Managing Performance and Reward: Development Plan and Record

This report discusses the key strategies for managing performance and reward in an organization through a development plan and record. It focuses on the development of skills in communication, teamwork, leadership, and problem-solving. The report also highlights the impact of rewards on employee performance and the factors that affect the rewards and performance management process.

MANAGING
PERFORMANCE AND
REWARD

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
CONTINOUS PROFESSIONAL DEVELOPMENT PLAN......................................................3
DEVELOPMENT RECORD.......................................................................................................5
LEARNING REVEIW.................................................................................................................7
Learning review...........................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing the reward and performance of the organization can be considered to be the
factor which influence the ways in which the performance of the employees is judged can bring
growth to the organization. In this report a development plan has been created for understanding
the key practices which are helpful for the business in the management of the organizational
operations. In this report development review has been provided for understand the ways in
which provides the growth that is essential.
CONTINOUS PROFESSIONAL DEVELOPMENT PLAN
Learned Skills Activity for
achievement
Resources
Required
Criteria of Success Target
dates
Communication
skills
I want to develop
strong
communication such
that I can
communicate with
the employees for
focusing on the areas
of their development
with other areas of
HR practice. In order
to achieve this I
would need to listen
more carefully,
understand the body
language for better
Reading material
is essential for
developing
communication.
Individuals with
whom
communication
can be made such
as friends,
colleges and
peers.
Being able to
communicate with
ease and
effectiveness can be
considered to be the
success of
communication.
It will take
more than
10 weeks
therefore,
6/6/22

communication.
Leadership Leadership will be
helpful for me to
promote the
performance culture
in the organization
and is considered to
be the factor which
influences the reward
decision-making and
driving sustainability
in the organizational
performance. For
being a good leader I
would need to
practice discipline,
take on more
challenges and also
develop situational
awareness.
For better
leadership
trusting the
advisors are very
essential, learning
from the failure
experiences and
consulting team
for better
decision-making.
Being able to
achieve the desired
results as an HR
professional related
to the employee
culture.
This might
require 1-2
month of
practice and
experience.
15/4/22
Teamwork Teamwork is
considered to be the
option which helps in
the promotion of the
performance culture
with the help of
collaborative
practices. Teamwork
will also help in
better decision-
Right amount of
personal,
facilities /space,
coordination from
employees and
team members
along with the
right education is
very important
(Koo and et.al.,
Teamwork will be
considered to be
effective if it will be
able to reach the
aims and objectives
which were planned.
Being able to
develop
collaboration will
help growth the
This will
need at least
6 months,
22/9/22

making and improve
the sustainability of
the organization.
Collaboration and
group exercise will
be very effective in
the growth teamwork
skills.
2020.). team work of this
organization.
Problem-solving
skills
Problem-solving
skills will be helpful
for me to make
decisions for the
organization in the
delivering of
sustainable
performance. The
development of this
skill would require
proper attention and
active listening to
other individuals.
Studying
resources such as
web resources,
books, articles,
blogs, statistics
and news reports
will help in better
decision-making
and problem-
solving.
Being able to make
the right decision-
making to mitigate
the HRM related
risks in the
organization.
It can be
developed
within an
year.
10/10/22
DEVELOPMENT RECORD
KEY DATES
6/6/22- One of the key dates which will be taken into account for the personal
development of the HRM practices will consist of 6/6/22. This is when I will be able to complete
my communication lectures which will allow me to influence the learning practices of HRM.
Communication is the skills which is very important for the HR practices.
15/4/22- This will be the day till which I will be able to achieve leadership in my
operations which can be considered to be the key factor towards making the right decisions for
achieving the aims and objectives (Madhani, 2020).

22/9/22- As per the continuous development plan I will be able to develop my teamwork in
my HR practices. This can also be seen as the factor which is the key towards influencing the
growth of the learning objectives.
10/10/22- Till this date which is the furthest in the future it will be the data when I will be
able to improve my problem-solving skills which will lead towards me taking better decisions
related to the growth of the organization.
What did I do?
I was focusing on the development of my communication as for an HR professional
communication has been recognized as the most important skills. For the development of my
communication I utilized reading materials such a newspapers magazines and also books and
articles to increase my vocabulary. This allowed me to stay in touch with the knowledge and
experiences which helps in the human resources management in the organizational. For the
development of the leadership I was able to identify the key aspects of the learning practices
which influenced my growth. For the development of my leadership I started practising
leadership situation with new projects related to the management of employees. I started building
up on my failures in order to understand the key aspect of the operations (Avrămescu, 2020.).
For the development of my teamwork skill is focused on gathering the information related to the
teams which brought me success in relation to the organizational growth. Management of the
teamwork can be done with the growth human resource management practices with the help of
the strategies relations. Last but not the least one of the most essential skill of human resource
management practices which is problem solving was improved by me through reading materials
and also management of the organizational operation.
WHY?
The reason for the growth of these skills was that these skills are very important to be
developed in order to understand the key factors which are needed to be considered for
understanding the performance and reward in the organization. Therefore, it can be considered
that due to the growth in the sustainability of framework the reward and the focus on
coordination with the other areas of the HR practice of the business organization is helpful for
the variety of settings. This was helpful for me to understand the effectiveness of the rewarding
the employees which worked hard through the analysation of their performance. For this I
needed all these skills which I have developed through my CDP (Fatima, Junchao and Khan,

2020). These skills have to help me in developing the sustainability of the organizational
performance which dives the reward culture in the organization.
What did I learn from this?
I was able to learn how to communicate effectively with other in my HRM practices.
Which allowed me to understand the key factors in the employees related to their performance
and rewards management. I was able to learn the use of certain sustainability frameworks which
were the key towards influencing the management of the rewards and performance of employees
in the organization. The role of line managers was also understood by me for promoting the
actual performance culture for better decision-making and driving the sustainable organizational
performance (Ahmad and et.al.,2019). I was also able to learn the role of a leader specially as a
line manager towards the promotion of the performance culture in an organization. In such
practices I was able to focus on the areas which I needed to develop for influencing the
behaviour of my followers.
I will use this as follows
The skills that I have developed related to the problem-solving skills will help me find
solutions in the most critical situations. For me focusing on the operations related to the actions
of a line manager that will have the role of recognizing the rewards related to the performance of
the individuals will be effective HRM practices. The teamwork skill that I will develop during
this module will be related to the ways in which the is will be able to work with a team towards
deciding the outcomes related the performance management in my organization. Through
leadership, I will be able to promote in the organization the performance culture that will help in
success of the HRM practices.
LEARNING REVEIW
I was able to know that I have learned the following skills because of the impacts I was
able to make organization through practising communication, leadership, teamwork and
problem-solving skills. The strategic frameworks of performance and rewards which I learned
was the establishment of goals of the company which was the management of the co-owners that
helped me to achieve the business itself (Mabaso and Dlamini, 2018). Discussion I had with the
employees of the company in which they provided their feedback was the areas in which I was
able to reflect on whether on not they were able to achieve their goal. Individuals which were
able to achieve certain personal growth can also be considered to be the factor which influences

the contribution of the goals in the firm for increasing the performance of the organization. The
establishment of the goals is also considered to be the specific, measurable, attainable, relevant
and time bound for examples of staying to increase the sales (Five Factors in Rewarding
Employee Performance, 2021). The measurement of the employees can be considered to be the
regulation of the basis of information that required for meeting the performance goals.
The factors which affects the rewards and performance management process are
communication, benchmarking, consider non-financial rewards which helps in the management
of the organizational operations. This can also be considered to be the key towards the
development of the organizational growth. Feedbacks from the employees is also a very key
aspect that helps the business in the management of the organizational growth. The consideration
of the non-financial rewards can be considered to be the factor that impacts the offering of non-
traditional solutions that are helpful for flexibility of the work-week to value the employee's
performance. Depending on the performance the employees provide in the organization. The
factors which hindered the process of the learning was the lack of time. The limited time that I
was able to provide to the different learning modules were the reason I was held back in my
performance.
Learning review
My approach towards these learning module was of communication. This approach
allowed me to increase my knowledge and experience with the help of communicating with
others orally, in written and also by reading the books and articles. This approach has been able
to provide me the growth that was essential for the learning and development.
Communication has been discussed as the best approach of learning the performance and
management because of the improvement of the employee satisfaction for showing employee
appreciation for the effective communication skills. This is helpful for the compensation of the
basis of the expectation for the raising the performance. It can be said that the communication is
helpful for analysing the value of the organizational operations and understanding the increase of
financial pressure for keeping the workers in the look for alleviation of their problems. From this
approach it can be concluded that the communication allows the learner to effectively understand
key concept of the employee performance and rewards.
The presentation of the learning that was provided to us was very effective as it helped
the individuals in the management of the organizational growth (Shafagatova and Van Looy,

2021). The focus of the management can be considered to be the strategy that is effective when it
is managed by the learner. This presentation of the learning was very properly structured and the
approach of communication which was used was very effective and influential in providing the
results that are required.
Next time I would like to manage my time with more preciseness in order to understand
the key aspects which were related to the learning experiences and growth. The action which
were taken under consideration for being able to have better results can be considered to be the
factors such as the learning practices which can influence the growth of the organization.
CONCLUSION
From the above report the factors such as the development plan and development record
has been able to provide an overview of the key strategies that are needed to be introduced for
the effective strategy of the organization. This report has been able to develop the key skills such
as communication , teamwork, leadership and problem-solving.

REFERENCES
Books and Journals
Ahmad, I., and et.al.,2019. A comparative study of banking industry based on appraisal system,
rewards and employee performance. SEISENSE Journal of Management. 2(1). pp.1-11.
Avrămescu, G.I., 2020. Research on Rewarding and Impact of Rewards on Performance.
ANNALS ECONOMIC SCIENCES SERIES Volume XX Issue 2. p.587.
Fatima, U., Junchao, Z. and Khan, D., 2020. Role of University Principals' Leadership Strategies
on Teachers' and Management Performance: Mediating Role of Support and Rewards in
Australia and Pakistan. Higher Education Studies. 10(2). pp.145-163.
Koo, B., and et.al., 2020. Relationships among emotional and material rewards, job satisfaction,
burnout, affective commitment, job performance, and turnover intention in the hotel
industry. Journal of Quality Assurance in Hospitality & Tourism. 21(4). pp.371-401.
Mabaso, C.M. and Dlamini, B.I., 2018. Total rewards and its effects on organisational
commitment in higher education institutions. SA Journal of Human Resource
Management. 16(1). pp.1-8.
Madhani, P.M., 2020. Effective rewards and recognition strategy: Enhancing employee
engagement, customer retention and company performance. The Journal of Total
Rewards. 29(2). pp.39-48.
Shafagatova, A. and Van Looy, A., 2021. A conceptual framework for process‐oriented
employee appraisals and rewards. Knowledge and Process Management. 28(1). pp.90-
104.
Online
Five Factors in Rewarding Employee Performance, 2021[Online]. Available through:
<https://hiring.monster.com/resources/workforce-management/employee-performance/
reward-employee-performance/>