Performance Management Approaches and Benefits

This assignment delves into the concept of performance management, covering various approaches such as comparative approach, attribute approach, and result-oriented approach. It also discusses the importance of high-performance work (HPW) culture, including practices like personal audit, professional development planning (PDP), and human resource management (HRM). Additionally, it touches on the difference between individual and organizational learning, training, and development.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................1
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................3
TASK 2............................................................................................................................................6
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................6
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................7
TASK 3............................................................................................................................................8
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high-performance culture and
commitment............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Individuals are the people who work to achieve specific targets. There are different goals
and targets which individual wants to achieve. It is essential that they must possess some skills
and knowledge which helps to attain targets. In organisation it is the responsibility of top level
managers to make strategies which are competent to environment. Developing individual helps
to develop effective teams and ultimatelty growth of organisation is possible (Aarons, Hurlburt
and Horwitz, 2011). HR managers has to frame different policies which helps individual to work
in effective and efficient manner. This report is based on Whirlpool which is an American
multinational manufacturer and seller of home appliances. It is headquartered in Benton Charter
Township, US. In this report there is discussion about employee’s knowledge, skills and
behaviour, factors implemented to drive sustainable business performance, ways in which HPW
contributes to employee engagement and competitive analysis, role of performance management,
collaborative working and effective communication for high performance, culture and
commitment.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
HR professional is the person who deals with employees. There is requirement of
different personnel in performing business operations. It is essential to select best candidate from
crowd, so this is responsibility of HR managers. Whirlpool is a brand in home appliance, they
have varieties of product according to consumers. This is because employees are aware of their
roles and responsibilities and give their best. HR manager also plays vital role in improving
performance of overall association. HR managers must have some skills which helps in selecting
employees which are competent for organisation.
CPD model- CPD model stands for continuous professional development. This model
helps to provide knowledge about skills and competencies of employees. This model is effective
for motivating employees to develop their skills, so they can perform business operations in
effective way. In this model analysis is done of skills, knowledge, competencies to accomplish a
task (Bolman and Deal, 2017). Through this model, HR managers are able to frame policies
which are competent for market trends. Managers of Whirlpool apply this model in order to
guide, lead and motivate employees. This helps organisation as well as employees to improve
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performance and polish skills respectively. This model also helps to analyse requirement of
training to upgrade knowledge.
HR Skills
Performance management- HR managers of Whirlpool must measure performance of
workers. This helps them to know which responsibility is better for them. There are possibilities
to implement changes which are effective and significant for market growth and development.
There are benchmarks set by managers, so performance of employees is evaluated in order to
know difference between actual performance and benchmark (Choi and Ruona, 2011).
Coordination- There are different departments in Whirlpool having different roles and
responsibility. It is responsibility of HR managers to make balance in activities of different
departments. This helps in reduction of processing time and overlapping of activities.
HR Knowledge
Law and government- HR manager of Whirlpool has to deal with different employees
having various queries. There are different rules and regulations associated with employees,
which are acknowledged to workers by HR manager. Hence HR manager must have knowledge
about laws and government related facts.
Economics and accounts- Economics helps organisation to maintain economic condition
of Whirlpool. It is responsibility of Whirlpool HR manager to acquire knowledge about demand,
supply laws, etc. which helps to achieve economics to scale. Apart from economics, HR manager
must have knowledge about accounts.
HR Behaviour
Technology savvy- Behaviour of HR manager of Whirlpool is most essential to make
same brand image in industry. This helps to make changes in working style (Decuyper, Dochy
and Van den Bossche, 2010). HR managers must create good and effective relations with
workers which help them to accept technological changes. HR manager must use latest and
updated techniques through which data of employees can be properly maintained.
Solution oriented- There are different problems arise in Whirlpool related to personal or
professional life of employees. So HR manager must listen to problem or analyse results which
are effective and significant for making employees satisfied.
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P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Skills means qualities which a person acquires. It is essential for individual to polish their
skills, this helps in framing effective team and performance can be improved. Personal skill audit
is one of the effective tool to analyse knowledge. There is requirement of different skills as per
change in roles and responsibilities (Hartnell, Ou and Kinicki, 2011). In order to develop
individual as skilled person, skill audit is essential. In case of Whirlpool personal audit of HR
manager helps to deal with different problems which are effective and efficient for growth. My
personal skills audit as HR manager at Whirlpool is described below:
Personal skills audit (Out of 10)
Skills Self analysis Analysis from others Positive/ Negative
Interpersonal skills 8 9 -1
Commercial
awareness
9 9 0
Communication 9 8 1
Multi- tasking 7 9 -2
Conflict management 8 9 -1
Problem solving 7 7 0
Presentation skills 8 6 2
Decision making 9 8 1
Motivational skills 7 6 1
(Negative digit shows positive for individual, while positive digit shows negative for
individual.)
From above discussed skills audit plan, I am able to know about negative or positive
outcomes in my observation and observation of others. Above mentioned skills are essential to
perform operations in effective way. For instance, conflict management and problem solving are
two crucial factors which helps to keep workers satisfy and make long relations with them
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(Herrmann and Herrmann-Nehdi, 2015). This also helps to maintain good environment in
organisation and improve brand image of Whirlpool. Presentation skill, decision making ability
and motivational skills shows positive outcome, because individual rate himself/ herself more
than evaluation of others. So these skills requires improvement.
Skills audit shows some differences in self analysis and other's view, so I ca to know
about my areas of improvement. My strengths and weakness are as follows-
Strength Weakness
 I am punctual regarding time which
helps me to complete task on time.
 I have good internet skills, which helps
me to explore best data in
accomplishing task.
 I have good listening skills. This helps
me to resolve problems of employees
effectively.
 I am lack in presentation skills which
affects my performance at official
meeting.
 I have weak decision making skills
which sometimes create problem, at
workplace.
 I have lack motivational skills so
sometimes I am not able to convince
workers to perform specific task.
Above mentioned strength are effective for performing business operations in effective
way. There are different situations when I have to make changes in working style in order to ease
in performing business operations. But as I lack in motivational skills, so I am not able to motive
employees to give best and work with innovative approaches.
In order to overcome my weaknesses, I make personal development plan. Personal
development plan means creating a plan based on awareness, ethics, values helps in achieving
goals and targets. This plan is also known as IDP (Individual development plan) PEP (Personal
enterprise plan) as it shows actions taken in order to take reduces weaknesses. This plan helps in
overcoming negative roles and actions has to be taken according to current trends. In Whirlpool,
I am working as HR consultant, hence skills which are required to be polished are discussed as
under-
Learning
objectives
Current
proficiency
Target
proficiency
Developmen
t
Criteria for
judging
Time scale Evidence
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opportunitie
s
successful
Presentatio
n skills
While
working as
HR at
Whirlpool, I
am lack in
presentation
skills. As I
am no able
to represent
myself at
official
meetings.
In order to
improve
working in
Whirlpool, I
want to
make my
power-point
presentation
skills strong,
through
online
classes,
seminars.
This helps
me to
communicat
e ideas
through
more
effective
way to
employees
and other
people as
HR.
With
improving
my
presentation
skill I am
able to
represent on
the behalf of
Whirlpool.
Top level
managers
judge my
performance
by giving
me
opportunitie
s to present
in town hall
meetings.
3 months After
learning
presentation
skills as HR
I am able to
give
presentation
in front of
delegates,
new
employees,
etc.
Decision
making
skills
As HR I am
required to
make fast
In order to
make proper
decisions
Through
this skill as
HR at
Peer
members
provides me
2 months With
improving
decision
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decisions
but I lack in
fast decision
making.
There are
various
situation in
which have
to make
decision fast
but I gets
confused
and not able
to come at
last
decision.
related to
employees
as HR I
want to
improve my
decision
making
skills with
the help of
interaction
with top
level
managers.
Whirlpool I
am able to
take actions
frequently
and business
operations
are
according to
market
trends.
knowledge
about lack
of decision
making
ability.
making
techniques,
while
working at
HR in
Whirlpool, I
am able to
make fast
decisions
which helps
to provide
guidance
and
direction to
workforce.
Motivationa
l skills
Motivationa
l skills are
important
for making
workers to
perform
operations.
As HR I
have to deal
with
different
employees
having
difference in
their
This skill
can be
improved
with
interaction
of
employees
and
implementin
g
motivational
theories.
With
motivational
skills I can
motivate
workers to
work in
specified
manner.
Being HR at
Whirlpool I
am
responsible
to motivate
workers to
work in
Subordinate
s tells about
improvemen
t in my
motivational
skills.
3 months Motivationa
l skills helps
me at
Whirlpool to
make
changes in
working
style which
are effective
and
significant
for
organisation
al growth.
This helps
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thoughts, so
I want to
improve
motivational
skills.
appropriate
and relevant
manner.
to
understand
mindset of
workers and
then being
HR I am
able to plan
motivational
techniques
for them.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Individual are the people who work in organisation in order to attain same goals and
objectives. Managers of Whirlpool has to select techniques which are effective and significant
for improving performance of employees. Learning mean to gain new things which are effective
for growth of organisation as well as employees.
Individual learning- Individual learning is the process which helps to enhance
knowledge of employees. This approach is effective to make worker's knowledge up to the mark.
In this learning single person is involved and there is difference in learning style of every
individual (Hislop, 2013).
Organisational learning- Organisational learning means policies which helps to make
improvement in working style of organisation. There is difference in working of employees, so
organisational learning helps to improve working style of organisation, so targets can be
achieved.
Individual learning Organisational learning
Individual learning helps person to grow in its
career by improving skills and competencies.
This learning makes individual as competent to
Organisational learning is technique which
helps to improve working style of whole
Whirlpool. Through organisational learning, it
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current market. is clear that policies are famed for various
divisions of Whirlpool.
This learning helps person to improve
strengths and reduce negative results from
weakness.
Organisational learning helps Whirlpool to
work with appropriate techniques with proper
usage of time and resources.
In individual learning, employees are self
motivated and they are ready to learn new
changes taking place in external market.
While in case of organisational learning,
managers of Whirlpool has to plan
development opportunities. In this managers
has to motivate employees to learn new things
through which overall performance of
Whirlpool.
Individual learning is the result of
expectations, desire, needs and intention to
gain new things. Hence there is difference in
laerning of individuals because of difference in
perception and mindset.
While in case of organisational learning,
managers of Whirlpool plan to improve skills
of workers through which efficiency of
organisations can be maintained. Hence there is
synchronisation in knowledge of workforce.
E.g. As in case of Whirlpool with the help of
individual learning it is easy to motivate
worker regarding giving best and it helps to
develop feeling of cooperation among workers.
E.g. Organisational learning helps Whirlpool to
make proper flow of accountability and there is
transparency in working style. This helps to
bring cooperation in employee's and
organisation's need.
Training- Training is the organised method which is effective for improving level of
knowledge of employees. Training is performed by HR manager of Whirlpool which helps to
perform task as per instructions and guidelines. This help to improve efficiency of employees to
perform operations with more efficiently.
Development- Development means to enhance current knowledge of employees. This
helps employees to get chance of improvement in career (Huczynski and Buchanan, 2010).
Development of employees can be because of economics and social transformation of
environment.
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Basis Training Development
Meaning Training is a way through
which employees can improve
knowledge and skills and
competencies which helps to
improve job efficiency.
Development means to add
some value to existing
knowledge. This helps to
improve efficiency of workers
to accomplish task.
Focus Training focus on present
environment.
Development focuses on future
aspects.
Aim Aim behind training is to
improve working style.
While development helps to
make employees ready for
future hurdles.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning- Continuous learning is the process in which regular actions are
taken to upgrade knowledge. As there are many changes taking place in business environment,
so with the help of continuous learning workers of Whirlpool are well versed with current
market. Continuous learning is effective for both employer and employee in form of carer
growth of employees as well as upgraded working style to Whirlpool (Jones and Jones, 2010).
Need of continuous learning
In current market , changes are taking place with rapid speed so there is important of
continuous learning for maintaining level of knowledge in context of external market. When
employee at Whirlpool is ready to learn new techniques, then positive outcome ca be achieved
in context of long term suitability in organisation. It is easy to make social groups among society
and keeps ready workforce of Whirlpool for unpredictable future.
Professional development- Professional development is the process which helps
employee to learn new techniques which are compatible for designation. There are possibilities
of change in roles and responsibilities which helps to improve working style. Professional
development helps to give up to date services. There are different seminars, conferences which
helps to polish skills of workers.
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Whirlpool is the company which has good image in society, this is because employees
performance their roles and responsibilities in effective way. There are many employees at
Whirlpool having difference in perception so with the help of continuous learning HR manager is
able to convey information. Contentious learning and professional development is effective for
improving roles and responsibilities of employees. Importance of continuous improvement and
professional development are as under-
Improved employee performance- Professional development is effective technique which
assist employees to be good at work place. This helps to get positive outcome from performing
operations. Continuous development also helps to make increments in performance of workers.
This helps to work according to market trends with up to the mark operations (Katzenbach and
Smith, 2015).
Reduction in employees turnover and absenteeism- Continuous improvement helps to
work under latest and updated techniques. So Whirlpool is competent in industry. This gives
satisfaction to employees and hence there is low rate of worker turnover and absenteeism. Hence
there is no delay in completing targets.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
HPW stands for high performance work. According to this system, there is transparency
in working style of workers at Whirlpool. HPW helps association to work inn effective and
efficient environment with use of latest techniques. As per concept of HPW there is requirement
of active participation of employees. These helps them to know what changes are taking place in
business environment and then actions has to be taken accordingly. there are some competitors
of Whirlpool such as Haier so high performance working helps to attain goals and targets on
time.
Whirlpool deals in different home appliances and they operate in different parts of
country, so this helps to perform operations as per demand of consumers. This can have
effectively done with the help of employment engagement (Landy and Conte, 2016). These days’
demand of consumers are frequently changing hence managers must motivate employees to
engage in operations. For instance, when decision making authority is given to employees, then
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they tries to give best opinion and come with new and innovative ideas. This helps to improve
performance of Whirlpool. Practices of HPW are as under-
Selective hiring of staff- There is requirement of employees at Whirlpool. They must use
technique which provides best candidate out of crowd. This helps to improve performance of
Whirlpool and HPW can achieved.
Conflict resolution team- Under the concept of HPW, there must be conflict team
resolution. This helps to maintain good environment within organisation (Malone, Laubacher
and Dellarocas, 2010). This provides assistance to employees in solving grievances and hence
there is less labour turnover.
Shared commitment of employees- There must be opportunity to employees in decision
making. This helps managers of Whirlpool in getting best advise and employees gets feel of
essential asset for Whirlpool.
TASK 4
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture and
commitment
Performance management means analysing performance of employees. This is performed
by top level managers of Whirlpool. There are different activities in Whirlpool which has to
performed by managers in order to achieve task. These activities are performed by employees,
there is distribution of activities according to skills and competencies. Managers set some
benchmarks which has to be attained by employees. After specified time, there is analysis
between actual performance and benchmarks. In case of negative difference, reasons must be
analysed and corrective actions has to be taken. Some approaches of performance management
are as under-
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(Source: Approaches of performance management, 2018)
Comparative approach: As per this approach there is comparison done among
performance of employees and set benchmarks. This helps to know deviations and reason behind
it. Whirlpool uses this approach for lower level employees (Nahavandi, 2016). With this
approach, there is positive outcome because ranking is provided to workers, so there is
competition in Whirlpool regarding their performance. This makes competitive environment at
organisation which assist in improving overall performance Whirlpool in organisation.
Attribute approach: There is difference in working style of employees because of
creativity, innovation, team work, etc. so this approach is also beneficial getting high
performance from workers. When employees of Whirlpool are rated on the basis of team
working, communication, problem solving ability, etc. then there is positive environment at
Whirlpool. But with this method, there is identification of best and worst candidates.
Result approach: There are some outcome fro performance of workers. Managers must
analyse end results and then actions has to taken according to it. If results are negative then
reason has to be analysed and emphasise must be done to get positive result. Balance scorecard is
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Illustration 1: Approaches of performance management

the best example of result approach. In this method, there is setting of objectives by managers of
Whirlpool, performing operations for achieving it and then checking whether benchmarks are
achieved or not.
Behavioural approach: According to this approach behaviour of workers at Whirlpool is
analysed. This s one of the biggest reason to get positive or negative results out of performance.
This approach helps to maintain good image environment in environment and coordination
among workers is possible. BARS is the technique through which ranking of workers can be
done. In this method all the employees of Whirlpool are ranked with all the parameters. So actual
and realistic results can be achieved with it.
Quality approach: Quality of services by employee are considered under this approach.
This element says that managers of Whirlpool must give emphasise on improving quality of
services, this helps to give customer satisfaction and brand image of Whirlpool gets improved.
This approach focus on Kaizen process which works for continuous improvement. There is
involvement of both internal as well as external parties of Whirlpool, so quality of product and
services can be improved with considering all the components associated with working style.
Benefits of performance management
Performance management is beneficial for growth and development of Whirlpool. It
contributes to high performance of employees and improving quality of services (Penuel and et.
al. 2011). This technique helps to identify reason of low performance and corrective actions are
taken. This helps to create balance in performance of workers. There is fairness in promotion,
bonus, appraisal, etc. Through this employee have also fear of being evaluated hence they give
their best.
CONCLUSION
Above discussion helps to enhance knowledge about improving performance of
individual, team and organisation. In organisation there are various employees working to
achieve good image in society. This can be effectively done when they are trained and learned
about changes taking place in business environment. There is personal audit which helps to know
about skills and characteristic of employees. PDP plan is used to overcome weaknesses. This
report also tells about difference between individual and organisational learning, training and
development. HPW means creating environment which helps employees to give best by
13

increasing their involvement in business operations. There are different practices of HPW which
helps to get best result to organisation. At last there is discussion about different approaches such
as comparative, attribute approach, etc. to manage performance and its contribution to
performance culture.
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REFERENCES
Books and Journals
Online
Difference Between Training and Development. 2018. [Online]. Available
through:<https://keydifferences.com/difference-between-training-and-development.html >.
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