Performance Management and Employee Development

This assignment delves into the crucial aspects of performance management and its influence on employee development. It examines various performance measurement approaches, explores the effectiveness of personal development plans, and analyzes the role of leadership styles in fostering a positive work environment conducive to growth. The analysis draws upon scholarly articles and online resources to provide insights into best practices and effective strategies for managing employee performance and facilitating their professional development.

Developing individuals, teams
and organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1. (a) Appropriate knowledge, skills and behaviours required by HR professionals...........1
P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the training
and development needs considering KSB..............................................................................4
P2 Creation of professional development plan for Jane Cambridge .....................................5
P3Analysis of difference between organisational and individual learning; training and
development...........................................................................................................................7
P4 Needs for continuous learning and professional development to drive sustainable business
performance............................................................................................................................9
M1 evidence of personal reflection and evaluation.............................................................10
M2 Importance of implementing continuous professional development.............................11
D1learning cycle to achieve sustainable business performance objectives..........................11
(P5)HPW Contributes to Employee engagement and competitive advantages....................12
(P6) Approaches to Performance Management....................................................................14
M3 benefits of applying HPW with justifications to a specific organisational situation.....16
M4 different approaches and make judgements...................................................................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Development of individuals is an important task that implies increasing the knowledge,
skills, behaviour and potential in order to raise their performance at workplace. HR resource
professionals in organisation possess various roles and responsibilities which they need to
accomplish for the development of employees. Development of teams in also a crucial task that
needs to be performed by the managers for accomplishment of common objectives. Present
report is based on analysis of key skills, knowledge and behaviour required being the HR
professional of TESCO which is a global retail sector organisation (Aarons, G.A., and et.al.,
2014). Further, analysis of personal skills of employee named Jane Cambridge will be made in
this report. A professional development plan is also created for the role of HR officer. Moreover,
the difference between individual and organisational learning is also discussed along with
requirement of continuous learning and increasing professional growth as well as driving
sustainable business performance will also be evaluated in this assignment. This report will also
provide an understanding about difference between training and development along with their
requirements for development of individuals at workplace. An essay has been made that will
determine how high performance working will provide its contribution in employee engagement
effectively. At last, various approaches of performance management will be identified and
evaluated here.
P1. (a) Appropriate knowledge, skills and behaviours required by HR professionals
Human resource professionals play an important role in adding values by ensuring that
organisation will employ the right balance of employees in terms of skills and experience. They
also analysed that training and development opportunities should be available to colleagues for
improving their performance and achievement of organisation's aim and objectives (Eime, R.M.,
and et.al., 2013). In TESCO, HR Professional are required to work closely with all the functional
units to develop strategies and provide assistance to line managers for understanding and
implementation of policies and procedures. In the present scenario, for determination of skills,
knowledge and behaviours of HR professionals, there are several roles and responsibilities of
human resource professionals that have been evaluated from appendix such as consultancy role,
problem solver, coordinator, recruitment and selection, etc. In order to perform the role of HR
professional in TESCO, knowledge, skills and behaviour required are mentioned as below:
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Knowledge: Administrative management: As per given, HR professionals in TESCO are required to
work closely with the department for development and implementation of policies and
procedure. For this, they need to have understanding of business management for
administration of pay rolls and maintenance of employee motivation so that
organisation’s objectives will be effectually accomplished (Landy and Conte, 2016).
Further, effective administration knowledge will help HR professionals to formulate
strategic plans and allocation of resources effectively. Conceptual knowledge: For performing the task of recruitment in TESCO, it is essential
to have understanding about concept of job description, person specification and job
advertisement, checking application forms, interviewing and selection of qualified
candidates (Luthans, Youssef-Morgan and Avolio, 2015). Theoretical and practical
knowledge will help in hiring qualified workforce at workplace. Human resources and personal knowledge: Being an HR professional, it is also
essential to have knowledge about individual and organisation’s learning, training and
development and importance of team work towards accomplishment organisation
objectives. It also essential for HR manager to have understanding about the
compensation management and industrial relations. Counselling and communication: HR manager plays an important role in motivating
employees at work by resolving their problems through communication and counselling.
In order to perform this task, individuals must have knowledge of counselling and ways
to communicate with employees. It will also help HR professional to accomplish the task
effectively with functional units in TESCO and for retaining qualified employees at
workplace. Legal understanding: HR professional in TESCO must have knowledge about various
laws related to employment compensation, leaves, welfare facilities, industrial relations,
conflict resolution and employee rights, etc. This will help them in promoting equality
and diversity at workplace.
 Strategic management: Employees of HR department in TESCO are required to develop
HR planning strategies that consider immediate and long term requirement of employees.
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Therefore, it is important to have knowledge about ways through which training
requirement of employee have been identified.
Skills: Communication and listening: Effective and professional communication skills are
required as HR professionals in order to provide counselling and advising employees on
pay and other issues related to remuneration including promotion and benefits. Coordinating: For development of teams, it is essential for HR professionals to have
these skills as it will help them in dealing with grievances and implementation of
disciplinary procedures at workplace (Rock, 2014). Problem-solving: To negotiate with staff and their representatives on issues related with
the pay and conditions, it is essential for HR professionals in TESCO to have these skills. Time management: It is essential proper time management skill in order to manage and
accomplish tasks on specific time duration. It helps the HR professionals in meeting
deadlines at workplace. Strategy management: It involves skills related to planning, development and
implementation of effective strategies and policies on issues related with the working
conditions, equal opportunities, performance management, absenteeism and disciplinary
procedures (Woodcock, 2017).
 Decision making and judgement skills: While working and undertaking negotiation with
the staff and their representatives such as trade unions, HR professionals should possess
quick decision making and judgemental skills in order to eradicate issues and for creation
of harmony in TESCO.
Behaviour: Accountability: In TESCO, HR professionals need to have responsible behaviour and
they should be accountable for their activities. This responsible behaviour will help in the
achievement of growth and development at workplace. Adaptability: HR professional needs to play a challenger role and adapt all the intense
and complex situations effectively.
 Leadership: HR professionals also need to have behaviour of good leader and should
influence his team members to perform job in right direction so that organisational
objectives can be accomplished as desired.
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P1. (b) Analysis of completed personal skills audit for Jane Cambridge to identify the training
and development needs considering KSB
Personal skills in HR professionals provided support towards the achievement of growth
and development at workplace. It tends to reduce the efforts and raise efficiency in performing
tasks and managing business activities. In the present scenario, analysis of personal skills audit
of Jane Cambridge is accomplished (Jain and Gautam, 2016). This will assist in identification of
need for training and development along with the improvement in performance of Jane
Cambridge. Moreover, the analysis of personal skills for Jane Cambridge is mentioned below: Information technology: From the personal skills audit of Jane Cambridge, it is analysed
that she has good practical and theoretical understanding of Microsoft word which help in
making reports. Further, she also had adequate knowledge of excel spread sheet which is
necessary for making salary structure of employees at workplace. In addition to this,
skills audit have provided understanding that she has no experiences in database
management and HR software which are required to be achieved in order to perform the
roles and responsibilities of HR professional (Devarajan, Maheshwari and Vohra, 2016).
This will help in reducing the manual efforts and also raise the efficiency of human
resource's manager. A bit requirement of training is their to raise the knowledge and
efficiency while operating and working the software. The personal also provides
understanding that Jane has adequate knowledge of using internet emails and power point
which provide supports in development of various presentation and communication.
Therefore, it can be said that Jane have appropriate knowledge of information
technology. Moreover, training is required to achieve of data base management and HR
software. Communication skills: From the analysis of communication skills, it was identified that
Jane has good experience of writing reports which helps her in drafting reports in
organisation. It also has knowledge of producing material which are required to support
the presentation. She also posses an adequate knowledge of tasking note of disciplinary
hearings along with the resolving disputes, interviewing and providing advise on HR
issues. Though she lacks drafting contract of employment and providing training to
newly recruited employees at workplace (Buckingham and Goodall, 2015). However, it
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can be said that she does not posses communication skills and training is required to
make improvement in skills effectively.
 Problem-solving skills: After undertaking an analysis of problem solving skills of Jane, it
was identified that she has good knowledge in exploring more than one resolution for
solving the problems and also possess effective skills in analysing the ideas of the other
workers for resolution of problem and effective skills in considering the important ideas
of other employees to eliminate the problems. Thus, from the analysis it can be stated that
she posses the effective problem solving skills which provide supports to her in
performing the role of HR officer in organisation.
P2 Creation of professional development plan for Jane Cambridge
Professional development plan is the considered as the formal method by which an
person working with a mentor or supervisor sets out the goals, strategies an outcome of learning
and training (Eisele and et.al., 2013). It mainly used to document the goals, competencies
development and objectives of Jane Cambridge will need to accomplish in order to support the
continuous improvement and career development. In this context, a professional development
plan has been created for the Jane Cambridge to demonstrate the necessary skills and resources
to support Jane's career goals and organisation's business needs. Below given is the professional
development plan.
Self assessment Opportunities of
growth for Jane
Criteria for
judgement of
skill
development.
Time
duration
required
Evidence
Information technology
skills
Need to improve
efficiency in Microsoft
excel, data base
management and
Various HR software to
perform the job of HR
officers. She needs to
Practical
application.
Use of
computer and
technology for
providing
training.
2 Months Feedback
From
Human
resource
manager.
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develop these skills
because she has no
experience of working
on HR Software.
Communication skills Continuous drafting of
employment contract
and delivering training
sessions at workplace.
Oral Criteria.
BY
undertaking
various
workshops,
seminars and
presentation
communicatio
n skills of Jane
can be
improved.
1 Month Reviews
of
supervisors
and
subordinat
es.
Problem solving skills Performing challenging
task and solving critical
issues of employees and
their representative.
Moreover, can also be
consider after training in
the verbal and reasoning
skills to handle complex
problems and selective
use of information.
Both practical
and oral
criteria of
Judgement.
By resolving
various
employee
related issues
and analysis of
performance.
4 Months Review of
Top and
Middle
manageme
nt
Table 1: Professional development plan
From the above table, it is clear that an individual needs to develop various skills which
are required to perform the roles and responsibilities of HR Officers at large scale enterprise. In
present scenario, Jane Cambridge needs to achieve in employee database management system
and HR software which are used for performing the responsibilities of employee compensation
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management at workplace. Through proper training and performing the tasks as assistant of HR
manager, Jane will be able to develop these skills. She also needs to learn skills to provide
training to employees at workplace by taking guidance and observing superiors at workplace.
Further, it is also analysed that Jane needs to develop skills of drafting employment contracts and
delivery of training to employees. These skills will be in 1 month through training and
performing the task of drafting contracts at workplace. A Bit requirement of problems solving
skills is their which is essential to resolve conflicts at workplace. Thus, it can be sad that this
professional development plan will provide support to Jane Cambridge in develop skills and
performing the role and responsibilities of HR professionals at workplace.
P3Analysis of difference between organisational and individual learning; training and
development.
Employee training and individual learning both the activities aim at improving the
performance and productivity of the employees (McGrath, 2014). Individual learning deals with
personal development and Training is a program organized by the organization to develop
knowledge and skills in the employees as per the requirement of the job. In training, the trainees
get a trainer who instructs them at time of training but the individual learning self direct himself
for the future assignments.
Individual learning is training that is individualised. Organization generally provide
training to their employees for better utilization for their skills. Training focuses on doing
activities today to develop employees for their current jobs and development is preparing
employees for future roles and responsibilities. Individual learning begins with the interest,
engagement and motivation of the learner. Increased motivation and responsibility for individual
learning as a result of a sense of personal accountability (Katzenbach and Smith, 2015). Training
also helps the employees to change the conduct towards their superior, subordinates and
colleagues. It helps the employees to understand the complete job requirement. Individual
learning develops self-awareness of individual strengths and weakness, based on self-reflection
and feedback from supervisor. Training and development helps the employees to actively
respond to the changes that created out of organization. This improves the individual skills and
increases the performance level of an organization. Development is not only limited to particular
task, but it aims to improve their personality and attitude for their all round growth which will
help them to face future challenges.
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Difference between training and development
For development skills and promotion of continuous learning in organisation, it is
essential for HR professional to focus on organising training and development sessions for
employees in TESCO. Further, it is analysed that there is major difference between training and
development. It is described below in the table:
Basis Training Development
Meaning Training is the process of learning
in which employees get
opportunities to develop their skills,
knowledge and competencies as per
requirements for job (Ford, 2014).
Development is analysed education
process that is concerned with the
overall growth of the employees.
Term It is short term which is usually
organised by HR professional to
increase the abilities of employees at
workplace.
Long term or continuous process
which prevails in organisation at
every level.
Objective HR professional provide training
with an aim to improve the work
performance of staff.
Development is done with an to
prepare the staff for future
competition and challenges.
Example In TESCO, both on the job and Off
the Job training sessions are
organised by HR professional such
as Workshops, seminars, events and
marketing programs.
Monitoring and controlling the
performance of employees at
continuous time interval and training
need analysis.
P4 Needs for continuous learning and professional development to drive sustainable business
performance.
Continuous learning means if Tesco growth through learning events and experiences.
Leaning is the minimum requirement for success in Tesco. Information and knowledge on
everything is increasing is every day. It means that knowledge must also increase to keep up.
Continuous learning should be engaging, fun and satisfying both personal and professionally.
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Continuous learning will help to acquire knowledge and skills (Anderson, 2016). A lifetime of
learning can keep both the body and mind in shape. Lifelong learning means exploring the things
that make a tick, expanding your horizons and becoming an active in Tesco participant in the
personal and professional life.
Benefits of continuous learning:
Continuous learning Keep the mind sharp and skills fresh in Tesco.
If learning skills the Improved of customer service.
Continuous learning will help to acquire knowledge and skills.
Competence leads to confidence
It increases our understanding of the why's and the what of previous successes and failures.
Continuous learning for lifelong benefits.
Continuous learning makes the world a better place.
It is a brilliant way to keep in touch with people, meet new friends and enjoy life surrounded by
the Tesco.
Continuous learning helps keep the employed for longer.
Continuous learning is tesco expanding the ability to learn by regular upgrading your skills and
increasing your knowledge. Continuous learning can be a key ingredient in the success of Tesco.
Professional development
Professional development is important because it ensures continue to be competent in the
profession. Tesco are increasing their focus on professional development. Professional
development plan plays a vital role to establish in the future of Tesco. With help of professional
development will become more effective in the workplace.
Professional development is not an easy thing to achieve. It takes a lot if time, energy and effort
to do so. Though it is difficult, remember it is not impossible to achieve by giving some effort
from side. Professional development helps employees stay interested and interesting. The more
knowledge an individual gains of a specific skill set, the more confidence they will have
performing these skills.
Benefits of Professional development:
 It develops skills and offer the opportunity to learn something new.
 Professional development programs are great tools for training future leaders at Tesco.
 Refreshing your memory and relearning old techniques and theories.
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 Professional development programs that help the employees master skills they need to
progress, the development of the future leaders.
 Professional development would increase your awareness about the demand of the Tesco.
 Developing new skills and gaining a competitive edge.
 Increase your values as an employee.
M1 evidence of personal reflection and evaluation.
From personal skills and audit, it is clearly analysed that HR professional needs to
perform essential roles and responsibilities for management of business activities and
achievement of organisation goals. Further, employees in HR department are responsible for
effective management of employees and colleagues so that their performance in organisation can
be increased (Baldwin, 2016). From this scenario, it is reflected that as an employee of HR
department, It is important for Jane Cambridge to develop knowledge about the concepts of
employee, compensation, recruitment , selection , training, development and strategic
management etc. Proper communication skills can help Jane Cambridge in resolution of
employee issues related to remuneration and welfare facilities etc. Along with this, it also
provides support in achievement of growth and development at workplace. Practical knowledge
is required to be attained for maintaining employee records and compensation management. For
recruitment and selection of qualified candidates, Jane needs to attain knowledge of developing
Job Description, person specification, Job advertisement and strategies development.
M2 Importance of implementing continuous professional development.
In accordance with this, there are major requirements of continuous professional
development for TESCO as it is beneficial in development and increase in employee
performance at workplace. It also provides major support in development of potentials of HR
professionals at workplace (Hsu and et.al., 2012). In modern organisation, continuous
professional skill's development supports the employees in increasing their potential and raising
business opportunities at workplace. It provides support to HR managers in resolution of
employee problems and gettiong their participation in achievement business goals. CP ensure
that staff capabilities keep pace with the current standards of others in same field. In present
context, CPD ensures that Jane maintain and enhance knowledge and skills that she needs to
deliver a professional service to organisation, clients and employees. CPD helps Jane to
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continue to make meaningful contribution to team. This will assist Jane to advance her career
and move in to new positions where she can will lead , manage and influence its managers.
D1learning cycle to achieve sustainable business performance objectives
Kolbs learning style
David Kolb's learning style is essential model that was published in 1984. It is considered
as four stages cycle of learning and consists of four separate learning styles. It is very much
concentrated on learner's internal cognitive processes. Following are mentioned above: Concrete experience: In this, a situation or experience will be undertake by the learners
at workplace. In this, Jane needs to analyse the situation which are faced by their
superiors for learning.
 Reflective report: It is termed as review of reflection of experience faced by learners. It
states that Jane needs to under her own experience and perform self reflection to develop
learning.
 Abstract conceptualization: Reflection provide abilities to learner, for raising new ideas
or make changes in exiting abstract concept. News concepts and ideas needs to
developed by Jane to achieve learning and development of capabilities to work as
employee of HR department.
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Illustration 1: Kolb's learning styles
(Source: Kolb - Learning Styles , 2017)

 Active experimentation: In this, leaner should applies the leanings in professional life
situations to generate the possible outcomes. By taking active part in seminars,
presentation and resolution of employee issue, Jane can also apply learning and
experience in practical and real life situations. This will further enable her to achieve
growth and potential at workplace.
(P5)HPW Contributes to Employee engagement and competitive advantages
High performances employees see the quality and they give first preferences of their
workplaces. They focus on doing good job performances to satisfy the clients and customers.
They only concentrates improving their skills and make a good decision. HPW employees main
motive to improve their skills and show a talent to provide new ideas and development within the
company or organisation. High performances employees manage their work in time and they
complete their task in time and they achieve their target on time. They know how to improve
their productivity and how to increase efficiency of the business. High performers have people
familiarized and strong relationships' means they build their networking skill (Alegbejo, 2013).
Strong networking skills help high performers to reach out through the business and help to
gathering out sources related to the business informations and they contribute the knowledge to
the organisation. This ability provides the business growth and benefits to the company or
business.
High performances Tesco employee they concentrate on their job and they increase their
productivity and making good decisions related to the performances of business. They maintain
their relationships with worldwide. Every employee discuss yearly plans and similarly they are
used new track performances of the business. They commitments to give the best possibles
services to the customers because they know very well customer is the heart of the business.
Tesco high performer established performances management means employee are able to work
and managing the work with high level of motivations and productivity. They work with their
team and listen to other for feedback, suggestions and strategies. Tesco high performances
employees giving a information about their performances and explaining their strategies that
work for them. They encouraging for innovation because engaged employees are innovative and
they support in their work and growth of the business. They also encourage their team member to
give duty and discuss how to face a challenge in the market and how to expand their business.
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High performances work is very important for every organisation so similarly tesco
increase the high performances of the employees. They improve their employees skills,
increasing employee's knowledge, empowerment and incentives. These systems ultimately
motivate them and they achieve goal of the business. Tesco employees aim to create workplaces
that are both increase their productivity and providing employees high level job satisfactions.
They allow organisation to build strong loyalty within business. They are herring new people
with new idea to the organizations. They reduce the cost of staff will take experiences and
qualifications from that company they have already work before. They make efficient decision
and main motive to increasing the performances of the employee for achieving the goal of the
business (Bach, 2013). They include work activity and employees training like they apply work
system plan it includes self managing team, good decision making, easily work done and open
communication. Similarly, they applicable for their employees and include employees securities,
skills, their employees performances.
(P6) Approaches to Performance Management
Performance management is the process of performance of the employees and working
environment. It depends to the employee are able to perform to the best abilities. Performance
management makes interactions for every employees and it includes clear job descriptions and
recruitments plans. Recruit qualified employee and conduct a interview or select a well qualified
people who has fit organisation culture and job as well (Van Dooren. Bouckaert and Halligan,
2015). Performance management is provide orientations, appoint mentor of a new employee it is
very effective because without orientations employees feel confidences and they are not easily
familiar to every one in the organisation. Performance management is an activity manager and
employees work together,makes a work plans, monitor and all the review of the employee work
and objectives contributes to the organisation. It is continued process of establishing a common
goal, assessing progress of the business and making career goal. Performance management
identifying the plan and clarify issues and accept upon expectations and it is helpful to
identifying the result.
Performance management help to evaluate the performance of the employees and
progress and take a corrective action for next coming opportunities. Performance management
check a annual performance and evaluate the performance of the business. It is very important
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for monitoring the employees progress because it is very necessary to analysis that the work are
completed on time or under budget. Development is not only individual at a workplace rather
than whole teams also develop (Van Doormen W, and et. all 2015). It ensures all around
development of employees not only personnel level and professional growth as well as
improvement of the business as well. Performance management is important for every
employees need a clear understanding of required their work and it is also important for where
they in the business and how much they contribute to over all success of the organisation. Every
employee need daily quality feedback on their performance and particular details on how can
they increase their work efficiency or improvement.
Performance management is basically depends on work environment, work profile,
compensation, job satisfaction, increment, company policies and extra benefits. Organisation can
be used different approaches and strategies to the business and its main purpose to evaluate the
performance of the business or employees. Comparative approaches: It is involves ranking an employee work performance with
other group means check the employees' performance with other employees. There are
many techniques to check the performance of the employees and several ways to
compare efficiency of the worker. For example, a group of a five top performers
represent 40%, a group of average performance represent 20% and other group of better
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Illustration 2: approaches of performances management
(Source:Approaches for measuring performance of employees, 2017)

performers represent 60%. Finally, a group of lower performers represent the remaining
20%. Attributes approaches: It is referred to the solving the problems, teamwork, good
communication skills, opinion, ability to do work and innovation (McGrath, 2014). Behavioural approaches: It depends on behaver of the employees like how to
communicate and it is the oldest techniques to measure the performance of the
employees. Quality approaches: This approach only focus customer satisfaction and solving the
problems through teamwork and appraisal of employees as well as system and the main
motive this approaches improving a business performance. Result approach: This approach totally depending on the employees' performance result
this approaches are related to the customer, financial, internal and operations, learning
and growth.
 Performance measurement: This approaches use all the approaches together evaluate the
performance of the employee or business. According to these approaches has a positive
impact on the business or motivation to the employees and it helps to identifying the
strength and weakness of the business and help to improving the skill of the employees.
M3 benefits of applying HPW with justifications to a specific organisational situation.
There are various benefits that can be associated with HPW (high performance work).
These major benefit will help in providing growth and development to organisation. Below given
are benefits of applying high performance work in organisation such as:
 Increase in Job satisfaction: Through application of HPW, managers tends to raise the
efficiency of employees at workplace. Employees will get monetary benefits from
organisation when they perform better and meet the targets. It helps in raising the job
satisfaction of staff at TESCO (Smither Houston and McIntire, 2016). Open
communication between managers and employees will help in resolving work based
problems and increase motivation level of staff.
 Competitive Advantage: TESCO implements product differentiation and new product
development strategies for providing touch competition to their rivals. Major reason
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behind this was the commitment and determination of employees towards organisation
which has resulted in improvement of products and service.
 Improvement of organisational commitment: High performance helps in increasing
employee's commitment towards TESCO. By empowering employees and providing
them opportunities can improve their loyalty towards organisation.
 Betterment of corporate culture: After application of this framework in organisation,
corporate culture of enterprise has been improved. Now employees are more commitment
towards coordination and cooperation in order to achieve success. It has increased the
motivational level of employees at workplace. Now the corporate culture of TESCO is
competent enough that fosters the level of employees commitment and motivation level
of employees. HR professional needs to implement this framework essential because it
will tend to raise the motivation level of employees and increase in performance of
organisation in market.
M4 different approaches and make judgements
In addition to this, there are various other approaches through which HR professional will
be enable to manage the performance of employees at workplace. These important approaches
are monitoring employee quality, setting standards, providing feedbacks and measurement of
their key performance outcomes (Eime and et.al., 2013). At initial stage, it is essential for the
managers to monitor the performance level of employee to identify their quality. Manager can
apply strategy of performance appraisal, interviews of line managers and observing employees to
analyse their quality and motivation towards work. Further, next stage is analysis of SMART
which organisation has formulated and needs to be achieved by employees. This will enable the
enterprise to identify the gaps between actual and expected employee's performance. It also
provides supports in development strategies in order to achieve the expected results. At third
stage, managers needs to provide feedback to employees after analysing their performance and
also provide them direction of improvement so that they will achieve the expected outcomes. At
last, managers in TESCO will tend to measure the key performance outcomes of employees to
measure the improvement in performance.
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CONCLUSION
In this report, it is concluded that continuous development and learning of employee will
tend the chances of TESCO to achieve success in business operations. For performing the roles
and responsibilities of HR Officers Jane Cambridge needs to develop various skills, knowledge
and behaviours. Moreover, training and development plays an important role in increasing
employee competencies to face challenges in the future. Professional development plan will
provide supports in improvement of skills. Performance management is basically depends on
work environment, work profile, compensation, job satisfaction, increment, company policies
and extra benefits. For achieve of success and organisational goals, managers needs to
implementation performance management approaches which tends to raise the performance of
employees and provide them competitive advantage over competitors.
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