Performance Management and Team Effectiveness

The provided assignment is focused on performance management and its impact on team effectiveness in organizational settings. The document includes a list of references from academic journals and books, highlighting the importance of performance management in improving knowledge and skills within an organization. It also explores the relationship between performance management, leadership styles, and team productivity.

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Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
A) Appropriate knowledge, skills and behaviour required by the HR professionals ............1
B) Analysis of personal audit skills for the employee to determine training and development
needs.......................................................................................................................................2
C) Professional Development plan.........................................................................................4
D) Difference between organizational and individual learning which includes the training and
development...........................................................................................................................5
E) Analysing the need for continuous learning and professional development.....................7
SECTION 2......................................................................................................................................8
A) Understanding how HPW contributes to employee engagement and competitive
advantages within the specific company situation.................................................................8
B) various approaches of performance management.............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Effective and efficient teams developing gives more advantages to the company to
increase overall firm performance in the world. Manager of HR needs to provide appropriate
plans, policies and open environment to an employee so that it help to maintain employee
relation in an entity. There are different types of knowledge, skills and behaviour of the manager
which helps t manage the entire organization. This report includes skills and behaviour of HR
manager, different approaches of performance management, professional and personal
development. By providing effective and efficient environment to the employee that will help to
increase firm performance and productivity in the world.
SECTION 1
A) Appropriate knowledge, skills and behaviour required by the HR professionals
HR manager must have good and efficient skills with adequeate, knowledge to manage
the entire company. They need to have a responsibility to manage the firm's activities and
provide efficient policies and plans to the employees. It provides the open environment to an
employees so that they can share their own ideas and opinions for particular issues. Work can be
done in a team that will help to increase the work efficiency in the company ( Arnaboldi, Lapsley
and Steccolini, 2015).
Knowledge
Administration and management
HR officer has responsibility to provide appropriate and effective resources to an
employee to produce innovative products in a market. They follow different types of production
techniques and allocate the essential resources to an employee to innovate a product in the
market. It helps to increase firm's overall performance and productivity in the world. They have
efficient knowledge to provide essential and advanced resources to the employee to produce high
quality products in the market (Braun and et.al., 2013).
Law and government
HR officer a responsibility to provide necessary employment laws to maintain the
employee relation in a firm. It includes legal orders, government rules and regulations and
appropriate political process.
Skills
Time management
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HR manager must have time management skill as then only they can easily manage their
work and activities in company. It schedules the tasks and activities in a good manner. Based on
the priority they schedule a work activity in a firm.
Communication skills
Manager should have efficient communication skills which help to communicate the
information to an employee for specific work. It also provides training and development to the
employee to work together and innovate products based on the consumer needs. It helps to
increase overall performance of a firm in the world.
Behaviour
Leadership
HR manager manage the work and handle the activities of the entire firm. It motivates an
employees by providing the bonus, incentives and effective policies. It monitors the work of an
employee in the firm. It provides a training and development to employee to increase their
personal and professional level of an employee (Brock and et.al., 2013).
Group focus
Manager of the HR concentrates on team work. They provide open environment to an
employee so that they can easily give ideas and a suggestion to the management for the specific
problem. Manager provides more motivation to the employee and they will work more to get
higher performance and productivity in the world.
B) Analysis of personal audit skills for the employee to determine training and development
needs
Manager has various skills, behaviour and knowledge to mange the firm activities of a
firm. Jane Cambridge provides the appropriate training and development to an employee to
innovate a product to increase firm performance in the world. It also helps to get desired
objective of the company in a world. There are different types of skills that must have in HR
manager or in an employee such as information technologies, communication skills and problem
solving skills. To enhance their skills in the company they need to take appropriate training in
various areas.
Information technology
By using an information technologies in a company they can easily increase the work
efficiency and also helps to expand a business in the world. There are different types of IT such
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as Microsoft word, database, internet and email. There are various database version which helps
to store and access the data of a firm. By using a Microsoft work the employees and manager can
easily prepare the annual report or other document in an effective manner. Internet and email
provides an appropriate way to analysis the advanced technologies which helps to increase the
entity performance and productivity in the world.
Communication skills
By conducting interviews and writing the notes they can easily increase their
communication skills in a company. There are different types of methods to in crease the level of
communication skills such as provide appropriate training sessions and programs to an
employees so that they can easily communicate with each other. Provide open environment to an
employee so that they can easily communicate with another employee. One of the best method to
increase the communication skills is provided material to support presentation. In this method the
employees can easily learn from the materials and enhance their knowledge in the different areas
(Brunnert and et.al., 2014).
Problem solving skills
To solve and barriers in the company they need to follows different types of techniques
such as take opinion from each team member and conduct meeting s to take suggestions from
each employee. Manager also explore more than one solution that helps to take appropriate
decision which helps to increase firm performance and productivity in the world. One of the best
method to solve and issue in an entity consider the ideas of others that help to solve any barriers
in the company.
Supervisory management
1 to 5 members can easily handle by the HR manager. They also able to take appropriate
decisions which helps to increase entity performance in the world.
Strength
 Effective use of information technology
 Manager and employee has good problem solving skills to solve any problem in the
company.
Weaknesses
 Manager has lack of communication skills
 They are not able to communicate properly to the employees.
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Opportunities
 By enhancing the technology skills manger can easily mange their work efficiently.
 Good problem solving and management skills
Threats
 Communication skills are not good enough so that it directly affects the firm overall
performance.
 Not able to provide appropriate training session and programs.
C) Professional Development plan
Task Field of target Opportunities Time scale
Technical skills
training
Information
technology
By providing effective
training and
development to an
employee manager or
employee can easily
use advanced
technologies to
increase their work
efficiency in the
company. Manager
needs to provide
appropriate training
sessions related to the
IT that help to increase
the level of technical
skills (Crowston and
et.al., 2012).
2-3 months
Communication skills Development area Communication skills
is more essential for
the manager or
employee to
2 months
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communicate with
each other. Manager
needs to provide open
environment and
culture to an employee
so that they can easily
communicate their
ideas and suggestions
to complete their task.
Problem solving skills Decision making Employees must have
these skills to solve
any issue in an entity.
Manager should take
other ideas and
opinions and then take
appropriate decision. It
gives more motivation
to the employee So
that they will make
more effort to get
higher performance of
firm in the world
(DeNisi and Smith,
2014).
3 months
D) Difference between organizational and individual learning which includes the training and
development
There are various learning styles which helps to learn some innovative and also helps to
increase their knowledge and skills in the company. Manger has a responsibility to give efficient
training and development to an employee so that they can easily innovate existing products and
services to the customers. Based on the client requirements they provide innovative products in
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a market. It helps to increase the performance and also helps to expand an enterprise in the
world. There are basically, two types of learning one is company learning and another one is
individual learning. Both have different characteristics and roles to increase their knowledge and
skills of an employee in a firm.
Organizational learning, training and development
It is the process of creating, retaining and transferring the knowledge in the company.
Main objective of an entity is to provide good quality product, increase firm performance and
expand their business in the world. Manager provides training and development to an employee
to increase the knowledge and skills to innovate their company products. It helps to compete
with other companies in an industry. There are different types of organizational theory which
help to increase the level of skills of an employee in the firm. Manager gives the training abased
on the employee needs. It must have the ability to find appropriate and efficient solution of the
particular problem in a firm (Hvidman and Andersen, 2013).
Manager is only responsible to give open environment, plans, policies and training to the
employee so that they will able to innovate a product. It helps to increase firm productivity in the
market. Based on the client needs they need to provide training to an employee to innovate the
item in a market. Main of organizational learning is to determine the current situation of the
market and then apply advanced technologies to innovate their firm product to increase
productivity in the world. HR manager only the responsible to provide open environment, plans
and policies to the employee so that they can easily work together to get higher performance and
desired goal of a company in the world. There are different types of organizational culture that
must be follow in a firm to maintain employee relation in an entity. By maintain employee
relation they can easily get higher performance in a world.
Individual learning, training and development
There are different types of learning techniques which helps to increase the individual
knowledge and skills in the company. In this learning they ned to set their target and then learn
from different sources or learning styles. They also ned to crate efficient plan for the
development then only they can easily enhance their knowledge in the world. It is very different
from the organizational learning in this learning they have main goal to compete with other firms
and provide innovative products to the customers. In individual learning they only concentrates
on their own skills such as communication, technical and problem solving skills. An individual
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only focus on the personal skills and knowledge (Lee Rhodes and et.al., 2012). There are many
benefits of individual learning as follows:
 Get long term objectives
 Increment in knowledge and skills
 Increase the level of personal and professional development
These all are the benefits of individual learning. Person need to create the plan for the
development and they also need to select appropriate strategies and approaches to increase their
skills in the world. By crating the plan they can easily learn from different sources and enhance
their personal and professional development in a world.
E) Analysing the need for continuous learning and professional development
Continuous learning is the process to expand the individual ability to increase knowledge
and skills. By improving and enhancing their skills sets in the company they can easily work in
critical situation and in different culture. It gives the way and methods to work in conditions in a
firm. Manager needs to provide effective and efficient training to the employee to work together
and get higher performance in the world. This learning in a workplace includes viewing
individual experience as values, methods and policies. There are different types of practises of
continuous learning as follows:
 Asking the feedback from the experts and experienced co-workers
 determine the appropriate learning and training sessions or programs
 identify the skills and learning techniques
 develop own learning objectives
 identify the preferred styles of learning
These all are the continuous learning practises which helps to get higher performance and
also helps to increase the knowledge and skills. This is divided in the two parts such as personal
and professional. There are different types of characteristics and roles to increase their skills in
the world. In personal development continuous learning helps to expand their skills in same area.
It helps to increase the knowledge and skills that help to increase personal development in the
world. In professional development the continuous learning helps to increase the skills sets in
different area and in changing environment (Parmelee and et.al., 2012).
This technique is adopted by the company to changes in the business environment. This
is very essential because firm need to up to date with the advanced technologies which helps to
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increase the firm productivity and performance in the world. Based the customer demands they
nee to innovate their firm products to satisfy the consumer needs. Manager must provide
appropriate training and development to the employee to innovate the products.
There are many benefits of continuous learning such as it maintain the balanced with the
work life, increase productivity, effective and efficient workflow of an entity, personal and
professional development, company can easily compete with the other business. These all are the
benefits of the continuous learning which helps to increase the employee knowledge and skills.
Company must follow appropriate strategies and approaches of continuous learning which helps
to innovate the existing product to increase overall firm performance and productivity in the
world. There are different types of learning theory which helps to increase a personal and
professional development of an individual (Pollitt, 2013).
SECTION 2
A) Understanding how HPW contributes to employee engagement and competitive advantages
within the specific company situation
HPW is the approach to provides the appropriate ad open environment to the employee so
that they can easily communicate their ideas and suggestion for a specific problem. Manager has
a responsibility to provide plans and policies to an employee which helps to maintain employee
relation in an entity. Manager provides an open environment to the employees so that they can
easily communicate with each other and shared their ideas to management. It is the framework in
which it includes the employee involvement means manager involve employee in every situation
such as decision making system. By involving the employee in decision making procedure they
can easily get higher performance and productivity in the market. There are different types of
HPW practices which is in various area such as human resources practises and high employee
involvement.
Tesco is the world's leading firm in the world and it provides good quality grocery and
food products to the customers. Based on the consumer needs they provide appropriate and
innovative items to the client. It helps to increase overall firm performance and productivity in
the world. It also has brand image in the world and they also give innovate services to a client. It
follows HPW to increase the firm performance and productivity in the market. This strategy
involves the employees in decision-making system and this will give more motivation to an
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employee. It also provides appropriate and efficient training to the employee so that they can
easily innovate an existing product to increase the productivity in the world (Rolstadås, 2012).
There are different types of benefits to use HPW in the company such as increment in
productivity and performance, higher goodwill, increase efficiency between the employees.
Manager provides the framework or an environment to an employees so that they can easily give
pinions to the management for the task completion and innovation. Manger gives appropriate
training and development to the employee to innovate products in a market. It also gives the
open environment, plans, policies to the employees to maintain employee relation in a firm. By
maintaining employee relation the can easily get higher performance and productivity in the
world. Tesco follows different types of strategies and approaches of marketing to increase
overall productivity in an industry (Shin and et.al., 2012).
B) various approaches of performance management
Performance management is the process to identify the firm, market and employee
performance in the world. That can easily identify by applying different types of strategies of
performance management. By measuring the employee performance in a firm they can easily
know the issues and then based on that they will give appropriate training and development to
the employee. There are different types of approaches which helps to identify an employee
performance and efficiency in the company. By knowing the employee performance in an entity
they can easily provide appropriate training and development for the particular problem. HR
manager must have leadership skills to manage the firm activities. They also need to prvide
flexible environment to an employee to maintain employee relation in the company. Efective and
efficient policies also help to maintain relationship between the employees in a firm. Some of the
approaches of performance management as follows:
comparative strategy
In this strategy, it gives the rank to an employee based on their performance. Ranked can
be ranged from the basis of highest to lowest. It includes different types of techniques such as
forced distribution, paired comparison and graphic rating scale. All these have different types of
characteristics and criteria to measure the employee performance in the world (Wang, Waldman
and Zhang, 2014).
Attribute strategy
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This approach includes different skill set to identify the employee performance in an
entity such as problem solving, team work communication, innovation and creativity. These all
the parameters to measure the employee performance in a firm (Wang and Sarkis, 2013).
Behavioural strategy
In this approach, it uses BARS technique that consist the vertical scale of dimensions.
BOS is the advanced version of this approach. It gives appropriate particular description along
with the frequency related to the employee behaviour.
Result strategy
This approach concentrate on the different skills set such as financial, consumer and
growth learning. Main objective of this technique is to provide accurate information about the
employee performance and also converts the approach into the operations with a holistic view
(Yadav and Sagar, 2013).
Quality strategy
In this approach, the manager gives a feedback for the employee to identify an employee
performance. It has many benefits such as problem solving through group work, use multiple
resources etc.
CONCLUSION
Groups in the company gives more enhancement to the company and also gives higher
performance in the world. There are different types of approaches of performance management
which helps to measure an employee performance in a firm. Based on the employee performance
they can easily give training and development to an employee to increase the fir performance and
productivity in the world. There are various skills, behaviour and knowledge of HR manager that
helps to manage the entire company. They must have communication and leadership skills to
manage the firm activities. HPW provides an appropriate environment to the employee so that
they can easily innovate a product for the client. It helps to expand their business in the world.
Organizational and individual learning helps to increase the knowledge and skills in a firm.
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REFERENCES
Books and journals
Arnaboldi, M., Lapsley, I. and Steccolini, I., 2015. Performance management in the public
sector: The ultimate challenge. Financial Accountability & Management. 31(1). pp.1-
22.
Braun, S. and et.al., 2013. Transformational leadership, job satisfaction, and team performance:
A multilevel mediation model of trust The Leadership Quarterly. 24(1). pp.270-283.
Brock, D. and et.al., 2013. Interprofessional education in team communication: working
together to improve patient safety. BMJ Qual Saf. 22(5). pp.414-423.
Brunnert, A. and et.al., 2014. Performance management work. Business & Information Systems
Engineering. 6(3). pp.177-179.
Crowston, K. and et.al., 2012. Free/Libre open-source software development: What we know
and what we do not know. ACM Computing Surveys (CSUR). 44(2). pp.7.
DeNisi, A. and Smith, C. E., 2014. Performance appraisal, performance management, and firm-
level performance: a review, a proposed model, and new directions for future research.
Academy of Management Annals. 8(1). pp.127-179.
Hvidman, U. and Andersen, S. C., 2013. Impact of performance management in public and
private organizations. Journal of Public Administration Research and Theory. 24(1).
pp.35-58.
Lee Rhodes, M. and et.al., 2012. Current state of public sector performance management in
seven selected countries. International Journal of Productivity and Performance
Management. 61(3). pp.235-271.
Parmelee, D. and et.al., 2012. Team-based learning: a practical guide: AMEE guide no. 65.
Medical teacher. 34(5). pp.e275-e287.
Pollitt, C., 2013. The logics of performance management. Evaluation. 19(4). pp.346-363.
Rolstadås, A. ed., 2012. Performance management: A business process benchmarking approach.
Springer Science & Business Media.
Shin, S. J. and et.al., 2012. Cognitive team diversity and individual team member creativity: A
cross-level interaction. Academy of Management Journal. 55(1).; pp.197-212.
Wang, D., Waldman, D. A. and Zhang, Z., 2014. A meta-analysis of shared leadership and team
effectiveness.
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Wang, Z. and Sarkis, J., 2013. Investigating the relationship of sustainable supply chain
management with corporate financial performance. International Journal of
Productivity and Performance Management. 62(8). pp.871-888.
Yadav, N. and Sagar, M., 2013. Performance measurement and management frameworks:
Research trends of the last two decades. Business Process Management Journal. 19(6).
pp.947-971.
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