Performance Management Approaches & Employee Engagement

This assignment delves into different approaches to measuring and managing employee performance, including the behavioral approach with techniques like BARS and competency models. It also covers intuitive and trait approaches, as well as the application of Management by Objectives in a global context. The assignment emphasizes the importance of employee engagement for high performance working and competitive advantage.

Individual, Teams and
Organisations

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO 1.................................................................................................................................................1
P-1 Skills, knowledge and behaviour required by HR................................................................1
P-2- Personal skills, knowledge, and behaviours for professional development........................3
M-1 Professional skills that demonstrates evidence of personal reflection and evaluation........5
D-1 professional development plan in learning goals.................................................................6
LO 2.................................................................................................................................................6
P-3 Difference between training and development.....................................................................6
P-4 Need of learning and professional development for business performance.........................8
M-2 learning cycle theories and its importance of implementing.............................................10
LO 3...............................................................................................................................................10
P-5 HPW contributes to employee engagement........................................................................10
M- 3 benefits of applying HPW with justifications..................................................................11
LO 4...............................................................................................................................................12
P-6 Different approaches to performance management............................................................12
M-4 Different approaches to support high performance culture and judgement......................14
D-2 Valid synthesis of knowledge and information.................................................................14
Conclusion-....................................................................................................................................15

Introduction
The human resource plays a crucial role in recruitment and selection of employees. All
the strategies regarding how to control and manage the employees is been made by human
resource department. The skills knowledge and behaviour of employees directly affects the
culture of organisation Business growth through higher productivity and enhanced
competitiveness is of critical importance on firm’s performance and contribute to growth.
This report will give a brief information on different knowledge, skills required by HR. it
focuses on difference between training and development and individual and organisation
learning. This essay shows the understanding of how high performance working contribute to
employee engagement within an organisation. It analyses the need of continuous learning and
development for sustainable business performance. It will also show the different approaches of
performance management in support of organisation culture and commitment. For this report
organisation selected is whirlpool.
LO 1
P-1 Skills, knowledge and behaviour required by HR
As a consultant it is required that the HR should possess these skills and knowledge in
whirlpool:
Skills required by HR:-
Communication skills- having good communication skills ensure in smooth flow of working
between top management and employees. A proper level of hierarchy should be made in order to
follow instructions given by top management. Also, it should have efficient writing and speaking
knowledge and skills as they play a role of mediator.
Negotiation skills- it is the first and foremost skill that is required in every person who is related
to human resource as conflicts are the most common thing that happens in every organisation.
The HR must be able to handle this by negotiating with both the parties.

Conflict management skills - they should have the knowledge and skills for managing and
solving the conflicts between employees and employers. High productivity demands that people
must work together to achieve goals and objectives of whirlpool organisation (Armstrong, and
Taylor, 2014).
Decision making skills- The HR has to make a lot of decisions for a company which ranges
from how to hire an employee and how to solve disputes between them. These types of decisions
sometimes may hamper the company as well as employees
Multitasking- the HR must deal with employees’ issue and on the other hand it must make a
strategy on how to solve that. HR should have capability to manage various thing at same time
like salaries, wages, working hours of employees, etc.
Knowledge required by HR:
Personnel knowledge - it should have knowledge of principles and procedures regarding
recruitment and selection of employees. Training styles, methods, process and designing,
compensation policies, etc.
Government laws- what are the existing rules and regulations of government and matching
them with the whirlpool laws and rules (Bell, Lee and Yeung, 2006). Knowledge of legal
procedures to be taken government regulations, etc.
Discrete and ethical knowledge- the HR must be having capability to keep the confidential
information of business away from employees and in situation must not disclose it to them. They
must monitor the actions towards employees’ policies and regulations.
Behaviour required
Compassion – HR should be able to handle employees with compassion. They must know how
to behave in professional way with staff. Also, HR must show empathy towards employee by
sharing their personal problems.

Integrity -HR must treat and respect each employee in equal manner. They must behave
properly with them and maintain confidentiality of employee information.
P-2- Personal skills, knowledge, and behaviours for professional development
In the company most, important department is a Human resource management, which
recruit the people according to company's requirement. They need the people who have
appropriate knowledge, skills and good behaviour. If company hired the people as their
employees, then they should provide them skills of communication, behaviour, personal skills
and professional development. These all skills are required by the company, because they can not
unsatisfied their valuable customers. If employees have not any skills, they will not able to
provide appropriate service to the customers and this reason can be the biggest threat for the
company. These all concern are indicating that company should be care full on the employee's
professional development. So, company need to start training sessions, development programs,
professional development events, meetings for the employees. Company required fund for such
types of activities so they can borrow the fund for the bank or any other industry. After all these
activities company can able to provide such types of training session and development programs
to their employees. It will be the best part of employee and company for the provide company's
product and services to their customers.
Apart from the skills and knowledge mentioned above the HR must be able to possess
many kinds of skills are needed like employee relation, employee rights, employee laws, job
interview process, job postings, job descriptions, labour relations, etc. which is essential for him
as well as organisation. The HR must not discriminate employees on basis of caste creed and
colour. It is required that every employee must be treated equally in evaluating their performance
(Brewster and Hegewisch, 2017). Every employee must be allowed tom engaged with decision-
making process so that it will build up confidence among them that they are also a part of
organisation. It will lead to employee engagement which will have an effect on productivity of
business. This will have positive results in relationship between employer and employee. In this

case there will be less or no conflicts among them. It will finally increase volume of sales which
may lead to effective business environment.
Personal audit
Strength
I am easily able communicate with employees
and share their problems.
I can identify strength and weakness of
employees.
Weakness
I am not able to take interview of candidates.
I face difficulty in making salary slip of
employees as I am weak in accounts.
Opportunity
I want to learn about E HR application by
completing a course.
Threat
With high use of technology in HR practices
HRM functions may be done online
Sr. No. Learning
objectives
Target
proficiency
1 = Weak
5 = Strong
Current
example
Success
criteria
Time scale
1 Decision
making
skills
3 I am not
able to
make
decision
related to
selection of
employee.
This affects
I need to
improve this
that will
help me in
becoming a
good HR
manager.
3 weeks

my
performance
.
2 Negotiation
skills
3 I am not
able to
negotiate
with
employees
and
managemen
t.
I will be
able to
maintain
strong
relation with
employees
by
negotiating
4 weeks
3 Communicat
ion skills
2 I still need
to improve
this skill. It
will help me
in
negotiating
as well.
I will be
able to
involve in
negotiation
and resolve
conflict.
2 weeks
Behaviour
4 Perception 3 I need to
change my
perception
about
negotiation.
This can be
done by
listening
motivational
videos

5 Motivation 2 I need to
increase my
motivational
thinking
ability.
I will do this
through
meditation.
2 weeks
Knowledge
7 Decision
making
1 I must gain
more
knowledge
about
different
types of
decision
making
procedure
and how it
can be used.
I will do this
by learning
various
models and
concepts of
decision
making.
3 weeks
M-1 Professional skills that demonstrates evidence of personal reflection and evaluation
Professional skills:
Training and development- the HR should demonstrate the employees about the benefits of
training and development so that by giving effective training they are able to achieve their goals
and objectives (Feist, 2013).

Mediator between employer and employee- HR is responsible for building a strong
relationship between employer and employees. It helps in creating an atmosphere where
employees feel free to communicate about any issues or problems.
Increase in communication in organisation- the main function of HR is to build an easy
structure of communication of instructions to be followed by employees. So, that the instructions
can be properly followed by lower level employees.
D-1 professional development plan in learning goals
Skill Target rating Activities for
development
Evidence
Performance
management
4 Effective training and
development session
will be conducted
Each and every
employee contributes
in work effectiveness
Reward management 5 Every employee of
firm will be given
reward as per the
performance
Satisfied employees
Policy execution 5 Effective policies will
be executed
considering employees
Effective business
environment.
LO 2
P-3 Difference between training and development
Organisation learning Individual learning

It is given by experts or managers in
organisation. Here employees require skills
about whirlpool goals, products, etc.
For example – whirlpool provides training
through an integrated program.
It is a self learning process. Employees in
whirlpool learn different skills.
Basically, given for specific job role. In
whirlpool separate learning is provided for
various job roles.
There is no particular objective of individual
learning. Employees in Whirlpool learn various
other knowledge from each other.
It is provided for growth and development in
specific field. Whirlpool provides learning in
different projects.
This learning is related to career growth and
development. In Whirlpool individual career
grows more rapidly.
There are different sources such as seminars,
training programs through which knowledge
can be gained. Whirlpool also organises such
programs.
Sources such as internet, books, etc. are used in
gaining knowledge. Employees in whirlpool
uses library, internet for individual learning.
Organisation learning impact in positive way
as it enhances overall productivity of
Whirlpool. For example- learning on products
and services
The individual learning enhances individual
knowledge and ability. So, there is positive
impact on their self efficiency. For example –
personal training and seminars.
This learning enables in providing basic skills
required in job role.
Here, individual use their knowledge in doing
their tasks in effective manner.
For example- providing training related to use
of technology in manufacturing of Whirlpool
products will help in reducing time and
effective utilisation of resources.
For example- reading about different software
and application will help in using those in
whirlpool.

Basis Training Development
Meaning A learning process given to
employee to learn and develop
skills and knowledge as per
requirements of job. For
example- whirlpool provides
both on and off the job
training.
Action of providing
opportunities that is concerned
with overall growth of
employees. Whirlpool
development programs include
overseas training,
Objective It is designed to improve the
skills of employees. Whirlpool
objective is to enhance growth
of
To prepare employees to face
future challenges. Whirlpool
prepares employees to take
challenges related to decrease
in sales,
Time period It is a short term process as
goals are measured with set
standards. The time set by
whirlpool is in every three
months.
It is a life long process.
Orientation It is related with job oriented
i.e it is given only for a
specific job role in whirlpool.
Related with career oriented.
Organised It is organised by whirlpool to
improve skills of employees
It is done to make and adopt
some changes in organisation.
benefits It improves technical and It enhances theoretical and

managerial skills of employees
within whirlpool.
conceptual knowledge of
individual.
The meaning of individual learning is when a person learns from its surroundings and
experiences from his own attitude and thinking while organisation learning means change in
organisational behaviour. The objective of individual learning is to learn new things while in
organisational it means to adopt a new culture in business. In individual learning one person
learns from another while in organisational all the people involved. Individual learning is given
to bring change in individual while organisational learning tends to bring change in whole
organisation (Chelladurai and Kerwin, 2017). Individual learning leads to personal developing
while organisational leads to professional development.
The importance of individual learning is because it focuses on cognitive learning of every
individual. It consists of two levels operational and conceptual. In operational the acquisitions of
skill which implies that ability to produce some action and conceptual means to understanding of
experience. On the other hand, organisation learning is more complex and dynamic because it
becomes very complicated for individual to learn both. If the individual is promoted to other
location than he/she has to again learn the organisation learning of that location.
P-4 Need of learning and professional development for business performance
Increased productivity- employees work happily when their boss thinks about their success
and goals. It benefits both the organisation and employees by creating a positive environment.
Due to this the productivity of employees will increase by maintaining stability in business
performance. It leads to increasing performance of overall company. The goals and objectives
are attained in more effective way and in less time. moreover, staff finds out ideas and are ready
to take challenging task.

Less retention rate- due to continuous changing business environment it becmes necessary for
employees to learn new skills and techniques (Homer, 2010) If they are given peoper training it
will result in less retention tare providing suitable business performance for long term. It also
helps in improving employees performance rather than replacing it with new one. The employees
become loyal towards organization. They start putting more efforts to accomplish goals and
objectives. In this way productivity is enhanced within business.
Enhancing performance- by brining improvement in areas where an employee is lacking. This
will help in enhancing his performance. Training will help him in learning new skills and
abilities to do that work more effectively. Therefore, it is will enhance his area of working which
will result in increasing business performance. Continuous learning results in creativity. It allows
employees to work in creative way that results in improving their performance leading to
organizational development.
Knowledge updating- continuous learning will help in updating knowledge from timw to time.
This will increase the experience which in turn will benefit employees by improving their work
efficiency. If they updated innovation with their ability to do work it will automagically impact
overall functioning of organisation. The results obtained from this will support in long term
performance of business. the employee will be able to utilize their knowledge in doing tasks.
They will apply different techniques to complete it within less time thus leading to growth of
organization.
Profit improvement- the return on investment calculated depends on overall functioning of
business and employees. a better return on investment will support employees in working as their
salary and wages will also rise (Kinicki and Kreitner, 2012). They start feeling attached
themselves to company and work more effectively. regular professional development boost
employees confidence and it gives them better growth opportunity in the future. They start
towards obtaining that goals which in turn improves organisation performance.

M-2 learning cycle theories and its importance of implementing
Feeling- In this the employees are encountered in learning new experiences. It helps them to gain
new ways of working and lift up their confidence. It helps them to explore their thinking in new
areas by continuously doing experiments (Kinicki and Kreitner, 2012).
Watching- Employees must have time and space to reflects on their experiences by
implementing them in different ways. This will encourage them to correct their decisions and to
think more to find out ways to improve it.
Thinking- A process in which employees are able to re -think and re- form and process their
ideas and are ready to take ownership of task. They apply logical theories and integrate new
ideas. It will allow them to vast area of thinking.
Doing- At this stage employees are ready to make their own decisions and test implications in
new areas. At this point they become responsible for taking decisions and thinking alternative
ways of doing a task. In this way it will again make them ready for the next round (Megginson
and Whitaker, 2017)
LO 3
P-5 HPW contributes to employee engagement
Organisational identification- it helps in improvement of identity of organisation that how
effective is working of employees in that. It also improves the image of business in given
industry and customers. The relationship between employee and management goes to high level
and they both have better understanding of each other (Megginson and Whitaker, 2017). Aspects
of organisation identification include relations with society, with other organisation and other
employees. It determines productive work environment which helped in hiring of new ones will
be a good fir or not. This enables organisation to gain competitive advantage in industry.
Employee creativity- it is an essential aspect of high performance working as it is important for
change management. Creativity is also evaluated in regards with team building where it has a
direct relation with problem solving, communicate and task complexity. By working in creative

way goals are attained in effective manner. Employees participate more in decision making. This
result in high performance working within overall organisation.
Employee voice- the employees are the most important part of culture of organisation. Employee
voice can be described as employees rights. There must be strong relationships between
employer and employee to work effectively in any situation. By providing equal rights to
employees a positive work environment is developed. this leads to increase productivity of
company.
Employee behaviour- business get benefits by employee engaging in solving potential problems
at workplace for self direction and self motivation. These types of behaviour increase likelihood
that employees can charge of any situation in future parrow (Brewster, and Chung, 2000). It is
perceived for creating values and potentially increasing job satisfaction in the organisation. The
ability of business entity to create strong and successful workplace for employees has a direct
influence on employee’s job requirements and expectations such as creativity, voice, or
behaviours which have direct influence on the overall success of the organization and its
strategies.
Organisation values- they are the ways any organisation makes use in order to operate their
culture. Values establish fundamentals of its culture for driving performance. Values are defined
as desires or beliefs for specific situations and evaluation of decisions. It guides the events and
behaviour of individual at work to achieve common goals. Moreover, value can be salient
regarding strategies issues and positive organisation performance. In this management impose
strict rules and regulations which enable them to maintain positive culture. The values are been
considered and employee loyalty is gained.
M- 3 benefits of applying HPW with justifications.
High performance working can help in increasing the working ability of employees in
business. If the working will improve it will contribute in increasing productivity which in turn
will lead to rise in sales volume. For given organisation if sales volume will rise it will increase

the profits by this the business will be able to work more effectively to meet the demands of
people. This will lead to continuous growth of organisation in respective industry.
LO 4
P-6 Different approaches to performance management
AS a HR consultant of the given organisation there can be many approaches are
followed. These are:-
Graphic rating scales- a method for measuring employee performance by putting their
performance on a standard scale usually from one to five. It is relatively a very quick method
which helps supervisors who manage large departments. It is also ideal for production oriented
work in which goods move quickly from one place to other (Wasserman Kimball 2000) High
performance work indicates first number and low indicates last number.
Management by objective- it starts with identification of employee’s goals and resources that
are needed to achieve that. The manager meets throughout the progress of employees to reset
additional goals and resources to complete that. In this the performance is measured on how
effectively employee has achieved goals within the given time period. It is a very effective
technique which is used in large organisations. If employees are committed towards their goals
then management by objectives will change the entire culture and working of employees.
Forced ranking- A technique in which employees are ranked according to their work done
rather than comparing the current evaluation period and past performance. For example, by
comparing the work done by employees means comparing their performance with another so that
the lower level employees do work according to higher level employees.
Performance tests and observations- it is based on test of knowledge and skills. These tests
may be oral or written. test must be useful to evaluate and reliable to whirlpool. With the use of
this test potential performance of employees is measured rather than actual (Armstrong, and
Taylor, 2014)

Cost accounting- here the performance is measured in monetary terms. It means by comparing
the total cost of keeping the employee and benefit the organisation has achieved from it so far.
Essay method- a method in which HR writes the various descriptions of employees in broad
categories like overall impression, existing capabilities, qualifications of performing job.
Strengths and weakness, chances of promotion, etc. it is extremely useful in filling the gaps that
often occurs in organisation. This gives brief description about the employee to management for
actions to be taken.
Field review method- It is done by someone who is not from the employee’s department. It is
useful for promoting employees to managerial level by providing him whatever the information
is needed (Bell, Lee and Yeung, 2006).This is done by a person who is not familiar to employee
properly and by observations made by him can be not so good or useful of whirlpool.
360 degree method- a systematic collection of performance data from individual, customers,
groups, team members, etc. by HR. it gives information on how was the overall behaviour of
employee towards all of them. It is a broader prospective which measure inter personal skills,
customer satisfaction, and team building skills in employees and its ability to deal with all of
them.
Paired comparison- In this manger compare every employee with each other in a team by
giving the score 1 for higher performance. After counting and giving score to everyone the
manager then stars counting the total number of scores given to each employee and on the basis
of that the performance of employee is evaluated. It is very time consuming process for mangers
as the organisation is having very large numbers of employees. For example, a manager with 10
employees must make 45 (10 * 9 /2) comparisons (Brewster and Hegewisch, 2017). If the group
increase to 15 than 105 comparisons must be made.
Behaviours approach- In this the performance is based upon the behaviour of employee. There
are five techniques used in this: - behaviourally anchored rating scale (BARS), it is specifically
designed for performance dimensions by developing behaviour anchors like time, salary,

behaviour, interaction, communication, etc. behaviour observation scale measures it on the basis
of effectiveness and ineffectiveness performance, competency models use skills, knowledge,
personal characteristics., evaluation of behavioural approach it links the company strategy with
the specific behaviour necessary for implementing that strategy and the results approach focuses
on the objective, results of a job or work group.
Approaches to performance management
Intuitive approach – It is an approach in which manager evaluate employee performance on
basis of their perception and behaviour. This enables manager in identifying how employee
behaved in particular situation., what was done by him or her, how it impacted on their
performance, etc.
Trait approach – In this approach performance is evaluated on basis of multiple traits of
employee such as honesty, integrity, etc. It shows how employee used his or her traits in
operations.
M-4 Different approaches to support high performance culture and judgement
The given business entity must use the approach of management by objective to evaluate
the performance of employees as it is operating globally and it requires understanding how every
employee is working in different conditions. Management by objective will helpful in critically
analysing the changes that are currently affecting the working of employees and will help to
learn from that changes so that they are able to meet their goals and objectives. It will make a
positive internal environment for workplace (Sparrow, Brewster and Chung, 2016).
D-2 Valid synthesis of knowledge and information
To improve the high performance working of employees first of all each and every
employee of given organisation must be involved by HR in meeting the goals and objectives of
organisation the employees will feel that they are also a part of organisation as it will lead to
employee engagement. More employee engagement will lead to more commitment of employees

in achieving their targets. By this the business entity will be eligible for more effective
performance of employees. This in turn will give competitive advantage to firm.
Conclusion-
This report throws light on different professional knowledge, skills and behaviour that
every HR must possess in any organisation. Further what impact can it have on the performance
of business. The difference between training and development and how the continuous use is
needed to drive the sustainable business performance is also discussed. How high performance
working contributes to employee engagement and competitive advantage in business and
different approaches of measuring the performance of employees is also been discussed.