Performance Management Approaches

The assignment delves into different performance measurement approaches utilized by organizations. It examines a variety of methods and techniques used to evaluate employee performance and facilitate development. The content includes an overview of common performance management models, their strengths and weaknesses, and best practices for implementation.

Developing Individuals

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skills and behaviour of HR professionals....................................................1
P2. Personal skill audit...........................................................................................................3
TASK 2............................................................................................................................................6
P3. Difference between organisational and individual learning.............................................6
P4. Need for continuous learning...........................................................................................8
TASK 3............................................................................................................................................9
P5. Contribution of HPW in employee engagement and competitive advantages.................9
TASK 4..........................................................................................................................................10
P6. Approaches to performance management......................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Improvement or development of persons is prominent as this assists them to enhance
their skills and abilities effectually. Motivated staff members will be able to accomplish the
coveted targets and goals within limited period of time (Newman and Newman, 2017). To do
work more proficiently, persons need to do it in team. Present report is based on Whirlpool
which is MNC and producing home appliances for their users. They are giving their services and
goods across the world. This report is going to highlight the knowledge, skills and behaviour
which are related with HR professionals. PDP is prepared to know the strengths and weaknesses
of in individuals effectually. To take advantages from competitors, organisation needs to
improve the quality of their items. Moreover, this assignment is going to describe difference
amongst organisational as well as individual learning. Further, some approaches of performance
management are mentioned here.
TASK 1
P1. Knowledge, skills and behaviour of HR professionals
For each and every kind of company, continuous improvement is fundamental. With
assistance of this, by doing informal as well as formal work, an individual will easily acquire
knowledge, skills and in addition experience effectually (Wohlwill, 2016). It is essential for the
person to implement their learning in working procedure as it aids them to gain positive results in
an effective way. Basically, manager provides training and improvement sessions to their
employees and thus, they will enhance their abilities. There is a procedure named, continuous
development process (CPD) which assist people in their own advancement. This will help
workers to record and review of their learning and by the same, they improve it efficiently.
According to the recent scenario, human resource manager plays a prominent part in
growth as well as development of firm. This will provide a direct impact on the operations of
business and on their activities either in a direct or indirect manner. If there is any prerequisite
for change then, it is fundamental for the superior to take initiative. Thus, they will be much able
to handle responsibilities efficiently. In context of Whirlpool, employer needs to formulate some
appropriate policies or strategies which are needed to be followed by each staff member so that
they will be able to accomplish the work in an effective way (Robertson, 2016). Hence, there are
certain skills or abilities which must be possessed by the manager of HR as stated below:
1

Leadership and management skills: Superiors need to have these kinds of capabilities
and thus, they will manage all activities or operations of company effectually. It is required for
the employer to provide motivation to employees and therefore, they will complete their tasks
within limited period of time. If each and every activity is managed appropriately then, enterprise
becomes able to take benefits from competitors in marketplace. Along with this, they need to
provide guidance to employees so that work can be completed systematically.
Good communication skills: This type of skill is needed to be acquired by the manager
as it assists them to solve issues in a proficient way (Schieffer and Lessem, 2016). By managing
open conversation at premises, employees will easily share their views or opinions with each
other. It helps to build trust and loyalty amongst them. Along with this, problems will get
resolved within minimum time duration.
Expected behaviour from human resource manager:
Ethical conduct: It is essential for the superior to behave ethically in front of staff
members as well as administration. They need to develop and implement appropriate regulations
and laws in association which must be followed by every worker. Instead of this, some acts are
also prepared for them and they have to follow it at the time of working and decision making.
No partiality: The foremost duty and responsibility of manager is that they have to take
an effective judgement for company by taking into under consideration interest of every
employee. Along with this, it is essential for employer to treat all staff members equally
irrespective of their gender, age, colour, caste and so on (Ligthart and et. al., 2016).
Certain knowledge which is needed to be possessed by the human resource professionals are:
Business knowledge: HR Professionals need to know about each and everything which is
associated with the firm. It is essential for them to have sufficient cognition that what kind of
operations they are doing. This will assist them to provide guidance to employee and in addition,
they will develop some new or unique thoughts for business.
Knowledge related to laws and regulations: It is important for human resource
professional to possess an adequate cognition about each laws and regulations which implement
into enterprise. This aids them to manage employee relationship and coordination with all
departments (Floris and et. al., 2016).
2

P2. Personal skill audit
It is important to examine skills and abilities of an individual on a continuous basis. This
will help to know about the need of development. Whenever, manager is going to conduct this
kind of audit then, it is required for them to know about current level of performance of person.
Furthermore, employer will formulate some strategies for its advancement. Superior of
Whirlpool needs to conduct personal audit as it assists them to know about the strengths as well
as weaknesses of person (Santos, Roomi and Liñán, 2016).
According to human resource professionals, it can be described as below:
PERSONAL SKILLS AUDIT
Name: Jane Cambridge
Job role: Human resource officer
Very good Good Adequate Little or no
experience
Information Technology
Use Microsoft
Office Word
✔
Use Excel
Spreadsheet
✔
Use a Database ✔
Use specialist HR
software
✔
Use the internet ✔
Use email ✔
Use Power Point ✔
Very good Good Adequate Little or no
3

experience
Communication skills
Drafting contracts
of employment
✔
Taking notes of
disciplinary
hearings
✔
Writing reports ✔
Producing
material to
support
presentations
✔
Delivering a
training session
✔
Resolving
disputes or
complaints
✔
Interviewing ✔
Advising of HR
issues
✔
Very good Good Adequate Little or no
experience
Problem solving skills
Making good use
of verbal
reasoning skills,
✔
4

able to handle
complex data and
make selective
use of
information
Explore more
than one solution
in order to solve a
problem
✔
Considering the
ideas of others to
help in solving
problems
✔
Therefore, personal development plan is formulated to know about the steps which are
needed to be taken by organisation so that coveted targets and goals can be attained. In
Whirlpool, with assistance of this, manager will easily know that where staff members stand and
what kind of improvement is required in them. This will aid to enhance focus of workers
effectually (Vasen and et. al., 2016).
PDP for company is mentioned as beneath:
Name Jane Cambridge
TIME
FRAME
Personal targets Professional targets
Next 12
months
To be more effective and efficient;
thus, coveted targets will be attained
within limited period of time.
Acquiring promotion or to become
manager.
Next 3
years
Wants to get settled appropriately. Wants to become senior HR in the
organisation.
Plan which is described and approved on 20/01/2018.
5

Signature of instructor _______________________
Signature of coordinator ______________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
Required knowledge/skills To improve my skills and
knowledge, it is required for
me to concentrate on each task
and along with this, take some
improvement classes.
To become much competent
person; therefore, entire work
will be accomplished within
certain period of time.
Strengths Training and development
programs are provided to me
by the manager of firm which
helped me to enhance my
abilities and knowledge. Apart
from this, test is also
conducted by the superior to
examine my learning.
to become more capable and
competent person
Weaknesses/gaps Regular alterations in
techniques and methodologies.
As there is continuous
modifications in technology;
thus, I have to learn everything
again.
I need to accomplish those
activities which are related to
professional advancement.
70 hours are given by superior for the process of professional
development.
Instructor Signature Date – 20/01/2018
Therefore, with assistance of SWOT analysis, human resource examiner will easily
analyse strengths as well as weaknesses of person. This is important to be evaluated by the
6

employer as it assists them to know about imperfections which require improvements (Landa and
et. al., 2016).
TASK 2
P3. Difference between organisational and individual learning
Group learning:
By implementing some learning programs in company, manager will easily increase
skills and knowledge of people. This will aid them to work in an inventive way; therefore,
employees will modify current items or develop new products for clients. This helps them to
enhance their customer base; as a result, profits get improved (Pugliese and et. al., 2016). If
person is accomplishing their task in group then, this enables them in increment of their learning.
It will aid them to resolve all issues within limited period of time. To measure the learning of
organisation, superior will take assistance of learning curve. It will help to improve the goods
and services in an effective manner. In context of Whirlpool, with the help of this, they can take
benefits from their competitors in competitive world. Along with this, by doing work in team,
firm will easily face adverse circumstances in an effective manner.
Individual learning:
For this, training and development sessions will be provided by the manager to staff
members. It will help them in their overall advancement and success. As a result, they will be
able to accomplish work performance in an effective manner (Gonçalves, Glade and Meguid,
2016). Trained workers will implement new and unique techniques in the products and services
which assist them to gain attention of numerous people. This enables company in increasing of
their market share and revenues. With regard to Whirlpool, by improving learning of an
individual, manager will give some responsibilities and duties to subordinates which aid in their
growth.
There are certain distinction amongst organisation and individual learning which are
stated as below:
Organisational learning Individual learning
 With the help of this, coordination
amongst enterprise and workers will get
improved. As a result, they will provide
 By improving the skills and abilities of
persons, superiors will increase their
working capabilities.
7

maximum satisfaction to the users
without any obstructions.
 It assists to maintain adequate
knowledge in company and this will
help staff members to maintain
appropriate relationship in between
labours and eliminate
misinterpretations.
 This helps to identify new methods to
complete the tasks effectually.
 It is considered as a long procedure
because people who are managing it are
highly talented.
 For this, there are various methods
which can be utilized by organisation
such as seminars, conferences and
many more.
 Training and development programmes
will cater to staff members for their
advancement.
 This is advantageous for people as they
will fulfil their work within certain
period of time.
P4. Need for continuous learning
Learning is termed as a continuous process because it never stops. With assistance of this,
person will be able to accomplish the work within limited period of time (Dahlander, O'Mahony
and Gann, 2016). It is essential for the HR manager to appoint suitable candidates in firm as per
their skills and experience. Therefore, they will attain coveted targets and goals within requisite
time duration. Along with this, people will utilize available resources in a proficient manner.
This aids the association to improve their production and sales which will increase their
reputation in marketplace.
In context of Whirlpool, workers complete their work in an effective way which is not
good for the organisation. Therefore, they need to reframe their structure. But, it is useful for the
firm if they are going to introduce any new or latest technique in business. Superiors will provide
training to their subordinates as this will help them to improve their working performance. Along
with this, they will implement creative methods in goods and services. Henceforth, by
implementing new things in the association, individuals will learn new ways of doing work on a
regular basis (Gregory and Plaisted-Grant, 2016).
For development of skills and abilities of staff members, HR manager of Whirlpool needs
to organise personal and professional improvement plan. This will aid people to complete desired
8

targets within certain time span. There are certain activities which are needed to be performed by
the employer which are described as beneath:
 If workers are not able to perform their work up to set standards then, they need to
provide training and development sessions to them. This will help to use resources in an
effective way as well as wastage and unwanted cost also get reduced.
 It is required for the superior to provide systematic guidelines to subordinates; therefore,
they will complete their tasks effectually and in minimum period of time.
Apart from this, there are some tools which will be used by the organisation to improve
interaction level of staff members such as conferences, seminars and many more (Newman and
Newman, 2017). Following are some advantages which are associated with continuous learning
as mentioned below:
Competency leads to confidence: If an individual possesses required abilities then this
will assist to boost the confidence amongst them. As a result, they will apply creative thoughts in
the working procedures.
Facilitates employee growth: There are various sorts of opportunities which are required
to be provided by the manager to employees because it assists them in their growth and
development. This enables them to use accessible resources in an effective manner (Wohlwill,
2016).
TASK 3
P5. Contribution of HPW in employee engagement and competitive advantages
HPW is considered as an important method for the enhancement of production of
company and working performance of staff members. This sort of practice is significant for big
enterprises and therefore, they will make their working procedure more adequate. By doing this,
association is able improve the customer base. With assistance of this method, association will
acquire growth and success. Additionally, subordinates are able to accomplish coveted targets
and goals within provided period of time. It enables Whirlpool to take the benefits from their
competitors in competitive world.
By acquiring opportunities from market, firm will compete with their rivals in an
effective manner. For the above stated purpose, it is important for company to produce
qualitative goods and services for employees. This will assist them to pull attention of numerous
9

individuals. As a result, they will be able to increase goodwill as well as the market share.
Additionally, organisation will enhance their profits which will aid in the business expansion
(Robertson, 2016).
In Whirlpool, superiors will implement some strategies in the business as this will help in
high performance working. It will aid to enhance the involvement of staff members which
improve their interest in working. As a result, production as well as profits of firm will get
enhanced. It assists company to take advantages from rivals at marketplace. Henceforth, it has
been understood that HPW practices are fundamental for the enterprise into their growth and
success.
TASK 4
P6. Approaches to performance management
It is required for the manager to manage working performance of staff members and for
this purpose, they will utilize some methods or techniques which are proficient. For this, it is
needed for the superior to ensure that employees are following guidelines in an effective way to
accomplish their tasks (Schieffer and Lessem, 2016). It is a continuous procedure as it provides
assistance to workers and therefore, they will attain coveted targets as well as goals within
limited period of time. Manager will acquire feedback from their subordinates regarding work
because it assists to remove confusion and will increase the quality of work.
Therefore, there are many techniques or methodologies which will be utilized by the
superior to examine working execution of staff members. First is comparative approach, with
assistance of which employer will give rank to people as per their working. In this, it needs to be
provide rank to people higher performer to lower. There are many tools which will include into
this, such as paired comparison, forced distribution techniques, graphic rating scale and so forth.
For instance, in Whirlpool, there are nearly 10% individuals who are considered as higher
performers. Almost 40% people are termed as average and approximately 40% people are doing
their work as good performers but remaining percentage of persons are known for lower
performance. Henceforth, it is fundamental for the manager of company to cater training and
development program to employees because it will assist them to improve their working abilities
(Ligthart and et. al., 2016).
10

By using quality approach, firm will be able to provide maximum satisfaction to clients
which will help to reduce problems associated with goods and services. It is required for the
superior to improve service quality of goods because it is advantageous for enterprise.
Behavioural approach is considered as the oldest performance tool that comprises of
sequence of vertical scales which are connected with job dimensions. Each and every thing will
be accomplished by utilizing BARS method. As per this, almost six to ten vertical scales are
provided and it is associated with some parameters which are set according to the staff members.
The major limitation of using it is that if employers are using this methodology then, they require
high amount of data as well as information (Floris and et. al., 2016).
According to attribute approach, manager will give rating to subordinates according to
some parameters which are decided by the organisation such as teamwork, problem solving,
communication, innovation and so on. Employees will get rate on the scale of 1-5 but as per mix
rate, it will be termed as high, moderate or low. Examination always depends on the examiner's
nature.
Along with this, employer will use result approach because in this, they will give rate to
workers as per their working performance. Certain tools will be utilized like employee evaluation
approach, balanced scorecard and many more. With the aid of this, superiors will transform
strategies into operational activities effectually (Santos, Roomi and Liñán, 2016).
11

Illustration 1: Performance management approach
(Source: Performance management approaches, 2018)
CONCLUSION
From the above report, it can be comprehended that development of an individual is
essential as it aids them to improve their skills and knowledge. As a result, they will be able to
attain coveted targets within limited period of time. It is important for the superior to provide
motivation to subordinates because this will increase work effectiveness of them. In this report,
there is a description about various approaches which are associated with performance
management and by using the same, employer will keep up working abilities of staff members.
Personal audit is conducted to know about the strengths and weaknesses of an individual.
Learning is essential at every stage of life. Involvement of workers is required in the decision
making process because it helps to keep their interest in association.
12

REFERENCES
Books and Journals
Dahlander, L., O'Mahony, S. and Gann, D. M., 2016. One foot in, one foot out: how does
individuals' external search breadth affect innovation outcomes?. Strategic Management
Journal. 37(2). pp.280-302.
Floris, D. L. and et. al., 2016. Atypically rightward cerebral asymmetry in male adults with
autism stratifies individuals with and without language delay. Human brain
mapping. 37(1). pp.230-253.
Gonçalves, C. G., Glade, M. J. and Meguid, M. M., 2016. Metabolically healthy obese
individuals: Key protective factors. Nutrition. 32(1). pp.14-20.
Gregory, B. L. and Plaisted-Grant, K. C., 2016. The autism-spectrum quotient and visual search:
Shallow and deep autistic endophenotypes. Journal of autism and developmental
disorders. 46(5). pp.1503-1512.
Landa, Y. and et. al., 2016. Development of a group and family‐based cognitive behavioural
therapy program for youth at risk for psychosis. Early intervention in psychiatry. 10(6).
pp.511-521.
Ligthart, S. and et. al., 2016. Lifetime risk of developing impaired glucose metabolism and
eventual progression from prediabetes to type 2 diabetes: a prospective cohort study. The
lancet Diabetes & endocrinology. 9(1). pp.44-51.
Newman, B. M. and Newman, P.R., 2017. Development through life: A psychosocial approach.
Cengage Learning.
Pugliese, C. E. and et. al., 2016. Longitudinal examination of adaptive behavior in autism
spectrum disorders: Influence of executive function. Journal of autism and
developmental disorders. 46(2). pp.467-477.
Robertson, J., 2016. Coaching leadership: Building educational leadership capacity through
partnership. New Zealand Council for Educational Research. PO Box 3237, Wellington
6140 New Zealand.
Santos, F. J., Roomi, M. A. and Liñán, F., 2016. About gender differences and the social
environment in the development of entrepreneurial intentions. Journal of Small Business
Management. 54(1). pp.49-66.
Schieffer, A. and Lessem, R., 2016. Integral Development: Realising the Transformative
Potential of Individuals, Organisations and Societies. Routledge.
Vasen, H. and et. al., 2016. Benefit of surveillance for pancreatic cancer in high-risk individuals:
outcome of long-term prospective follow-up studies from three European expert
centers. Journal of Clinical Oncology. 34(17). pp.2010-2019.
13

Wohlwill, J. F., 2016. The study of behavioral development. Academic Press.
Online
Performance measurement approaches. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
14