Employee Performance Management Strategies

The report highlights the importance of employee performance management, focusing on skill enhancement and learning strategies. It explores how employment protection legislation and models of learning can be applied to improve employee performance. The assignment aims to provide a comprehensive understanding of these concepts, making it an essential resource for students and professionals alike.

Training, Learning And
Development Strategies

Executive Summary
The project report focus on the traing and development of management trainees and to the
existing employees of Tesla - a retail sector organisation. The assignment further focus on the
models of learning; styles; approaches; techniques and methods. Further it focus on the concepy
and purpose of performance management.

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
As per professor, Northouse (2018) the project report is focusing on the training,
Learning and development strategies that are helpful in the enhancement of employee skills.
Accoprding to, Barringer (2015) the assignment further focus on the process and procedures of
the performance management Of employees in an organisation. In the words of, Northouse
(2018) the assignment further focusses on the training and learning methods and the techniques,
that are involved in enhancement of the performance of employees in Tesla- a retail organisation.
The project covers the topics like:- concept and purpose of the performance management; its
approaches and practices in the organisational context.
Main Body
The strategies of training, learning and development helps the employees of organisation
to work for the attainment of common goals of an organisation. The training part of an employee
basically, focuses on improving the working of employees by guiding them for working in an
effective manner (O'Neil, 2014). Tesla uses both the methods in training the employees. The
methods of effective training includes:-
 On the Job Training:- It is one of the most common methods that are used by the
organisations in giving training to their employees. This type of training of an employee
includes the following methods:-
1. Job Rotation:- This type of training includes rotation of an employee from
one job to another with the motive of providing knowledge and experience
to an employee by doing different types of job assignments. This is helpful
for a trainee to understand the problems of different employees.
2. Coachings:- According to, Smith and Wong, (2016) this is helpful for a
trainee, in getting knowledge from a supervisor, who acts as a mentor or
coach for the trainee and gives a proper feedback to the trainee. In this
case the trainee is not getting an opportunity to give his ideas or
suggestions with the motive of improving the work process (Smith and
Wong, 2016).
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3. Job Instructions:- It is also known as step by step training method. In this
case, the trainee is given the guidance by the mentor or the trainer to do
the assigned task in a completely systematic and proper manner (Cohen,
2014). The trainer also corrects and guides the trainee in case of any
mistake made by him.
4. Internship Training:- In this case, the trainer gives the trainee, complete
instructions either theoretically or through practical way of learning. Most
of the companies gives their trainee a small stipend for the training that
they are providing (Ashman and Conway, 2017).
 Off The Job Training:- These are such type of training that are given to an employee on
different basis. These types of training, includes following methods:-
1. Case Study Method;- Generally, the case studies, given to an employee,
deals wuith the business that can be solved by an employee (Kyndt and
et.al., 2016). Here, the trainee is expected to solve the given case study
and find out all the possible solutions, that are possible in respect of that
case.
2. Incident Method:- Here, the incidents are prepared on the basis of practical
situations, that take place in different organisation in the corporate world.
Each employee in this case, is asked to make decisions as if, it's a real life
situation. Finally, after the result is given by each employee, then, its duty
of entire group to discuss, the case and take the decision which is base don
the given incident on the basis of individual and group decisions (Cattaneo
and Boldrini, 2017).
3. Business Games:- In this case, each and every trainee is divided in
different groups and has to discuss about the various activities and
function of that group. Here, the organisation taken by the trainees is a
deemed organisation (Kyndt and et.al., 2016).
4. Simulation:- It's completely an imaginary situation. Here the trainees are
asked to take a deemed organisation and then act on it, as if they are the
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managers of that organisation. It's a situation where, the managers have to
assume themselves in a role of a particular manager and then, they have to
take decisions in respect of it.
So, these were some effective training, learning and development methods.
Different Learning Styles:- In an organisation there are different types of learning styles that are
practised. The different ways of learning i an organisation are as follows:-
1. By assigning a worker the task of handling different training assignments
at the workplace. The worker should be having a thorough knowledge of
performing different tasks (Green, 2017). The training supervisor is
required to understand the areas of differences in learning between the
young generation workers and the old generation workers.
2. Should be able to explain each employee, the reason and the importance
of training at the workplace and should focus on the achievements that are
achieved through it. To tell each employee regarding the importance of
good training at the workplace (Liaw and et.al., 2014).
Different Approaches To Learning Are As Follows:
 Behavioural Approach:- This approach is based on the idea that, the learner's respond to
the stimuli in their environment. The role of the trainer is to provide the relevant and
useful stimuli so that the learner respond to and gains required knowledge and experience
(Saranraj, Zafar and Khan, 2016). It focuses around the belief that, appropriate behaviour
can be taught through the constant repetition of a task which is combined with feedback
from the facilitator.
 Social Learning Theory:- It is a development of early behaviourism theory. It proposes
that, people can learn directly and indirectly by observing others. There are three stages
in it:- the attention is focused using a model; learning takes place through the observation
of model's behaviour and its consequences (Finlayson, McLoughlin and McCabe, 2015).
The subject analyses and codes the learning, if the imitation of the process is possible it
will further help in the reinforcement process.
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 Cognitive Approach To Learning:- On the one hand, where, behavioural theories of
learning, essentially focusses on the importance of assertiveness of the trainer. The
passive participant is not given a great deal of choice, other than those who respond in a
predetermined way. On the contrary, the cognitive approach is related with the role of
active mind in processing the learning opportunities and developing.
 Humanistic Approach To Learning:- These theories lays stress on valuing the diversity in
many organisations and in society generally it's a reflection of this ideology (Back, and
et.al., 2015). It lays emphasis on the active learning which is a core of humanistic
approach to learning.
Models Of Learning:- It includes Honey and Mumford learning style. It includes four learning
styles:-
 Activists:- It includes those individuals who learn by doing and these are those people
who want their hands filthy. They have a receptive way of doing things and deal with
learning; including themselves complete and without inclination in new encounters.
 Theorists:- These are those learners who get a kick out of the chance to comprehend the
hypothesis behind the activities. They require models ideas and truths with a specific goal
to participate in the learning process (Green, 2017). Its like breaking down and
integrating and drawing new data in methodical and consistent hypothesis. The choice of
learning activities include models, statistics, stories, background information and
applying concepts theoretically.
 Pragmatists:- Individuals have the capacity to perceive ho to purt the learning into
practice in the present reality. The conceptual ideas and recreations are of constrained
utility until and unless they can see an approach to put concepts practically in their lives.
Experimenting with new ideas, speculation and methods to check whether their work is
their mode of action (Finlayson, McLoughlin and McCabe, 2015).
 Reflectors:- These individuals learn by watching and contemplating what is actually
happening in the organisation. They may abstain from jumping in and preferring to watch
from the sidelines (Liaw and et.al., 2014). They want to remain back and see the
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encounters from the various alternate points of view, gathering information and using
opportunity to work towards a suitable conclusion.
Employment Protection Legislation:- It is the law that governs employment within the workplace
with everyone who works. It affects the employees; unions and the employer directly. The role
of this law is to identify who can and cannot be employed in an organisation (Liaw and et.al.,
2014). The way in which an employee is offered a job and would be treated during this process
of engagement and the minimum terms and conditions that will be applicable on them during
their working tenure (Back and et.al., 2015). The duties that an employer and the employee owe
each other and the rules that will apply when either party wants this employment relationship to
end.
Concept And Purpose Of Performance Management:- Performance management is about to
evaluate the performance of the employees that is are they meeting the expectations of the
organisation or not. Performance management is about the performance of the employees. Let
them know about their responsibilities and well-well they are doing their work in the
organisation (Saranraj, Zafar and Khan, 2016). So on the basis of this performance management
is the process of communication between superior and employees. Performance management is
about managing the performance of tan employee. Performance management is very helpful for
team and an individual both. Nowadays, it has become a function of HR. because HR plays the
main role in the company who evaluate the performance of every employee he distributes all the
work among the employees. Create some lines which can be measurement level of them
(Saranraj, Zafar and Khan, 2016).
 Purpose of the performance management is to create effective quality into the
employees. And make them much capable about their work and responsibilities.
 To managing the performance of system so the all activities in the organisation will run
effectively.
 To help the employees by increase their knowledge and skill.
 To identify the barriers that means what are the barriers' comes in between the
employees and their effective performance.
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 Performance management is a tool to ton achieve the purpose of the company by
improving the qualities of the employees.
Approaches Of Performance Management:-
Better conversation- Here, are some approaches of performance management in this
approach manager should know that what should be the way to approach employees. Employees
can work effectively when manager will talk more friendly and closely (Liaw and et.al., 2014).
This approach is most humble approach to identify any employees' performance in an
organisation.
 Bottom up approach- After the establishment of the goals of the company
employees should take over their responsibilities about their work and they will
able to work an individual or in team. This approach helps to know about the
performance of the employee from the bottom to up.
 Better management training- Can improve the quality of managers which can help
to the employees to improve their work by the guidance of the manager. So this
approach is the manager to employee approach and one of the useful approach it is.
 Technology role- Nowadays this type of performance management is more coming
in use by the management because it is an integrated management system all
employees, departments and managers are interred related to each other (Liaw and
et.al., 2014). So this type of approach will help to management system for the
improvement. This approach provide and integrated management by using some
software. That means all the employees of every department are interred connected
to each other.
 Focus on culture- This approach helps to analysis the quality and also the impact of
the employee on the culture of the organisation and the work area. Focus on culture
is all about the affect of the employee on the culture of the company and where the
place an employee is working.
CONCLUSION
The report focus on the enhancement of skills and performance of training an employee.
The assignment further lays focus on the concepts and approaches of performance management.
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The project further lays emphasis on the employment protection legislation and models of
learning.
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REFERENCES
Books And Journals
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mobile learning strategies to science courses: the national mobile learning program in
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based instruction. Routledge.
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Cattaneo, A. A. and Boldrini, E., 2017. You learn by your mistakes. Effective training strategies
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Finlayson, O., McLoughlin, E. and McCabe, D., 2015. Strategies for the Assessment of Inquiry
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Back, D. A., and et.al., 2015. Survey of e-learning implementation and faculty support strategies
in a cluster of mid-European medical schools. BMC medical education. 15(1).pp.145.
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Green, L., 2017. Music, informal learning and the school: A new classroom pedagogy.
Routledge.
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Reappraisal. Language Learning.2278.pp.0742.
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