Developing Individuals Teams and Organisations BS

This report discusses the skills, training, and development required for HR professionals. It explains the differences between individual and organisational learning, training, and development. It also analyses the need for continuous learning and how it drives sustainable business performance. The report is in context of Unilever, a British consumer goods organisation. It includes a personal skills audit and a professional development plan. It also discusses high performance working and performance management approaches. Get access to study material, solved assignments, essays, and dissertations on Desklib.

Developing Individuals
Teams and
Organisations BS
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1. Professional skills, knowledge and behaviours that are required by HR professionals...3
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
a professional development plan............................................................................................5
M1. Reflection related to skill audit and professional development plan..............................7
TASK 2............................................................................................................................................7
P3. The differences between organisational and individual learning, training and development.
................................................................................................................................................7
P4 Analyse the need for continuous learning and how it drives sustainable business
performance............................................................................................................................9
M2 Apply learning cycle theories..........................................................................................9
D1. Produce a detailed and coherent professional development plan..................................10
TASK 3..........................................................................................................................................10
P5 Demonstrate understanding of how HPW contributes to employee engagement...........10
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................12
TASK 4..........................................................................................................................................13
P6 Evaluate different approaches to Performance management..........................................13
M4 Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment..................................................................................15
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage............16
CONCLUSION..............................................................................................................................17
REFERENCES:.............................................................................................................................18
Books and Journals...............................................................................................................18
2

INTRODUCTION
There is key role of employees in working of an organisation. The company must provide
effective training to the employees so that they are able to work for the benefit of the
organisation and to achieve goals and objectives. It is necessary for the company to understand
the employees and provide them best working conditions (Stone Cox and Gavin, 2020). This
report is in context of Unilever. It is a British consumer goods organisation that has its
headquarters in UK. The company is largest producer of soap in the world. The company works
to provide best to their employees so that they are able to gain competitive advantage. In the
initial part of the report, the skills and capabilities required by the HR manager are mentioned.
The skill audit is done to know about the skill gap and the same is filled with professional
development plan. The difference among training and development is also part of this report.
There is need of sustainable business performance that can be achieved with continuous
development. The learning cycle theory is necessary to learn from the experience. Afterwards
there is discussion related to high performance working on working of the employees and
engaging them in the organisation. There are different approaches to performance management
and they are explained with the help of examples. The benefits of using high performance
working are mentioned in the report.
MAIN BODY
TASK 1
P1. Professional skills, knowledge and behaviours that are required by HR professionals.
Human resource professionals play effective role in managing the employees of business. In
Unilever there is need of certain skills that will help the employees to carry on the tasks in
effective manner. The behaviour of the HR also has impact on carrying all the tasks effectively.
The skills required by HR professionals are as follows:
Communication skills: The HR of an organisation must have effective communication
skills so that the employees are able to share their doubts with them (Boon, Den Hartog and
Lepak, 2019). It helps the HR of Unilever to interact with the employees and build relationship
with them. There is key role of having communication skills to take interview and select the best
candidate for the job.
3

Problem Solving skills: At the time of working in an organisation there are certain
problems that take place. All the employees go to the HR of the organisation in order to get
solution of the problem. This shows that the HR of the business must have effective problem
solving skills so that all the conflicts among the employees are resolved. This shows that the HR
of Unilever must have proper problem solving skills that will help them to attain success.
Technological skills: There is regular update in the technology and the HR of company
must also use latest technology so that they are able to use the software’s. It is necessary to have
effective skills so that all the actions can be taken in proper manner (Strohmeier, 2020). The HR
of Unilever must also use latest technology in order to gain progress over the competitors.
Behaviour
Transparency & trustworthiness: The HR of a business organisation must maintain
transparency so that they are able to maintain effective conditions in the organisation. All the
information regarding the company must be shared with the employees so that they are able to
take right decision. The HR of Unilever must be trustworthy so that they employees are able to
trust them and get benefits. It is professional duty of the HR to maintain transparency and gain
the trust of employees. This will help to give proper rewards and fair compensation to the
employees of the business.
Solution Oriented: The HR of business organisation must be solution oriented. It is seen
that the employees face various issues at the time of operations. The HR of the company must
have ability to solve the issues and provide them good solution (Cooke, Schuler and Varma,
2020). This will help to keep the employees of Unilever motivated and help the to work in
effective manner. This is beneficial for the overall success of the organisation and attaining the
objectives in effective manner.
Knowledge
HRM knowledge and expertise: It is seen that there is requirement of professional
knowledge and expertise in the field of HR so that the company is able to achieve success. It is
seen that an experienced person is able to handle the employees in an effective manner (Barboza,
2019). It is also seen that having effective qualification in the field of HR is also necessary so
that they are able to train the employees with the best.
Recruitment and selection: It is seen that main role of HR is to recruit and select best
employees for the organisation. It is seen that HR must have ability to inform the individuals
4

about the vacancy so that they are able to apply. Along with that the ability to select best among
them is also necessary (Kalogiannidis, 2021). It is necessary to have knowledge and skills about
the employees so that the vacancy can be filled by the organisation. It is necessary to provide
equal opportunities to all the individuals applying for the job.
Knowledge
HRM knowledge and expertise: The HR of the business organisation must have
knowledge and skills regarding the overall work being allotted to them. It is see that an
experienced employee is able to handle the employees. The expertise helps to deal with the
employees in effective manner and helps the business to attain successful position. The proper
qualified and experienced employee will be hired by the business.
Recruitment and selection: One of the major activity that HR of the company has to
carry on is related to recruitment and selection. The HR of company must have power to take
right decision and select the best candidate in company (Ahammad, Glaister and Gomes, 2020).
Unilever must maintain effective recruitment and selection so that best employees are hired in
the business. This helps them to manage the working of the business.
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan
Each and every person must be aware about their skills and knowledge as they help them
to achieve good position. The personal skills audit will help to know about own skills and
weaknesses.
Skill Audit is a way to know about the skills for a particular job role. It includes the score related
to the skills to know the reality.
Skills and Competences Score to Self Score by Others
Communication skills 8 8
Problem-solving skills 7 6
Technological skills 5 4
There is need of working according to skill audit and to enhance the skills. There is need of
working more on technological skills as the same is required to use the software’s in effective
5

manner. Also, there is need of developing problem solving skills so that better results are
attained and employees are satisfied.
Professional development Plan is formulated by the employees to enhance the skills that
are required to work for the job post effectively. There is key role of enhancing the skills by
taking particular actions in the right direction.
Skills Importance Actions Taken Time
Communication
skills
These are important
skills that help HR of
company to interact will
employees and build
relationship with them
Watching English movies
and reading English
books helps to increase
communication skills
3 Months
Decision-making
skills
There is key role of
decision making in
choosing the right
candidate for the job
(Mazurchenko and
Maršíková, 2019).
The decision making skill
can be enhanced by
working on case study
and checking previous
experience.
2 Months
Problem-solving
skills
The HR of company
must have ability to deal
with the problems that
are faced by the
employees.
Problem solving skills
can be enhanced by doing
meditation and enhancing
concentration
3 Months
Technological skills The use latest technology
is necessary to manage
the work of employees
and keep their records
digitally.
I will take online classes
so that I am able to
develop use of software’s
3 Months
6

It is necessary to follow the actions that are mentioned in order to become good HR
professional. It helps to work with confidence and manage the work in best suitable manner. The
time limit must also be followed as better results can be attained within right time.
M1. Reflection related to skill audit and professional development plan.
The professional skill helps the individual in identifying multiple strengths and weakness.
This could help the individual in order to capitalise on career oriented opportunities. There are
multiple advantages which could be taken by them in an effective manner. I need to enhance my
technological skills. There are new companies which is using different technological tools to
complete the work efficiently. On the other hand, there are various decisions which needs to take
by the individuals and the technology plays a vital role in carrying out the desired results
(Anwar, and Abdullah, 2021). I need to use this software the Human resource manager needs to
solve the critical problems to help the organisation achieve the desired goals and objectives in
the market. In order to enhance the overall skills there are multiple actions which needs to be
taken in a significant manner. The communication skills also need to be increased it can be
developed with the help of communications form the people with are from various cultures and
backgrounds. I need to establish a healthy behaviour with them. This will also improve the
workplace structure and flexibility. There are new strategies which could be made by me in order
to carry out the desired objectives and results.
TASK 2
P3. The differences between organisational and individual learning, training and development.
It is important to understand the difference between individual and organisational learning. The
same is explained below:
Basis Organisational learning Individual learning
7

Concept It is the activity of group
learning and includes the
individuals of overall
organisation (Honegger, 2018).
This helps to enhances the
knowledge and capability of
overall organisation.
It is the learning of the
individuals in the organisation.
The employees of the company
participate in the activities that
will help them to enhance their
skills and knowledge.
Purpose The purpose is to develop the
skills of all the employees so
that they are able to carry on
the work assigned to them
effectively. When a company
brings transformation the use of
organisational learning takes
place.
The main aim is to focus on
the individuals and their
weakness. The actions are
taken to enhance the particular
skills by providing them such
training.
Benefit The benefits are to overall
organisation as all the
employees learn and develop.
The confidence level of the
individuals is enhanced so that
they perform effectively for
the success of the enterprise.
The difference in training and development is as follows:
Basis Training Development
Meaning The process of training helps
to guide and educate the
employees so that they are
able to gain knowledge
regarding the tasks.
The focus of development is
enhancing the knowledge and
skills of the employees for
long term (Haryana and et.al.,
2022). The use of theoretical
concepts and enhances the
practical knowledge of
8

students.
Orientation The professional level training
takes place in organisation and
the aim is to include all the
employees and prepare them
for a particular job role.
The aim is to get a career
direction and learn at different
stages. It is a continuous
process that helps to enhances
the opportunities for
employees.
Focus The focus of employees is on
enhancing the skills and
knowledge so that the
individuals are able to achieve
their goals and objectives.
It is seen that managers and
leaders are able to attain a
good position in job by
regularly motivating them and
help them to overcome the
challenges.
P4 Analyse the need for continuous learning and how it drives sustainable business performance
Continuous learning is ongoing expansion of knowledge and skills for the overall
development of the individuals. The individuals are able to develop themselves and the skills and
knowledge in effective manner. In Unilever, the employees are given continuous learning so that
they are able to enhance the performances of business in sustainable manner (Dewi and et.al.,
2022). The professional development takes place for the benefits of the business and the
employees. The company needs to know about the real time performance of the employees and
work on their development. The nature of business is competitive and the various sources that
will enhance the knowledge of employees that is used. He continuous development assists the
employees to stay motivated and carry on the tasks in effective manner. The continuous
development for Unilever is as follows:
Increase productivity: The productivity of the business organisation enhances with the
use of continuous and professional development. It becomes essential to carry on the work in
effective manner. The employees of Unilever are able to manage their work in effective manner
due to regular training and development being provided to them.
Attain competitive edge: The company works to provide latest knowledge and skills to
the employees that are necessary for development of employees. The working staff of Unilever is
9

able to carry on the work effectively so that they are able to gain lead over the competitors. This
is essential for success of the business and their sustainable growth.
M2 Apply learning cycle theories
Learning is the process which helps the individuals to improve various areas in which
they are lacking. There are various topics and doubts which can be solved with the help of
learning. It is the ongoing process to enhance the overall knowledge in an effective manner.
There are multiple skills and capabilities which could be improved in a strategic manner. The
Kolb’s cycle has been used to enhance the overall experience and the individual can learn new
things with that kind of experience. There are multiple stages on which the manager of Unilever
of Unilever needs to work which is been described below:
 Concrete learning: Employees of the company mainly focus on to learn new skills and
concepts. They do this by analysing their past performance.
 Reflective Observation: Evaluation of new ideas and helps the individual to analyse
their pros and cons.
 Abstract conceptualisation: It can be defined as that stage in which individual analyse
fresh ideas and thoughts (Marienko and et.al., 2020). In relation to the Unilever,
employees analyse their past experience in order to analyse their performance.
 Active Experimentation: In this stage of the process, staff of the Unilever company
check new strategies in order to analyse the customer response.
D1. Produce a detailed and coherent professional development plan
It is important for the company to set goals that will lead to professional development of the
employees. The company works to provide them best training and development so that their
skills and knowledge is enhanced (Zambrano and et.al., 2019). The company regularly checks
the performance of the employees as it leads to success of the company and enhances overall
productivity. It is important to understand the requirement of employees and checking their
experience so that best results are attained by company.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement
There is key role of Human resource manager of a company as they work to motivate the
employees so that they are able to perform effectively. It becomes necessary to carry on the work
10

with maximum capabilities so that goals and objectives in best suitable manner. High
performance is necessary for success of the employees and to enhance their productivity. It is a
practice that is defined to enhance the capability of the employees and to make the work in best
suitable manner (Chillakuri and Vanka, 2020). In Unilever, all the employees are valued that is
necessary to manage good working condition over there. It is essential to regular monitor the
performance of the employees so that they are provided with effective training. It is essential in
today’s time to know about the maximum capability of the employees so that the company is
able to attain the same. The employers and the leaders of company have critical role in managing
the working of the employees so that all the goals and objectives are attained in right time. If the
employees are given greater involvement, then they are able to manage all the work effectively.
It is necessary to make the employees feel comfortable in the organisation so that they are able to
attain successful position for overall benefit.
In Unilever, the company planned to bring digital transformation and use latest technology
in order to achieve competitive lead. The employees were also involved in the decision making
and all the benefits of using updated technology were discussed. This is necessary for the overall
success of the organisation. In this regard various efforts were done by company is order to attain
employee engagement and attain lead over the competitors. The characteristics are discussed
below:
Transformational leadership: In order to bring changes in the organisation, it is necessary
to give a transformational leadership. This leadership styles are necessary to help the employees
to maintain effective condition in Unilever. The leader helps to engage the employees in day to
working so that better goals and objectives are attained.
Clear communication: In Unilever, there is provision of clear communication that helps to
ask all the doubts by employees on right time (Miller, Williams and O'Neill, 2018). It also assists
to engage all the working of team members in such a manner that they are able to perform all the
activities in effective manner. They are being given high performance targets that make them
work in best suitable manner.
Focus on diversity: There is key role of working in effective manner and focusing on
diversity. It helps to bring creative ideas that are important to manage the overall work and
achieve high position in the company. By taking care about the trends in external market and
satisfying them with the help of diverse employees, Unilever is able to attain competitive
11

advantage. They are able to train their employees so that they work with high performance in
organisation so that better results are attained.
Resolving issues and conflicts: There are certain conflicts that take place at the time of
working in company and especially at the time of bringing change. The leader of Unilever works
to analyse the situation effectively and know about the problems that are being faced by the
employees (White and Bryson, 2019). It is important to solve all the queries of employees so that
they perform their best and achieve a desired position in market.
All the provisions of motivating the employees and letting the work effectively assist them
to attain the targets. The high performance goals are being set by the company so that there is no
problem faced by the working population. If the company is able to engage the employees in the
working, then there is better situation and the company is able to gain success over the
competitors. The company is able to manage the change effectively due to high performing
workforce of the company. There are some of the practices that are being undertaken by Unilever
in order to attain the target of high performance working and they are as follows:
Standard performance appraisal: Unilever sets standard performance for all the
employees. The staff members have to consider the performance and manage their working
according to the set targets. It helps them to use all their potential and skills so that better
performance is attained (Aldrich, 2020). If the employees are able to attain those targets, then
they are given appraisals. In today’s time giving appraisals to the employees help them to work
in better manner. It is necessarily important to motivate the employees so that their working is
managed in best suitable manner. This manages the overall work of the company and helps in
betterment of the employees.
Development of skills: All the employees are different from one another and it is duty of
the company to provide them best training. In Unilever, the skills and capabilities of the
employees are checked on regular basis so that their real performance in analysed. They are
given intellectual and technological training to the employees so that they are able to perform
effectively. It is necessary for Unilever to work on the employees and their working so that they
perform on suitable manner.
It is necessary to motivate the employees and enhance their skills so that they are able to
carry on the assigned work. This benefits the company and achieve the task of high performance
working in a suitable manner.
12

M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
Unilever works in suitable manner and apply HPW so that they are able to successfully
implement the changes. The company used all the measures to bring digital transformation and
were able to do so with the help of engaging them in the organisation and letting them work in
most effective manner (Cooke, Wang and Bartram, 2019). The working of Unilever promotes the
culture of high performance working that is necessary to attain goals and objectives effectively.
There are regular promotions and recognitions being given to the employees of company so that
they are able to manage the overall working in most suitable manner. The extra monetary
benefits provided by the company are necessary for the progress level of the company. This
helps them to bring stability and peace in their work life and attain successful position as well.
The benefits of High performance working to Unilever are as follows:
High sales and profitability: The company is able to carry on the work in most suitable
manner by motivating the employees to work better. It becomes essential to manage their
working and carry on the operations effectively. When all the employees of company work at
their level best then they are able to achieve better position in the market. This is necessary for
their enhanced performance and the company is able to attain the targets of sales and profitability
effectively.
Competitive advantage: The business organisation that is able to manage the working in
successful manner (Batt, and Appelbaum, 2018). By having the motivate workers who work in
right direction, Unilever is able to attain competitive advantage. This is necessary to achieve
effective working situation of the company and their employees.
TASK 4
P6 Evaluate different approaches to Performance management
Performance management is a continuous process that helps clear communication between
supervisor and the employees. This helps to attain the strategic goals of the company and manage
the overall work of employees in most effective manner. There are a set of activities that carried
by Unilever so that they are able to provide high performance management in the company. The
company focuses on the performance of the employees and their performance, they take
measures to improvise the overall working of the employees (Tran and et.al., 2018). Every
13

company that takes care about the performance of their employees is able to provide them with
high performance culture. It is therefore an important task that is being undertaken in today’s
time for being committed to the work and to make the organisation successful. There are some of
the approaches that are considered by Unilever and they are as follows:
Collaborative working: Unilever understands that there is need of working together in
order to achieve the targets of performance management. The projects are assigned to team
members with different skills and capabilities so that they are able to achieve them together. In
collaborative working the strengths of all the employees is used together so that better results
take place (Wang, Guo and Li, 2022). This helps to manage the overall performance of the
employees and attain successful position. There is key role of collaborative working that helps
Unilever to achieve better position in market and within the organisation as well.
Create a well-defined performance roadmap: A leader of the business organisation plays
a vital role by creating a well-defined road map for them. it helps to give direction to the
employees regarding the performance improvement measures that can be taken. In Unilever, the
employees are provided proper goals and objectives that they follow so that better working takes
place. It is now important for the company to achieve the high performance working in cost
efficient manner.
Reward exemplary performance: the employees who are able to work effectively must be
given effective rewards. The employees know their performance and carry on the work
accordingly. But when they are motivated and given rewards then they are able to achieve better
targets (Franco‐Santos and Otley, 2018). There is necessary role of leader of Unilever in
measuring the performance of their employees so that effective performance takes place. The
employees of the company are given rewards if they have good performance. This promotes the
culture of high performance and commitment that is essential for growth and success of the
business.
Inculcate a continuous feedback mechanism: It is one of the best tool that can be used by
a company in order to enhance the performance of the employees. It is necessary to take
feedback from the employees so that they are able to manage the working. It becomes important
to know about the working of employees and the problems that they face. Unilever regularly asks
the problems from the employees so that they are able to provide them the solution. It is
14

important to manage the overall work with the help of feedback mechanism. This helps the
employees to work effectively and achieve the targets of high performance.
Facilitate stress management: Most of the employees in the company are not able to
achieve the desired goals due to stress. At the time of working employees face various issues and
work pressure that causes stress among them. This reduces their work performance and are not
able to perform effectively. There is key role of carrying stress management activities in the
organisation that are necessary for the employees and their successful performance. In Unilever,
the employees are regularly providing stress management activities so that better management
takes place. There is key role of stress management in enhance the performance of the overall
employees in Unilever.
Introduce mentorship programmes: The employees are in need of mentorship and the
company must work to provide them mentorship programmes. There is need of analysing the
situation so that best advice is being provided to the employees. There is necessary role of
mentors in knowing the progress level of the employees and helping them to perform better
(Helmold and Samara, 2019). In Unilever, the leaders act as mentors and helps the employees to
carry on the work in most suitable manner. This makes the company and their employees to
manage the working effectively.
M4 Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment.
There are various approaches that are being used by Unilever in order to provide best to
their customers. There is key role of the leader in company in analysing the real performance of
the employees so that they are provided with better condition. It is important to provide them
rewards for their high performance. At the same time, the company must understand that the
employees who do not perform effectively must be given negative motivation. It is important to
carry on all the activities so that better learnings take place. It is important to provide them
effective working conditions and check if the businesses are able to maintain better situation. It is
necessary to provide them regular rewards and recognition so that better management of the team
work takes place (Al-Delawi, and Ramo, 2020). The HR of Unilever must analyse the situation
in effective manner and settle the needs and wants of the employees. It is important for the HR of
company to have regular interaction with the employees so that they are able to provide them
better results. It is necessary to have effective working conditions that manage their work and
15

helps them in attaining success. It is important in today’s time to provide high performance
culture to the employees and this helps them to attain effective position in company. This makes
them effective in working and are committed to carry on all the work suitably.
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.
The High performance work culture helps Unilever to engage the employees. All the
strategies used by company are important for growth and success of the company. There is need
of carrying the work in such a manner that all the task on priorities are attained. It helps all the
employees to perform better and stay committed to their targets (Pugna, Duțescu and Stănilă,
2019). This is necessary policy that helps the company to achieve the targets of high
performance and the company is able to gain competitive lead. It is necessary to analyse the
situation and provide best culture to the employees so that they are able to provide best
performance.
16

CONCLUSION
From the above report, it has been analysed that HR of company plays a major role in
managing the personnel. The skills, expertise required by HR are mentioned in the starting of
this report. The skill audit is conducted to evaluate the performance and take necessary actions.
There is key role of continuous learning is attaining sustainable performance objectives.
Afterwards, there is evaluation related to high performance working and the approaches used by
company to attain competitive advantage. The techniques of performance management and its
benefits are also mentioned in the report.
17

REFERENCES:
Books and Journals
Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review, 30(1), p.100700.
Al-Delawi, A.S. and Ramo, W.M., 2020. The impact of accounting information system on
performance management. Polish Journal of Management Studies, 21.
Aldrich, B., 2020. Winning the Talent Shift: Three Steps to Unleashing the New High
Performance Workplace. John Wiley & Sons.
Anwar, G. and Abdullah, N. N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and
Management (IJEBM), 5.
Batt, R. and Appelbaum, E., 2018. The new American workplace: Transforming work systems in
the United States.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-2537.
Chillakuri, B. and Vanka, S., 2020. Examining the effects of workplace well-being and high-
performance work systems on health harm: a Sustainable HRM perspective. Society
and Business Review.
Cooke, F. L., Schuler, R. and Varma, A., 2020. Human resource management research and
practice in Asia: Past, present and future. Human Resource Management Review, 30(4),
p.100778.
Cooke, F.L., Wang, J. and Bartram, T., 2019. Can a supportive workplace impact employee
resilience in a high pressure performance environment? An investigation of the
Chinese banking industry. Applied Psychology, 68(4), pp.695-718.
Dewi and et.al., 2022. The Effect of Individual Learning To Technology Capability. Edukasi
Islami: Jurnal Pendidikan Islam, 11(02).
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management
Reviews, 20(3), pp.696-730.
Haryana and et.al., 2022. Virtual reality learning media with innovative learning materials to
enhance individual learning outcomes based on cognitive load theory. The International
Journal of Management Education, 20(3), p.100657.
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights
and case studies on principles, application tools, and practice. Springer.
Honegger, M., 2018. Shedding light on black box machine learning algorithms: Development of
an axiomatic framework to assess the quality of methods that explain individual
predictions. arXiv preprint arXiv:1808.05054.
Kalogiannidis, S., 2021. The Impact of COVID-19 on Human Resource Management Practices
and Future Marketing. International Journal of Industrial Marketing, 6(1), pp.43-55.
Marienko and et.al., 2020. Personalization of learning through adaptive technologies in the
context of sustainable development of teachers education. arXiv preprint arXiv:2006.05810.
Mazurchenko, A. and Maršíková, K., 2019. Digitally-powered human resource management:
Skills and roles in the digital era. Acta Informatica Pragensia, 8(2), pp.72-87.
18

Miller, R., Williams, P. and O'Neill, M., 2018. The Healthy Workplace Nudge: How healthy
people, culture, and buildings lead to high performance. John Wiley & Sons.
Pugna, I. B., Duțescu, A. and Stănilă, O. G., 2019. Corporate attitudes towards big data and its
impact on performance management: A qualitative study. Sustainability, 11(3),
p.684.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Strohmeier, S., 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management, 34(3), pp.345-365.
Tran and et.al., 2018. The impacts of the high-quality workplace relationships on job
performance: A perspective on staff nurses in Vietnam. Behavioral sciences, 8(12),
p.109.
Wang, M., Guo, S. and Li, N., 2022. Why Pushing Your Employees Too Hard Can be
Dangerous? Performance Pressure and Workplace Safety. In Academy of
Management Proceedings (Vol. 2022, No. 1, p. 14058). Briarcliff Manor, NY
10510: Academy of Management.
White, M. R. and Bryson, A., 2019. High performance work systems and public sector
workplace performance in Britain.
Zambrano and et.al., 2019. Effects of prior knowledge on collaborative and individual
learning. Learning and Instruction, 63, p.101214.
19