task.
2-3 month
3 Leadership 6 10 HR manager have ability to
encourage their workers so
that they can provide
maximum effort in
completing the task in
effective manner. For
resolving this weakness I have
to understand the working
behaviour of employees on
individual basis.
25 – 30
days
4 Employees
turnover ratio
7 10 HR manager have prior duty
to provide motivation to their
staff members during the task
(Caroline Martins and Meyer,
2012). If the employees are
working with demotivation
2-3 month.

they can't perform their duties
in effective manner which
will reduce the productivity of
firm. For overcoming this
issue, I have to motivate my
staff members so that, they
will work according to the
given task in suitable way.
TASK 2
P3. Differences between organisational and individual learning, training and development.
Individual learning is the ability to build knowledge through respective reflections
regarding sources, external, stimuli and also by personal improvement of a person. It is the
learning of those person who works within organisation. In this their work experiences and
qualification are included (Goffee and Scase, 2015). In Sainsbury, each individuals should have
to improve knowledge and perform effectively in order to produce maximum productivity and
attain individuals as well as organisational objectives.
Organisational learning considered to be the workers skills that are needed within
Sainsbury in order to perform the assigned work effectually. Every workers need to achieve the
given outcomes. Various kinds of skills in other fields of employees let them to learn that assists
in accomplishing the results.
Differentiation among individuals and organisational learning.
Individuals learning Organisational learning
This is utilise by company for the growth of
individuals.
Organisational learning is generally for
workers in order to develop their skills to
perform effectively and attain the objectives of
company.
It will be hard for Sainsbury employees as it
has more number of workers.
In this learning, employees can learn together.

Training and Developments
Training is facilitating information, skills and knowledge to workers for enhancing their
abilities so that their performance can be developed in order to accomplished organisational
goals. Sainsbury required to give trainings to their employees after certain time periods for
enhancing their outputs.
Development is considered to be a ongoing process for which some events and seminars
regarding workers development are organised by Sainsbury. This methods let them to achieve
recent changes regularly and also assist in accomplishing competitions between various
competitors of market.
Differentiation
Training Development
Training is the process of learning where
workers obtain opportunity to improve
competency, skills and knowledge according to
the needs of job (Thackwray, 2014).
This is the continuous process that is related
with the employees growth.
This develop the employees work
performance.
In this workers are prepared for upcoming
challenges.
It is provide for the shorter periods It is provided for longer periods.
This generally focuses on present. It focus towards the future.
Training is provide related to the particular
jobs.
Development is done to facilitates general and
conceptual knowledge.
Therefore, individual and organisational learning as well as training and development
help Sainsbury's to develop the knowledge, skill of their employees in order to enhance
productivity and accomplished their objectives effectively.
P4. Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning: This learning allows to develop the knowledge and skills of
individuals so that they perform effectively for company on continuous basis. It enhances
workers behaviours, knowledge and assists in accomplishing goals in firms (Harri-Augstein and

Thomas, 2013). In Sainsbury, Training and development events are facilitated for continuous
learning and also for skills development.
Professional development: This development helps individuals to improve knowledge
and skills. It can be done only through seminars, conferences and so on. All workers of
Sainsbury should participate under this development process in order to build their as well as
company's personality.
Learning cycle theory can be useful for continuous and professional development. Kolb's
learning cycle theory was introduced by David Kolb in year 1984. This theory is generally
depends on four stages learning cycle. This cycle shows that experience is converted through
reflection into different conception that can be utilise as a guides for progressive experiment and
choice of current experiences. The four stages are as follows:
 Concrete experience: This is the first stages, in this learner actively perform experiment
and learn something from activities like field work, lab work etc.
 Reflective observation: It is the second stage of Kolb's learning theory, in this generally
the learner review or reflect their experience.
 Abstract conceptualization: In this stage, learner conceptualise some model or theory
according to their observations.
 Active experimentation: It is refer to be the fourth stage of learning theory. In this
learner efforts to plan in order to experiment theory or model for upcoming happenings or
experiences.
All above four stages of Kolb learning theory help Sainsbury to train their employees as
well as they learn in better manner from experiences.
Importance of continuous learning and professional development:
In every organisations, requirements of skills employees for better work performance.
Sainbury assist their workers to enhance and develop their knowledge and professional
development. So, some importance are mentioned below:
Improve work experience of employees:
Continuous learning and professional development are helpful in enhancing the
knowledge and proficiency of employees at work (Hawkins, 2017). This will increase the
employees work experience so that they perform effectively to accomplish organisational goals.
Improve performance:

Continuous learning help the employees of Sainsbury to develop their performance in
present work. Programmes of training and development help their workers to learn innovative
things so that they perform their job effectively.
To motivate employees:
It is essential for workers to learn new ways in order to satisfy their consumers and also
maintain the reputation of Sainsbury into market. Learning help too motivate workers to take
part in different task that assists to increase their performance and growth.
Prepare workers for advancement:
Sainsbury always improve their training programmes that enables workers to develop
themselves. Also continuous learning help their employees to be more intelligent and liable in
order to grow and meet the levels of advancements at work.
TASK 3
P5. HPW contributes to employee engagement and competitive advantage within a specific
organisational situation.
High performance is refers to the organisational culture that is related to transparency and
trust of every one. This mainly focus on changing the traditional structures of company to flatter
structure so that they encourage their workers to discuss innovative ideas with higher authority
without any hesitations (Jones and Sallis, 2013). HPWS is concern to ascertain the job needs,
designing, identifying and attracting various kinds of work force for fulfil the positions and
evaluate the performance of employees. According to their performance compensation would be
provide in order to stay with the company. High performance work help Sainsbury to facilitate
job satisfaction to their workers. Some components of HPWS are mentioned below:
Knowledge development:
There is a needs of such employees those who are well proficient, multi skilled and able
to resolve problems and issues applying proper approaches.
Sharing information:
High performance working system form a culture in Sainsbury of sharing information
between workers, employers and top executives.
Performance reward linkage:

With the help of HPWS firm can link their workers with organisational objectives. When
some rewards and another benefits are linked to their performance then employees give their best
in order to obtain benefits.
High performance work system enforced in company's working then it provides positive
results like job satisfaction to workers. Also employees perform their job role effectively and
their opinions or ideas are important for company. It assists in performing task in team and every
individuals of Sainsbury participate actively. When workers are satisfied then they will perform
their job effectually in order enhance sales, profitability and also facilitate standard product and
services.
In order to attain the objectives and goals of Sainsbury, their employees should engage
themselves for enhancing their profitability and productivity. Employees engagement is essential
for all organisation. It assists workers to concentrate on their work for enhancing their efficiency.
So, all employees of Sainsbury should engage themselves in accomplishing the target that is
given by the firm.
HPW assists workers to take advantage in the competitive surroundings. With minimising
in international employment competition between employees. So, if workers is performing good
and want to attain target assigned by the firm. It will help them to take benefits among another
workers in order to improve their knowledge and skills and also to accomplish their target.
TASK 4
P6. Different approaches to performance management and demonstrate with specific examples
that they can support high-performance culture.
Performance management refers to a methods of developing and setting a work
surroundings at which individuals are allowed to do their task effectively as per the capabilities.
This process also gives accountability, documentations and feedback for the performance results
(Kinnie and Swart, 2012). It assist employees of Sainsbury's to channelise their talents and
potential regarding the objectives of organisation. So, HR manager of Sainsbury should aim to
developing good working surroundings so that worker generally engage themselves in acquiring
opportunities. This styles of management assists to make decisions and plan for workers. If
employees performance is improving then their level of motivation also increases. This assist
individuals as well as team to achieve productivity and performance.

Approaches of performance management:
Sainsbury apply different approaches for measuring the employees performance. So,
some approaches are mentioned below:
Illustration 1: Different approaches of measuring performance
Source: Different approaches of performance management, 2019
Comparative approach:
Comparative approach assist workers to compare their performance with another one. So,
manager of Sainsbury should focus to compare performance of all workers to rank them
accordingly. High rank employees should be rewarded and lower ranked workers are to be
encouraged as per the requirements of company (Patel, Pettitt and Wilson, 2012). This
approaches should be applied by Sainsbury as it assist them to enhance the competitions
between workers.
Attributive approach:
Team work, problem solving, communications, innovation are considered as some
parameters at which employees performance are measured and ranks are given accordingly.
These attributes assist manager of Sainsbury to compute the workers performance.
Behavioural approach:

This approach is oldest as well as best approaches to measure the performance of
employees. In this workers performance are measured with two scale that is behaviourally
anchored rate scaling and behavioural observation scale (Pedler, Burgoyne and Boydell, 2013).
BARS is a vertical scale and is measured in numbers whereas BOS is used to evaluate
performance by observing their behaviours. Thus, it is not simple for manager to record
information obtain from BARS and BOS. It is not appropriate for Sainsbury as there are more
workers.
Result approaches:
Result approach is based upon some consequences where employees performance are
measured according to the outcomes. The outcomes of work is considered as a parameters for
checking the performance (Smith and Dodds, 2017). In this approach there are two techniques
balanced scorecard and productivity measurement and evaluation system. Balanced scorecard
have some techniques such as learning and growth, financial and so on. ProMES assist in
encouraging and increasing organisational productivity. This is appropriate for Sainsbury as it
have external surroundings in order to compute employees performance.
Quality approach:
It focus on developing the consumer satisfaction by minimising errors and attaining
ongoing services. In this employers have continuous feedbacks of workers from clients,
managers and peers in order to resolve the problems of performance. This is used in Sainsbury as
it help them to resolve issues and appraising workers as well as system to improve the
performance quality.
CONCLUSION
From the above report it is concluded that HR have responsibility for developing the
knowledge of workers. It can be only done by facilitating appropriate training for every
employee. Assessment of knowledge, skills and behaviour that is needed by HR professional and
personal audit is performed to examine the issues regarding developments. Differentiation
among individual and organisational learning as well as training and development is explained to
analyse the requirements for continuous learning and professional development. Contribution of
HPW in employee engagement and competitive advantage in particular organisational situation.
Various performance management approaches that assists manager to improve the productivity
and performance of employees.

REFERENCES
Books and Journals
Baldwin, M., 2016. Critical reflection: Opportunities and threats to professional learning and
service development in social work organizations. In Social work, critical reflection and
the learning organization (pp. 51-66). Routledge.
Bosua, R. and Venkitachalam, K., 2013. Aligning strategies and processes in knowledge
management: a framework. Journal of Knowledge Management. 17(3). pp.331-346.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Cardno, C., 2012. Managing effective relationships in education. Sage.
Caroline Martins, E. and Meyer, H. W., 2012. Organizational and behavioral factors that
influence knowledge retention. Journal of Knowledge Management. 16(1). pp.77-96.
Goffee, R. and Scase, R., 2015. Corporate Realities (Routledge Revivals): The Dynamics of
Large and Small Organisations. Routledge.
Harri-Augstein, S. and Thomas, L., 2013. Learning conversations: The self-organised way to
personal and organisational growth. BookBaby.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Jones, G. and Sallis, E., 2013. Knowledge management in education: Enhancing learning &
education. Routledge.
Kinnie, N. and Swart, J., 2012. Committed to whom? Professional knowledge worker
commitment in cross‐boundary organisations. Human Resource Management Journal.
22(1). pp.21-38.
Patel, H., Pettitt, M. and Wilson, J. R., 2012. Factors of collaborative working: A framework for
a collaboration model. Applied ergonomics. 43(1). pp.1-26.
Pedler, M., Burgoyne, J. and Boydell, T., 2013. A Manager's Guide to Self-development.
McGraw-Hill Education (UK).
Smith, B. and Dodds, B., 2017. Developing managers through project-based learning.
Routledge.
Tattum, D. and Tattum, E., 2017. Social education and personal development. Routledge.
Thackwray, B., 2014. The effective evaluation of training and development in higher Education.
Routledge.
Online
Different approaches of performance management. 2019. [Online]. Available Through
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>