Developing Individuals, Teams and Organisations

This document discusses the importance of developing individuals, teams, and organizations in order to achieve organizational goals. It covers topics such as appropriate knowledge, skills, and behaviors required by HR professionals, differences between organizational and individual learning, and the need for continuous learning and professional development. The document also includes a case study of Marks & Spencer, a British company, and provides a personal skills audit and a professional development plan for a given job role. Subject: HR Management

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1 ............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................3
P2 Analyse a complete personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................5
TASK 2............................................................................................................................................7
P3 Analyse the differences between Organizational and individual learning and training and
developing learning ...............................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance ........................................................................................11
TASK 3..........................................................................................................................................14
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation............................................................14
TASK 4..........................................................................................................................................16
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high-performance culture. 16
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Developing individual is the technique of enhancing the skills of individuals to the need
of the organisation as well to perform better in their field. This is the responsibility of the human
resource manager of conducting various training programs and seminars to develop the personnel
in the organisation. HR manager have some certain roles and responsibilities which it needs to
perform for the betterment of their team by providing proper knowledge and set of skills. By
developing individuals and team, company will able to hold all the conflicts and hurdles of the
external and internal environment. It will help to achieving the organisational goal and also
contribute to profit maximisation by improving the skills and ability of the employees. The
report consists of case study of Marks & Spencer which is a British company. Its headquarter is
in London. This is established in 1884 by Michael Marks and Thomas Spencer in Leeds. M&S is
currently operating with 959 stores in UK. This report covers the professional knowledge, skills
and behaviours that are required by HR professionals, SWOT analysis and professional and
development plan and reflective statement (Aguinis and et. al. 2012).
TASK1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human Resource manager is the one who is responsible for improvement in personnel
and keeping checking about the need for training and various seminars for the development of
the employees, so that individuals can give their best in achieving organisational goal.
Professional knowledge required:
 Human resource and staffing- Brief knowledge of principles and procedures for
employee recruitment, selection, training, compensation and benefits. Also have a
complete knowledge of labour relations and negotiation. Having a good command in all
these areas will help the HR manager to work properly and execute their staff
accordingly. There are organisation who is performing various training and development
programs for the betterment of the employees with the selection HR manager who has
very good knowledge in their field. Marks & Spencer should work hiring or development
of HR executive, who is good at recruitment, selection and training of the employee with
the proper code of conduct (Aguinis and Gottfredson, 2012).

 Law and Government- HR manager should have complete knowledge of laws and legal
codes, which will help in easy flow of activities in the organisation. Also have good
command in court procedures, precedents, government regulation, executive orders,
agency rules and the democratic political process. This will help in smooth work flow in
the organisation and also made aware employees about their polices and code of conduct.
Marks & Spencer should hire the HR manager who has correct and complete knowledge
of rules and laws of government in favour of employees as well as for the company.
Skills required:
 Active listener- HR executive should be a good listener, who can give full attention to
what other people are saying, taking time to understands the points being made, asking
questions as appropriate, and not interrupting at inappropriate times. These all skills will
help the HR executive to maintain good working relationship in the organisation.
Company can get good employees that will contribute in the goal achievement. Marks &
Spencer should look for the HR executive who can listen patiently to their employee and
solve their query in better way. Thus a good HR manager can make a perfect
organisation.
 Critical thinking- HR executive should have dynamic thinking of taking critical
decisions and uses logical and reasoning to identify the strength and weaknesses for the
alternate solutions which can be used in the organisation. HR executive should thin
beyond for the conclusions and uses different approaches for problem solving. With the
help of diversify thinking and logical ideas, HR can take right decision in order to run the
organisation efficiently. Marks & Spencer should hire dynamic HR executive, so that can
think in all the ways to take decision for the betterment of the organisation. Dynamic
thinking will lead to the compatibility with other organisation (Bolman and Deal, 2017).
Behaviour required:
 Stress Tolerance- HR executive job require accepting criticism and dealing calmly. In
organisation, there are many problems with the employees and management that HR need
to deal with it in a calm way with the best solution. Also have effective deal with high
stress situations. When there is a critical problem in the company HR needs to work
calmly and do their job in effective way. Having a calm behaviour in Marks & Spencer

makes the personality friendly to everyone and then it is easy to their employee to say
their problems and sharing their best solutions for the betterment of the organisation.
 Leadership- Job require willingness to lead, take charge and set directions for the further
flow of activities in the organisation. Leadership help in building good relationship with
the employees and company will work in one direction with the help of leadership. Marks
& Spencer should hire personnel, who have leadership quality and can take responsibility
of the work and convince every employee for one opinion.
P2 Analyse a complete personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Skill Audit- It is the report of student's research skills and knowledge. An audit should
provide proof for existing or developing competence. Audit is done with the consideration of
what is needed in the organisation and on the basis of the need, auditor identifies any neds for
training or personal development. There are two sides of coins: what student has and what the
student needs (Decramer, Smolders, and Vanderstraeten, 2013).
Personal skills audit:
Strength Weaknesses
1. I am a good listener that allows me to listen
someone calmly that what the viewpoint of
others.
2. I have complete knowledge of principles and
procedures of recruitment, selection, training
and development.
1. I am bad in communication and this the
hurdle in my way to achieve my goal in the
organisation.
2. I am bad in leadership that I cannot take
charge and handle more manpower in the
company.
3. I am not good in operating computer.
Opportunities Threat
1. I have complete knowledge of rules and
laws issued by the government so I can follow
and make sure that everyone should follow the
rules and laws in the organisation.
2. I have a dynamic thinking that I can think in
all the ways with logical and reasonable ability
1. I am not good in stress tolerance and this is
the threat for me while working with more
manpower and not having stress tolerance, will
affect my health as well.
2. I am not a good listener and sometimes this
is the threat for me to not listening someone's

and take decision accordingly. viewpoint will close the doors of new ideas in
work activities.
Continuous Personal development plan- It is the planning process of creating an action
plan based on awareness, values, goal-setting and planning for personal development within the
context of a career, self-improvement, relationship and education.
Area of
development
I will have
this
completed by:
I will achieve
this:
What's
happening
now?
How will I
know I will
been
successful?
Progress
Communicatio
n
I will
complete this
in 3 months.
For improving
my verbal and
non-verbal
communicatio
n skill I have
started to
attend various
seminars and
started
watching
English
movies.
By attending
various
seminars and
watching
movie it help
me to improve
my ascent and
vocabulary.
Improvement
in my
communicatio
n skills shown
in my
meetings and
advancement
in my ideas.
By learning
these skills I
am able to
give good
presentation to
my employees
and bring
positive result.
Leadership I will
overcome by
this in 1 month
For improving
my leadership
skills I have
decided to
take part in
monitoring
activities.
Through
taking part in
various
activities I am
able to give
ideas and take
charge for the
responsibilitie
s.
The success of
mine will be
evaluated on
the basis of
my team work
in the
organisation.
By getting
good
leadership I
am able to
give right
direction to
my employees
for achieving
the

organisational
goals.
Computer I will
complete this
in 2 months
For improving
my computer
abilities I have
started taking
online courses
and start
typing for
good speed.
Through
online courses
I have learn
various tricks
and short key
to my work
easier.
The success of
mine has
evaluated by
my seniors on
evaluating
work
performance.
With the help
of this I am
able to make
employee
performance
report in a
effective way.
Reflective statement-
Name Description
Reflect on why you selected that role I have selected Human Resources Manager as I
am good in leadership and can maintain
healthy working relationship.
Reflect on what is the most challenging part of
your job
The most challenging part of my job role is to
tolerate stress level and makes inefficient in my
work.
Reflect on your communication with your
mentor and the challenges you faced in the
process
For improving my skills, I talk to my mentor
and take guidance regarding my weaknesses
that I have to improve. For this my mentor
guided me and I have improved on this.

TASK 2

P3 Analyse the differences between Organizational and individual learning and training and
developing learning
Individual Learning- It is an ongoing process which helps in enhance knowledge. It is
considering a set of method in which employees perform their job individually and effectively by
own. With the help of individual learning, employee learn new skills, ideas, knowledge,
techniques and decision making strategies. Marks & Spencer company employees are paying
more attention to individual learning because it leads positive change in employee behaviour and
employees learn self-advocacy skills so that employees complete task on time and perform well.
Organizational Learning- It is a continuous process of creating, transferring skills,
knowledge, appropriate information within an organization. Organization develop over time as it
obtains experience. In Marks & Spencer, organizational learning is on demand. Marks & Spencer
company focusing on employees’ engagement in every organizational activity so that it helps to
encourage employees to learn. With the help of organizational learning, employee’s productivity
increase, and employees turnover decrease so that organization earn more profit (Eaton, Roberts,
and Turner, 2015).
How learning is Determined and developed
Learning is determined and developed by the acquisition of skills and knowledge. With
the help of good knowledge and information learning is developed and evaluated. Through valid
knowledge about the all aspects of the development learning enhancing a lot. Individual and
organizational learning developed through proper practice and preparation.
Difference between Individual and Organisational Learning
Basic Individual Learning Organizational Learning
Meaning The main concern of this learning is to
focus on increase knowledge of
employees of Marks & Spencer so that
company employees able to do their job
by own capacity level.
In this learning, the main concern of
Marks & Spencer is to solving
problems on the behalf of organization.
Purpose Marks & Spencer main purpose is to
encourage employees for self-learning
so that they can improve their efficiency
Prime purpose of this learning is to
focus on organization growth so that
company increase accuracy, efficiency

and productivity. and most importantly profit.
Advantage Individual advantages help Marks &
Spencer employees to increase
employees’ confidence and self-esteem
and employees well aware about their
limitations and know that how to
manage work by own.
Through this learning advantage,
Marks & Spencer company increase
job satisfactions of employees and
enhance the adaptability. It also
improves employees’ engagement
toward their work so it is good for
organizational environment.
Difference Between formal and informal learning
Formal learning Informal Learning
 Formal learning is done by attending
college and university session
 Learning with the help of induction
training and other advance training
firms.
 This learning is done by observation.
 Learning with the help of engagement
in discussion and debates.
Training – Training is very essential part of the organization. Training is helpful to
enhance the competency of the company employees. The main concern of training is to develop
the specific skills and knowledge as per the organization's roles, instruction and practice. Marks
& Spencer organization very serious and active to perform training activities of employees
because with the help of training employees learn new ideas, knowledge, attitude, ability and
employees become fully aware about their job role and know very well how to do a particular
task.
Development - It is a dynamic and ongoing process which main concern is to focus on
overall development of employees. With the help of development, employees able to create
positive change in respect of physical, organizational, environmental, economic context. It helps
to improve the quality of life. Marks & Spencer company leads development activities for their
employees (Hartnell, Ou and Kinicki, 2011).

Differentiation between training and development
Basic Training Development
Meaning Training is a learning process in
which employees learn new skills,
knowledge and competency as per
the Marks & Spencer company job
requirement.
Employees aim to improve
additional skills and
knowledge. Individual are
responsible for the self-growth
with the help of self-
assessment and prepare their
own plan for development.
Focus In Marks & Spencer, main concern
of training is to focus on employees’
job role and requirement.
The main focus of
development in Marks &
Spencer is on future need of
employees and also career
building and growth.
Objective The main objective of Marks &
Spencer in context of training is
concentrate on present and current
need of employees because Marks
& Spencer company is responsible
to perform the training for
employees and its mandatory so that
employees improve their efficiency
and employees’ quality increase.
The main objective of
development is employees’
self-development and improve
overall personality.
The main concern of
development is overall
progress and growth of the
individual employees.
Term Training is a reactive and short-
term process.
Development is proactive and
long term process.

P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous Learning- it is a dynamic learning process in which company employees
learn new skills, ideas and information. It considers self-initiative toward the learning process. It
comes under many form such as formal, causal and social learning. Continuous learning comes
personal and professional way. Marks & Spencer company employees more active and learning
continuously as per the personal and organizational purpose. In this learning, employees
continuous enhance skill set in purpose to change organization environment and also for new
development. Marks & Spencer company employees learn continuous to keep up to date and
motivate themselves time to time to acquire new knowledge and information regarding their job
role (Tachizawa, Gimenez, and Sierra,2015).
Professional development- it comes under some set of rules, tools, resources, instructions,
and training sessions to improve professional quality. Marks & Spencer company provide
training for their employees so that employees can learn professional skills. Professional
development skilled employees help to complete organizational goals so it is also beneficial for
the company. Marks & Spencer also provide specific technological training, workshop and
leadership sessions so that employees learn some professional technical, analytical skills.
Professional developed employees help to generate more profit (Krogh, Nonaka and Rechsteiner,
2012).
Need of Continuous learning and professional development to drive Sustainable
business performance:-

Continuous learning band professional development is important for the growth because
company want to achieve greater success so Marks & Spencer employee employees continuously
focusing on their professional development. In continuous professional development process
training and development programs conduct for employees to gain technical and advance skills
which helps to improve professional development. Company employees participate on some
interactive training sessions. There is need of continuous professional development are given
below: -
 To Stay Competitive- continuation learning is significant to always stay in competitive.
Marks & Spencer company employees always focus on productivity of themselves and
organization too. In this time technologies are taking huge place in market. So Marks &
Spencer conduct some training and development sessions for their employees to up to
date with new advance strategies and technology so that Marks & Spencer can improve
competitive environment and take competitive advantages.
 To Boost Employees confidence - With the help of strong confidence employees
perform their job more smoothly. Marks & Spencer doing many activities such as give
rewards, appreciation for good performance, frequent breaks and flexible working
conditions are helpful to boost employees’ confidence (Yadav and Sagar, 2013).
 To Stay Innovative- stay always innovative is on demand. Every employee need to be
more innovative. More innovative employees are beneficial for the company. Marks &
Spencer employees are very innovative because Marks & Spencer is providing some
workshops and professional development skills so it helps employees stay innovative.
 Improve Performance at Work- employee’s performance and company performance
both is important for the organization. Marks & Spencer providing a healthy work
environment so that employees continuous learn new skills which helps to improve their
performance.
 Stay Up to Date with The Latest Trends and Skills- the need of stay up to date with
latest trends and skills is mandatory for the Marks & Spencer company employees
because now competition is increasing day by day so stay always relevant is important.
Marks & Spencer organize some training sessions, seminar and conferences for the
employees to stay update for new plan, strategies, policies. Employees continuous

participate in these sessions so that they continuous learn professional skills and develop
themselves for the future situation.
Learning Cycle Theories
Learning cycle is a basic concept for every organization. learning cycle includes how
employees learn from their experience. In learning cycle will have many stages. For Marks &
Spencer Kolb's learning cycle theory analyse. In Kolb's learning cycle, goal oriented and
behaviour learning theory comes which create learning ongoing process. This learning cycle
includes 4 stages through which employees learn repeatedly progress. These theory is important
for the continuous professional development. In Kolb's learning cycle 4 stages are Concrete
experience, reflective observation, abstract conceptualization, active experimentation involved.
These 4 stages are crucial for the continuous professional development. In first stage theory form
concrete introduction of the problem on the basis of the learning experience. In second stage
employees think about how and why employees get experience. In third stage Marks & Spencer
company employees start to understand the basic concept of which source their concrete
experience was taken as an example and in fourth stage employees use some theories to assume
and make prediction to analyse their assumptions. All the four stages are important for Marks &
Spencer company for the continuous learning of employees in professional development.
Honey and Mumford Learning Styles
This model is given by the Peter Honey and also Alan Mumford in the year 1986. this model
is inspired by the Kolb's model. There are 4 steps involved of the learning style. These steps are
given below -
Activists – In this step, activists are those people who learn through doing. Activists have a
good way to manage the learning. Learning activists consider the brainstorming and also
problem solving activities. Discussion, role play, case study also involved in this.
Theorists-Theorists are those learners who need a specific model, through and idea to
complete the goal and also participate in the learning procedures. Some selected activities are
model, statistics, information.
Pragmatists- These people know that how to put learning in a practical forms and apply in
the case studies and problems solving and discussions.
Reflectors -these people learning through watching the whole scenario. Some activities
involved in this like questionnaires, observations, feedback etc.

Barriers to learning and how to overcome them
There are many barriers of learning which give deep impact on the individual and
organizational learning. To overcome the learning barriers it’s important to make your thought
and idea clear. Through to remove the barriers individual need to believe on it and also provide
the relevancy in learning context. Individual need to use some simple and enabling language and
provide some model and modes of opportunities to deal and learn to interaction. To remove the
learning barriers individual need to encourage the sharing of learning.
TASK 3
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation
High Performance Working –
It is a combination of HR practices, work structures, processes that maximises the
employees’ knowledge skills flexibility. It is affected the performance of individual or
organisation. High performance working is defined as the HR practices that is improve
effectively the organisations productivity in order to achieve goals. It is help in the sustain
growth or development of an organisation. It helps to enhance the efficiency of employee or
organisation. It is promoting the decentralised decision, in this equip their employees with the
necessary information, knowledge, skills, and responsibilities. It refers to HR practices that
aimed at enhancing employee’s skills and productivity. High performance working increased the
productivity and sustained competitive advantage.
Elements of High Performance Working
In this include the characteristics that is essential for high performance working. There
are various elements like setting clear goal, open communication, clarity of role, strong
leadership, skills are included. These elements are helps in increasing the work efficiency or high
performance working.
Leadership
The leader of an organisation plays an important role in creating the strategies. The leader
defines the goals or priorities and assure the coordination of staff members and foster a
collaborative environment for enhancing the opportunities or deliver the successful outcomes. In

high performance working the leader promote a participative culture, encourage the coordination
by the staff members. The leader provides the proper guidance to team members in the order to
achieve the goals. In the context of Marks & Spencer, the leader of company creates a
participative culture and collaborative environment for enhance their productivity. Leader create
an efficient strategy with the coordination of team members. The leader of company will provide
their proper guidance to employees.
Open communication
High performance working team members have the freedom to share or exchange various
type of information. They can communicate openly and give the feedback for improving their
performance. Open communication is essential for team work. When the team members fluently
communicate to each other that helps in a good strategy making. By the open communication
immediately address the issue. Communication is a key for team performance that provide
motivation to members. It helps to a company in dealing or communicating with employees or
other party. The leader of Marks & Spencer when easily communicate with their team members
that is useful for strategy making and address the issue. The leader can motivate their team
member by communication (Aguinis and et. al. 2012).
Setting clear goal
The high performance team have clear vision or realistic goals. The leaders communicate
with team members or setting a clear vision and goal for team. The leader defines the roles and
responsibilities to team members. An effective leader ensures the productivity of team on the
basis of goals. The leader arranges the training classes or seminars for employees. And ensure
employees can complete tasks efficiently. The leader of Marks & Spencer set a clear goal or
vision for company with the proper communication or coordination. The participative culture
helps in achieve the goal due to proper communication or guidance.
Characteristic of HPW:
 This will help in learning different strategies in the business, when employees are having
good performance in the organisation. They develop their skills and knowledge and learn
new ways of doing business.
 High performance working leads to develop the leadership quality of the individual that
will contribute in better decision making in the organisation.

 This is helpful in identifying the customer need in the market and leads to analysis the
market needs and wants.
Benefit of High Performance Working
High performance working is beneficial in various manner for an organisation. It
enhances the productivity or work efficiency of a team or company. It helps in setting clear
vision or goal. Many benefits high performance for an organisation.
Employee Benefit
employees benefit from high performance working teams in a number of ways. When the
employee paired with other employees of high performance teams. That is helpful in enhance
their productivity or work efficiency of individual or team. In this all employees are participative
in task. That’s why here is easy to address the issue. Marks & Spencer employees are
participative in all activity this is helpful in target achieving or establishing strategies. It provides
opportunities for employees (Aguinis and Gottfredson, 2012).
Decentralised Decision Making
The high performance working organisation recognize the importance of clearly identify
their goals or objectives. The leader makes the decision through the organisation and empower
their employees to deliver good result. And achieve the goals. The management of Marks &
Spencer PLC is centralised the decision according their work efficiency or productivity. Because
of this easy to achieve goals for company. And this is increase the stability.
Barriers of HPW:
 It will be difficult in managing the solutions in the work place due to dispute among the
employees.
 It leads mis-trust among the employees and create negative environment in the
organisation.
TASK 4
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture.
Performance Management
performance management is a tool by which a manager analysed or evaluate the work or
performance of an employee. Its goal creates an environment where the employees can work

efficiently with their abilities. It is an ongoing process of communication between a manager or
employees. It is the process by which improve the performance by individual or team goals.
Performance management is important for all organisations. It helps in improving the work
efficiency of individual or team. It is also important for Marks & Spencer. Performance
management helps to Marks & Spencer for individual or team improvisation of work efficiency
or productivity.
Approaches
There is various type of approaches of performance management. That are following
Collaborative Performance Management
It is systematic or ongoing process. It is an ongoing process of communication or
collaboration between manger or employee. It aligns the individual performance. It supports
individual learning or development. In this various different skilled employees are work together
in the order of success. And improve their work performance. The employees are working in
team with proper collaboration. If the Marks & Spencer follow this approach for performance
management, it is effective for manage the work performance or decision making. This approach
is helpful for team work because in this employees are work with proper collaboration or
coordination. It helps to an organisation in the order of success. Or collaborative performance
management promotes the high efficiency work (Performance Management, 2018).
Comparative Performance Management
It is performance level based performance management. In this approach the organisation
is compare the performance of an employee on the basis of their output received after allotting
roles and responsibilities. By this approach the identification of high performance employee is
easy for management which is further rewarded by monetary benefits. In the context of Marks &
Spencer, the manager applies this approach. It makes easy for Marks & Spencer management
tom identify the high performer of company and bring motivation among their employees for
their performance. The high performer is rewarded by the management by monetary benefits
(Krogh, Nonaka and Rechsteiner, 2012).
Attributive Performance Management
It is a most popular approach of performance management in organisations. In this the
management they analyse their performance level. It analyses the characteristic or traits of
employees. In this the performance evaluation by grading method. It is an effective approach in

differentiating employee performance. Most of the organisations are using this method. The
Marks & Spencer management using this approach create a motivational working environment
for employees. And evaluate the performance of an employee by grading method. It will increase
the competition between employees and it helps in enhancing the work performance or
productivity.
Performance management is used to transform organisations:
Performance management is helpful in order to measure the overall performance of
employees in terms of making effective development in their personality and working style and
also helps in accomplishing their desired objectives. Besides this it is also useful in terms of
transforming their performance and productivity as by this supervisors and managers measure
their performances with suitable approaches and then provide guidance and training in terms of
analysing their performance. Therefore, with the help of ranking, development and coaching
employers can transform the performance of employees that ultimately transform the
productivity and performance of company.
Recommendations
In the context of Marks & Spencer improve performance or productivity of employee and
motivate the employees. Marks & Spencer PLC must use the comparative approach for
performance management. In this approach performance evaluation is by the performance level.
And the high performance employees are appreciated or rewarded by monetary benefits. This
develops the high performance working environment between employees or in organisation. It
promotes the competition between employees. For increase their performance or position in an
organisation.
CONCLUSION
As per the report it is concluded that HR professional is playing important role of the
Marks & Spencer company so the professional knowledge, skills, are required for the HR
manager to perform their duty more effectively because HR manager lead the whole human
resource department. Here HR manager identify his strengths and weaknesses and improve their
personal skills. Marks & Spencer company using some behavioural development approaches
through this HR manager easily improve their behaviour and prepare professional development
plans for the employees. Continuous learning is important for the Marks & Spencer company so
company focusing on employees individual learning and also organizational learning with the

help of training and development process. Through Kolb's learning cycle theory Marks &
Spencer constantly focusing on employees’ continuous professional development that help in
high performance working of employees and also focus on employee engagement and evaluation
done with the help of few competitive advantage. Through comparative performance
management approach Marks & Spencer company manage employees’ performance.

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