Skills and Knowledge for HR Professionals at Virgin Media

This report discusses the appropriate skills, behaviors, and knowledge required by HR professionals for two positions in the HR department at Virgin Media. It also includes a personal skills audit and professional development plan.

Table of Contents
ACTIVITY 1-A....................................................................................................................................3
1) Appropriate skills, behaviours and knowledge required by Human resource professional for
two position in department at Virgin media.....................................................................................3
Activity 1a) ......................................................................................................................................6
2) Professional personal skills audit and professional development plan........................................6

Introduction
Human resource professionals are the people accountable for screening, placing, recruiting and
interviewing workers. They are able to handle employee relations, training, benefits and payroll
effectively. Communication, empathetic behaviour, budgeting skills and knowledge of HRM
software programs are required for HR professional job role. The present report is based on Virgin
Media organization, established in UK and provide telephone, internet and television services in
nation.
Skill audit is very essential procedure for examining and recording skills of person, the main
purpose of conducting skills audit is to identify existing knowledge and skill that company requires
for specific position. Skills audit plays vital role in personal and professional development of an
employee as it help to determine area for improvement that person can improve.
Personal SWOT analysis are an examination of our personal situation by observing the Strengths,
Weaknesses, Opportunities and also the Threats. It is a strategic planning tool, as is helping you a
complete view.
This report justifies personal SWOT analysis, it is the best way used for examination of personal
strength, weaknesses, opportunities as well as threat.
It also clarifies, CPD, it stands for continuing professional development, refer to procedure of
documenting and tracking knowledge, skills and experience that person gain informally and
formally as they work beyond any primary training.
Furthermore, it also justifies PDP, stands for personal development plan, it refers to life long
process, perpetually reviewed, that motive is to facilitate ongoing employability through improving
work place knowledge and required skills.
It is very important to evaluate PDP because it helps to increase capability of person understand
and set their goals. Reflect on personal development plan is also essential as it help to recognize
person success, weak areas and likes.

ACTIVITY 1-A
1) Appropriate skills, behaviours and knowledge required by Human resource professional for two
position in department at Virgin media
Job role no- 1
Name of organization- Virgin
Media
Employee name- Robin
Department- HR department
Job role/ Position- Human
resource consultant
Knowledge Skills Behaviour
 Applicant must have
knowledge about their
industries and
employment related
laws, which make them
able to give right advice
to corporate managers
regarding worker
benefits (Conceição,
Sousa and Fontes, 2018).
 Human resource
consultant must have
knowledge of procedures
and principles for
personnel recruitment,
labour negotiation,
personnel information
systems, compensation
and benefits.
 Person should have
knowledge of
management as well as
 Active listening skill is
one of the skills, HR
professional required
for this job position
within organization.
This skill will be
developed and acquire
with practices. With this
skills HR consultant
give full attention to
what workers are saying
and asking.
 Along with this,
outstanding
communication skills is
also required by HR
professional for
position of human
resource consultant. It is
one of the top ability
that person should have
for this job role.
 HR professional
required positive
behaviour or nature
towards workers for
HR consultant
position. Person
provide support for
managers on absence
problems on workers
basis, transactional
behaviour by HR
consultant would
manage symptoms
more than cause of
absence related
issues.
 In absence of leaders
and manager,
applicant must solve
the problem of
employees, they
always stand by side

business principles
include in strategic
planning, leadership
techniques, human
resource modelling,
coordination of workers
and resource allocation.
 Along with this, HR
professional required
more knowledge for this
position in its
department that helps to
manage day to day
operations effectively.
 Person have better
knowledge of laws, court
processes, legal codes,
agency rules,
government regulations
and executive order.
 Human resource
consultant know how to
provide variety of
specific and general
advice to company.
Applicant is required to
communicate with large
number of people on
regular basis, these
individual work at
varied designations in
company.
 Time management is
the third skills required
for above position.
Among the top qualities
which define a skilled
HR consultant are time
management skills. It is
very essential for
person to extensively
manage time and done
all required work in
timely manner.
 Mentoring and
motivational skills is
also required for HR
consultant by human
resource professional
along with above skills.
of people who are
working together at
same platform in
order to gain
competitive
advantages for Virgin
Media.
 HR consultant
perform advanced,
administrative and
specialized duties in
designated HR
program, applicant is
accountable for
providing high level
support in department
of HR.
 Human resource
consultant must have
flexible work style,
that they can change
according to the
situation and demand
of management to
manage everything
smoothly.

Job role no- 2
Name of organization- Virgin
Media
Employee name- Smith
Department- HR department
Job role/ Position- Training
and development manager
Knowledge Skills Behaviour
 Training and
development manager
must had knowledge of
effective and the best
training programs, in
which one of the best
they will choose to
enhance work ability of
existing employees as
well as new applicant.
 Applicant must have
knowledge how to create
training budget and keep
all operations regarding
their job within it.
 Knowledge of updating
training programs to
assure that department
make the best use of
available resources.
 Person must have
knowledge of workers
performance and human
 Critical thinking skills
is required by Human
resource professional
for T&D manager in
firm (Hidayat, 2018).
 They are able to use this
skill while assessing
sessions and materials.
Person must be capable
to determine the needs
of training of company
and recognize where
improvement can be
made.
 Training and
development manager
should have decision
making skills, which
help them to decide the
best training system to
meet needs of business.
Applicant need to be
able to review
 Training and
development
manager must have
helping nature in
themselves.
 They are able to
identify the
requirement of
people regarding
training and
development.
 Managing behaviour
is needed for this
position according to
HR professional,
because it helps to
manager training
programs and
employees in training
room while providing
training to all of
them.
 Position required

behaviour including
interests and personality
of people.
 The most important
knowledge required by
HR professional for this
position that is
understanding of
principles and
approaches for training
& curriculum design,
instruction and teaching
for individuals or
groups.
accessible training
approaches and select
those that good fit each
program.
 Leadership skills is the
third skill required by
HR professional for
T&D manager. It is
very important for
person to have this skill
because they are often
in charge of workers
and accountable for
many programs.
preferring to work
with co-workers in
department rather
than work alone, and
being personally
connected with team
members on job
within Virgin Media.
 Training and
development
manager position
required maintaining
& establishing
personally
challenging
achievement aims.
Activity 1a)
2) Professional personal skills audit and professional development plan
Skills and Knowledge which I consider to be
essential for my current job role
My ability rating (1-5)
Active listening skill 5
Communication skills 5
Time management 2
Procedures and principles for personnel recruitment
knowledge
3
Knowledge of government policies regarding
employment
1
Knowledge and skills which I consider to
be important for my development /job
role in my future career
My ability rating (1-5)
Critical thinking skills 4
Decision making skills, 2
Leadership skill 3
Knowledge of the latest training programs 1

Knowledge regarding employees
performance level
1
Rating scale-
1 = No current knowledge or skill
2 = Some awareness, but not sufficiently competent to use it
3 = Familiar with and able to use the knowledge or skill
4 = Proficient in the knowledge or skill and able to show others how to use it
5=Expert with a high degree of skill and/or comprehensive knowledge
Personal Skills audit-
Knowledge, behaviour and
skills identified above
Evaluation of my knowledge, skills and
behaviour
1 2 3 4 5
Latest training programs
knowledge
I cannot be able to chose and develop the
best training programs among range of the
latest systems because lack of knowledge
regarding this that effect my job role.
Knowledge of workers
performance level
With the help of personal skill evaluation, I
can determine my current skills, knowledge
and behaviour. Due poor knowledge of
employee performance, I cannot be able to
create and provide appraisal list.
Decision making skills Some time I can take decision but not
effectively as I take time to make decision
and apply in context of employee well fare.
At conflict situation I am unable to take
proper judgement.
Leadership skills I’m able to lead and motivate people as I’m
a very motivated my self, making it quite
easy for me to lead others .

Communication skills I am able to communicate effectively with
my team members and other people, I am
capable to build strong relationship with all
the workers as I have better communication
skills, that help in my further and current job
position (Radosevic, 2020).
Personal SWOT analysis-
 Strength
 I’m able to communicate effectively
with my team members and other
people.
 I am capable to build strong
relationship with all the workers as I
have better communication skills, that
help in my further and current job
position (Radosevic, 2020).
 I’m able to lead and motivate people as
I’m a very motivated myself, making it
quite easy for me to lead others.
 I am able to think logically
 I have critical thinking skills which
makes me able to identify weakness or
strength of alternative solutions.
 Weaknesses
 I cannot be able to chose and develop
the best training programs among range
of the latest systems because lack of
knowledge regarding this that effect my
job role.
 Some time I can take decision but not
effectively because I have short
tempered nature or behaviour in myself
as I take time to make decision and
apply in context of employee well fare.
At conflict situation I am unable to take
proper judgement.
 With the help of personal skill
evaluation, I can determine my current
skills, knowledge and behaviour. Due
poor knowledge of employee
performance, I cannot be able to create
and provide appraisal list.
 Time management.
 Poor collaborative parctices.
Threat-
 Due to lack of knowledge regarding
staff performance, I think I cannot be
Opportunities-
 Technology development give the best
opportunity to me that I can use to

able to develop proper employee
appraisal list, it threatens me to lose my
job in company for which I want to
work for longer.
 I am afraid that I cannot be able to
manage number of staff members in
workplace due to poor knowledge of
current training programs or methods.
manager my work as well as
performance of my staff efficiently.
 By acquiring Information about the
latest training and development
methods, I can do my job and apply for
further as role of training manager.
PDP plan

Personal Development Plan (PDP)
What are my
objectives?
(short & long
term)
Success criteria What activities/actions do I
need to undertake to
achieve my objectives?
Implementation –how activities
will be applied to achieve
objectives
What
support/reso
urces do I
need to
achieve my
objectives
Target date for
achieving my objectives
Time
management
It is very essential for me as
it will help me improve my
overall performance
In order to achieve this I
will have to plan early and
keep checking the time as
well as the progress.
Planning on getting to bed
early and wake-up earlier so I
can plan every day smoothly
Just a good
watch, and
commitment
.
20/03/2020
My short term
objective is to
overcome short
tempered nature
or behaviour in
my self
It is very essential for me to
overcome short tempered
behaviour, with the help of
improving this weak point I
can perform effectively and
work with my team members
without losing my passions.
It helps me to become more
empathetic, allow me to
build better relationship with
family and friends.
In order to achieve my
short term objective, that
is to overcome my short
tempered nature, I will
take a deep breath and also
take a time to remove
myself from specific
environment or situation. I
had to do medication, that
help me a lot in context of
my problem. Exercise in
themselves is the best way
for short tempered
reliever, as my body
releases endorphins as I
walk.
At early in the morning, I
decided to give some time for
exercise yoga and medication
daily.
Medicines
in some
cases, and
time
to exercise
or practice
yoga
01/03/2020
My long term
objective is to
gain knowledge
of workers
performance.
By achieving this objective, I
can manage knowledge
properly in regard to staff
performance. When I gain
information and knowledge
of my workers activity, I can
be able to develop the best
appraisal format without
making any differences.
Self monitoring is my
action which I need to take
to gain knowledge of staff
performance. It helps to
provide quick
understanding of people
abilities.
I decided to begin self-
monitoring process, it allows
me to monitor staff
performance.
Lots
of reading
materials
and some
practice.
01/04/2020
My another long
Without getting knowledge
of the latest training
Market analysis is my
action which I need to
After consulting with my team
members, I start to conduct
Some
Market
31/02/2020

term goal is to
acquire
knowledge of
training and
development
methods or
systems.
methods, no one can enhance
staff performance, so it is
very important for me to
achieve my long term
objective(Mustofa, 2020).
With the help of taking
information about current
development training
programs and methods
available in market I can
build strong and professional
team who are able to beat
competitors through their
hard work abilities.
undertake in order to get
knowledge about training
methods in trends, which I
will used to train my
workers in company.
research. analysis
and lots of
practice
as well as
reading
materials.
To improve
collaborative
practices
It helps to completed work
on time and makes me able
to work in team.
Working with other team
members.
Taking equal participation in
team work
Take
suggestions
from
experience
person.
15/02/20

Reflective statement
What I expected to learn?
I have expected to learn how to manage my time better, as well as how to overcome short tempered nature or
behaviour in myself, to gain knowledge of workers performance and also to acquire knowledge of training and
development methods or systems.
What I learned?
I have learned that time management is very essential for me as it will help me improve my overall performance
Also is important that I learn to overcome short tempered behaviour, with the help of improving this weak point I
can perform effectively and work with my team members without losing my passions. It helps me to become more
empathetic, allow me to build better relationship with family and friends.
By achieving this objective, I can manage knowledge properly in regard to staff performance. When I gain
information and knowledge of my workers activity, I can be able to develop the best appraisal format without
making any differences.
Without getting knowledge of the latest training methods, no one can enhance staff performance, so it is very
important for me to achieve my long-term objective (Mustofa, 2020).
With the help of taking information about current development training programs and methods available in
market I can build strong and professional team who are able to beat competitors through their hard work abilities.
What I will do differently?
I would start all these activities sooner as they were very important.
Action and next steps
In order to achieve all this, I will have to plan early and keep checking the time as well as the progress.
In order to achieve my short-term objective, that is to overcome my short tempered nature, I will take a deep
breath and also take a time to remove myself from specific environment or situation. I had to do medication, that
help me a lot in context of my problem. Exercise in themselves is the best way for short tempered reliever, as my
body releases endorphins as I walk.
Self monitoring is my action which I need to take to gain knowledge of staff performance. It helps to provide
quick understanding of people abilities.
Market analysis is my action which I need to undertake in order to get knowledge about training methods in
trends, which I will used to train my workers in company.
Conclusion
From above analysis, it has been analysed that at initial stage I had some weak points and threat that affect my
performance, but with the help of professional development plan, I set my short and long term objectives clearly
and take appropriate actions regarding it, that helps to achieve my objectives in effective manner.
My learning experience throughout PDP is amazing, I learn how to gain knowledge of employees performance,
training and development methods and most essentially ways to reduce short tempered behaviour.
12

Activity 1b
REPORT
To: HR Manager
From: HR Trainee Maricela Ursu
Date:
Subject: Inclusive learning and development within Virgin Media for driving sustainable business
performance
1) Analyse the differences between organisational and individual learning, training and development.
What is learning?
Learning is the procedure of gaining skills and knowledge, it helps to acquire new behaviour, ability, values and
skill. It is the experience or act of one that learns something which they want to learn in their professional or
personal career.
What is organisational learning?
It is the process of retaining, transferring and creating knowledge within company, as organization gain
experience, it must improve over time (Churchill, 2020).
From this experience, firm are able to create knowledge, which is wider and cover any topic that could better a
business.
What is Individual Learning?
13

It defined as the ability to build knowledge through individual reflection about stimuli, external and sources and
through personal re-elaboration. It is the process including modification in workers behaviour.
What is Training and Development?
Training &b development is subsystem of company which emphasize on improvement and betterment of
performance of teams and individuals.
Differences between the above three.
ORGANISATIONAL LEARNING INDIVIDUAL LEARNING TRAINING & DEVELOPMENT
Organizational learning is quite
different from individual learning. In
this learning, training programs are
conducted for entire company in
order to improve and develop their
abilities together on same thing.
As compare to organizational
learning, Individual learning is
the process of team training
session in which single worker is
available to gain knowledge. This
session is specially planed for
individual who will promoted
something particular which will
support them in doing their job
accountability effectively.
Training and development is the
source of learning new knowledge
and skills, it helps to improve
existing abilities and support to
develop the new ones among
people which make them able to do
their job in effective as well as
timely manner.
The main objective of this learning is
to create overall knowledge and
skills of workers together.
The objective of this learning is
to improve productivity of staff
and enhance skills of single
people in Virgin Media.
As compare to organizational and
individual learning, training &
development is short term process
conducted for specific reason that is
enhance workers performance
4) Analyse the need for continuous learning and professional development to drive sustainable
business performance
14

Need for continuous learning and professional development
CDP is very important in context of sustainable business performance because it helps to assure people
continue to be competent in their profession. Continuous professional development it needed in order to improve
business performance through ability of workers. It is a continues and ongoing procedure throughout
professionals career (Preskar and Žižek, 2020).
The ultimate results of good and effective CDP is that is safeguards person or workers professional career in
systematic way that is quite beneficial for them.
It helps staff to upgrade themselves at regular basis, so that they can complete and do their job role related
activities in ethical manner with less period. It is very essential for company to analyse overall business to
understand actual need and requirement for continuous learning and professional development.
After examining these specific needs, firm can easily and effectively find out same alternative options
which will support to reduce impact of any problems.
15

CDP help to ensure workers capabilities keep pace with existing standards of others in same field, it also
helps to assure that people maintain as well as enhance knowledge they need to deliver professional services to
consumers.
2) Apply learning cycle theories (Kolb’s Learning Cycle and Kurt Lewin’s Change model) to analyse
the importance of implementing continuous professional development. (M2)
Kolb’s Learning Cycle
Explain
Kolb's learning cycle-
It is a learning theory ad process whereby knowledge and skills is created through transformation of
experience. This learning cycle is developed by David A Kolb, published this concept in 1984. It represents four
stages learning cycles through which person can learn something which is essential for their career growth. It
helps to analyse the importance of implementing CPD.
Diagram
16

Illustration 1: Kolb' learning cycle
(Source: Kolb's Learning Styles and Experiential Learning Cycle, 2017)
Concrete experience-
Applicant experience that serves as basis for observation, in simple words, person is able to learn new
things when they do it practically instead of theoretical work. People encounter new experience that develop a
chance for learning new things.
Reflection observation-
In this stage, person reflect or review their own experience before making any decision because it directly
affects practices. Person review the overall situation and find out meaning behind experience.
Abstract conceptualization-
Individual work and behave after learning from their own experience, they develop concepts to explain
experience, this will give them an opportunity to rise new changes or ideas.
Active experimentation-
After learning from practical and theoretical methods, individual apply what they learned from experience.
Kurt Lewin’s Change model
17

Explain
Lewin's change model-
According to Lewin, procedure of change entails developing perception that modification is needed,
desired level of behaviour and then moving towards new and finally solidifying that new behaviour as develop.
This model included three steps, mentioned below:
Diagram
Illustration 1: Lewin's change model
(Source: Lewin's 3-Stage Model of Change, 2019)
Apply
Unfreezing-
Before change will be implemented, it commonly go through initial phase of unfreezing. In business,
many workers will naturally resist change because they do not want to make any changes in their existing working
style. During this stage, goal to management is to generate awareness of how changes hinder organizational as
well as staff abilities and current level of acceptability. With the help of communication awareness regarding
change is effectively spread around workplace, it helps to motivate people to accept changes.
Changing-
After individual are unfrozen, they can start to move, according to this model, changes is process where
company will move or transition into this new phase of being. Most people struggle during change procedure, in
which management play their role and support their staff to keep calm themselves. Training and support is very
essential for people at this movement as it make them comfortable and familiar with change.
18

Refreezing-
After feeling comfortable and understand importance of change, people are ready to accept changes.
DISTINCTION(D1)
3) Produce a detailed and coherent professional development plan that appropriately sets out learning
goals and training in relation to the learning cycle to achieve sustainable business performance
objectives.
Goal 1 Where I want to be professional? In how many years?
I want to be professional as human resource
consultant in large or multinational organization
where I will manage number of workers at
workplace. I want to be HR consultant in 2
years.
Objectives Actions will helps to achieve goal?
To improve
communication
skills
To achieve my first objective or goal, I like to begin communication and make
interaction with other peoples, that help to improve my communication skills
and support to become effective HR consultant.
To enhance
Critical
thinking skills
In order to achieve this goal, I had to take advice of some professionals who
are able to think critically in their professional career.
To develop
Time
management
skills
I need to divided day to day activity in different level, with the help of making
schedule I can manage my time and complete my work.
Goal 2 Where I want to be professional? In how many years?
I want to be training and development manager,
professionally, in 2 to 3 years.
Objectives Actions will helps to achieve goal?
To motivate
staff
To become training and development manager I need to learn how to motivate
staff and identify different methods for same.
19

To provide
training
My objective is to provide effective training to my workers, while doing job as
T&D manager, to achieve this goal, I need to acquire more information about
ongoing and in job training approaches.
My objective it
to increase
productivity
By choosing the best training program I can be able to enhance productivity of
workers.
Activity 2
Apply knowledge and understanding to the ways in which high-performance
working contributes to employee engagement and competitive advantage.
REPORT
To: Director of HR
From: Maricela Ursu (Learning and Development Consultant))
Date:
Subject: HPW and its contribution to Employee Engagement and Evaluation for different
Approaches to Performance Management.
Explain what is HPW?
High performance Management (HPW)
It is the process to make sure that all the activities are set and the output are also meet the organization's goals in
proper and effective manner. High performance management also focus on the performance of an organization in
order to manage the task (Ogunyomi and Bruning, 2016).
As organization human resource make sure that they drive the quality and effectively manage the work but for
that employees require motivation and as a result, high performance management model works.
20

How does HPW contribute to Employee Engagement?
Contribution of HPW to Employee engagement
Employee engagement is the extent through which employees feel passionate about their jobs and that is why,
through high performance management, managers of Virgin Media tries to focus on employee engagement. Such
that they provide training session to their employees in order to enhance their skills and thus, it helps the business
workers to learn new skills which help to keep employees within a firm. Moreover, HPW provide ways to
managers through which the employee may easily engage within a firm. Such that through flexible working hours,
company contribute to keep employees engage (Shin and Konrad, 2017).
Or else, by providing training session, employees are easily perform their work and also earn extra pay as well.
What are the benefits of HPW? In Virgin Media, does it improve employee competitive advantage?
Benefits of HPW
 HPW allow employees to increases their performance level and this in turn assist business to enhance their
productivity level as well.
 Further, it also helps to change employee attitude. Such that workers feel and start taking more
responsibilities in order to improve Virgin Media's product and services. Thus, they develop innovation
skills and provide more services in market place with a shorter life span (Benefits of using HPW, 2019).
 Through HPW, there will be better cooperation inside and outside of the firm. It is so because due to
employees put their efforts in order to attain defined aim and objectives., or else, they share new ideas
which helps business to enhance its growth.
 HPW also contribute to gain better financial results. Such that when productivity increases, it directly
creates positive impact upon turnover and also decreases cost.
Thus, in Virgin Media, HPW also helps to improve the employee competitive advantage such that when
productivity of employees increases it helps the firm to gain better financial result. this all helps employees to
enhance their skills and gain better results in competition. Moreover, achieving high scores in HPW provides
better results in term of earning revenue and as a result, the competition is so stiff . At that time, employees uses
their skills in order to provide better product/services so that business will stay ahead in a competition. Therefore,
it shows that there is positive impact of using HPW to gain employee competitive advantage.
21

Analyse its benefits with justifications to a specific organisational situation within Virgin Media to improve
employee competitive advantage. (M3)
EXAMPLE OF A SITUATION
Example of a situation
 When there is a high competition in market, Virgin Media provides training session by hiring experts so
that they helps to increases skills among employees. This in turn assist business to meet the demand of
customers and also increase financial performance. Therefore, it will help employees to cope up every
complex situation and also maintain stiff competition in market as well (Li, 2016).
 Further, when there is an immediate project assign to employees of Virgin Media, at that time, they all
work together and also share their ideas in order to complete the goal in defined time. Therefore, there are
many situation, but by using high performance management, employees gain competitive advantage.
“Evaluate ways in which performance management, collaborative working and effective
communication can support high-performance culture and commitment
Performance management, effective communication and collaborative working support high perception
commitment and culture. All these activities will enhance productivity, improve practices and increase
profitability of business.
Identify the different approaches to Performance Management?
Performance management is the process which make sure that company' manager set all activities and also,
the output are meet an organization's goals in proper manner. Hence, it mainly focus on performance of
organization, department and employees in order manage very specific task. There are different approaches
of performance management which are as mention:
Collaborative working
It is consider one of the best approach that helps to perform the work in a group. It is mostly used by the firm in
order to deliver specific projects in defined deadlines (Gerrish, 2016). Through this approach, employees of
the company share their ideas, experience so that they avoid mistakes. Hence, this approach assist to
increases creativity and most of the big firm uses this strategy of performance management to complete
defined task.
360 DEGREE FEEDBACK
Another process through which employees receive confidential and anonymous feedback from the people who
work around them. This approach includes manager, peers and direct report. Thus, its main purpose of to
help each and every individual to identify their strength and weaknesses and also to contribute insights into
aspect of their work. Therefore, taking feedback form peers will help the managers to determine the behavior
22

of employees and then they provide effective training system to minimize weaknesses (Rajnoha and
Lesníková, 2016).
CONTINUOUS IMPROVEMENT
It is the process through which each and every employee of a company are observe in detail and then evaluate
their strength and weaknesses so that further action will be taken. Moreover, it is a type of cycle through
which managers analyze every employees performance so that they will further make reports on the basis of
that.
COMMUNICATION AND CLARITY
In every company, employees and manager must require effective communication skills and proper clarity in
their words. This will help to deliver the words to each other and also meet the defined aim and objectives as
well (Sutheewasinnon, Hoque and Nyamori, 2016). Therefore, a good communication needs to be
meaningful exchange between two and more parties in order to understand the words clearly. This is also
consider an important performance management approach which helps to motivate employees in order to
perform the work in effective manner.
TRAINING AND SKILLS DEVELOPEMNT
One of the most important approach that helps to enhance skills and knowledge of every employees so that thy
further assist company to meet the defined aim and objectives. Training session are generally organized by
company to prepare employees to learn new task. On the other side, skill development is another part of
training in which employees may enhance their current skills. Therefore, these help the candidate to
increases their overall efficiency which in turn assist their personal and professional development.
Evaluate the effectiveness of the approaches mentioned.
All the mention approach will help the business to creates positive influence on job satisfaction and also
employee loyalty. Such that by using 360 degree feedback system will help manager to identify the ways
through weaknesses will be supported. Moreover, approaches of performance management system facilitate
a cordial relationship between an individual employee and manager that is further based upon trust and
empowerment. Overall, these approaches will also establish clear linkage between performance and
compensation and also assist employees to generate best opportunities for career growth (Gerrish, 2016).
Therefore, it will help the take a business at further level of success.
Additionally, these approaches also benefit an organization, managers and employees such that helps to save
time, lower down the cost and also make sure about efficiencies and consistency in performance. Moreover,
these approaches serve as an important tool for realizing goal by implement best strategies and this in turn
also assist to drive business at right way.
Approaches support High performance Culture at Virgin Media
All the approaches also support to improve culture at Virgin Media because this methods assist all employees to
keep performing well within a business. As a result, it will help to work together in collaborative manner.
Further, working in a group will also help the business to meet aim at faster rate as compared to working
individual. Moreover, when team working in proper manner, then it will also help to maintain positive culture
and this in turn, assist business to meet all defined aim and objectives (Li, 2016). Overall, through this
approaches, managers of Virgin Media may easily monitor the progress of every employees, this in turn
23

assist employees to keep increasing their overall performance and also maintain positive working
environment within a firm.
How do these approaches support High performance Culture at Virgin Media?
Therefore, it is also analyzed that with effective performance management approaches, company enhance the
performance level of every employees and this in turn also assist to improve overall, financial performance of
the company in better manner. Hence, approaches keep identifying the strength and weaknesses of the
employees and this further assist them to provide good working environment to all employees.
EXAMPLE1
When managers of Virgin Media uses 360 degree feedback as a performance management approach then they
easily realize the view point of each and every people around an employees, this is turn helps to determine
the view of others. Moreover, by taking complete feedback from others will assist manager to implement
strategy which help to improve skills and then promote positive culture.
EXAMPLE 2
By using approach as a collaborative strategy as a performance management approach, will help employees to
promote the positive working environment. Therefore, when people working in a team will help them to share
their experience and ideas to each other in order to prevent from any mistakes. Thus, it assist them to
enhance their team working abilities and as a result, it will help to complete the defined aim and objectives in
better manner.
Critically evaluate the different approaches to performance management and make judgements on how effective
they can be to support high performance culture and commitment. (M4)
Basis 360 degree
feedback
Continuous
improvem
ent
Training and
skill
developm
ent
Collaborativ
e working
Communicat
ion and
clarity
Advantage This
approach
is quite
beneficial
in context
of Virgin
Media, as
it help to
As compare
to, other
approache
s,
continuous
improveme
nt is the
best
Training and
developme
nt
approach
help to
increase
staff
motivation
It helps to
develop
high level
of thinking
and
increase
people
retention.
It supports to
prevent
misunderst
anding &
keep
workers
things
running
24

increase
self
awareness
and build
confidence
level of
workers.
method,
that help to
enhance
productivity
of people
rather than
before.
al level. effectively.
Disadvantag
e
It is quite
lengthy
process
that
consumes
efforts and
time as
well.
Continual
improveme
nt tends to
be good for
company,
when it
implement
ed
effectively,
objectives
is not be
communic
ated
efficiently
and person
cannot
sufficiently
motivate
their
people
through
this
improveme
nt.
It consumes
a lot of
time rather
than other
approache
s.
It might be
created
conflicts in
working
styles .
Some time it
is difficult
to used or
apply this
approach
in large
number of
people.
DISTINCTION(D2)
1. Provide valid synthesis of knowledge and information resulting in appropriate judgements on how
HPW and mechanisms used to support HPW lead to improved employee engagement, commitment
and competitive advantage.”
High performance working is very beneficial in context of workers as it help to motivate staff , enhance their
ability and capabilities of work which allow people to contribute in achieving business objectives in
competitive environment. It also helps to improve employee engagement level rather than before and make
effective team who support to gain competitive advantages.
25

References
Book and Journals
Agrawal, S. and Chatterjee, S., 2020. Recent Training Trends: Learning and effectiveness (No. 2392). EasyChair.
Churchill, L. R., 2020. Ethics for Everyone: A Skills-based Approach. Oxford University Press, USA.
Conceição, O., Sousa, C. and Fontes, M., 2018. Knowledge bases and variety of networking behaviour among
research-based spin-offs. In 13th European Conference on Innovation and Entrepreneurship (pp. 208-
218).
Dagues, M.B., Hall, C. L. and Giraldeau, L. A., 2020. Individual differences in learning ability are negatively
linked to behavioural plasticity in a frequency-dependent game. Animal Behaviour. 159.pp.97-103.
Davoine, É. and Deitmer, L., 2020. German Dual Training through Apprenticeships: An Exportable Model?. The
Success of Apprenticeships: Views of Stakeholders on Training and Learning. 3. pp.133-141.
Gerrish, E., 2016. The impact of performance management on performance in public organizations: A meta‐
analysis. Public Administration Review.76(1). pp.48-66.
Hidayat, M., 2018. The Influence Of Developing Human Capital Management Toward Company Performance
Study At Developer Company In Makassar Indonesia.
Li, K., 2016. Power and performance management for parallel computations in clouds and data centers. Journal of
Computer and System Sciences. 82(2). pp.174-190.
Lin, C. Y., Huang, C. K. and Ko, C .J., 2020. The impact of perceived enjoyment on team effectiveness and
individual learning in a blended learning business course: The mediating effect of knowledge
sharing. Australasian Journal of Educational Technology.
Mustofa, A., 2020. Process Approach as Skill Enhancer in Writing Recount Text. SALEE: Study of Applied
Linguistics and English Education, 1(01), pp.93-103.
Ogunyomi, P. and Bruning, N. S., 2016. Human resource management and organizational performance of small
and medium enterprises (SMEs) in Nigeria. The International Journal of Human Resource
Management.27(6). pp.612-634.
Page West III, G. and Gemmell, R. M., 2020. Learning behaviors across levels in new ventures and innovation
outcomes. Journal of Small Business Management, pp.1-34.
Poddar, A. and Narula, S. A., 2020. A Study of Corporate Social Responsibility (CSR) and Sustainable
Development Goal (SDG) Practices of the States in India. In Mandated Corporate Social Responsibility (pp.
85-94). Springer, Cham.
Preskar, M. and Žižek, S. Š., 2020. The Effect of Organizational Culture on Organizational Energy. In Recent
Advances in the Roles of Cultural and Personal Values in Organizational Behavior (pp. 36-54). IGI Global.
Radosevic, S., 2020. Technology upgrading and RTD challenges in Western Balkan region: issues and policy
options. R&D and Innovation in Western Balkans: Moving Towards.
Rajnoha, R. and Lesníková, P., 2016. Strategic performance management system and corporate sustainability
concept-specific parametres in Slovak Enterprises. Journal of Competitiveness.8(3).
Seemann, P., Stofkova, Z. and Binasova, V., 2020. Developing coaching skills of managers in global context.
In SHS Web of Conferences (Vol. 74, p. 01030). EDP Sciences.
Shin, D. and Konrad, A.M., 2017. Causality between high-performance work systems and organizational
performance. Journal of management. 43(4). pp.973-997.
Sutheewasinnon, P., Hoque, Z. and Nyamori, R. O., 2016. Development of a performance management system in
the Thailand public sector: Isomorphism and the role and strategies of institutional entrepreneurs. Critical
Perspectives on Accounting.40. pp.26-44.
Wagner, C., Sancho-Esper, F. and Rodriguez-Sanchez, C., 2020. Skill and knowledge requirements of entry-level
logistics and supply chain management professionals: A comparative study of Ireland and Spain. Journal of
Education for Business.95(1). pp.23-36.
Zulfan, G. and et.al., 2020. The Influence of Organizational Culture on Employee Retention: A Case of
Google. Journal of the community development in Asia.3(1). pp.25-32.
Online
Benefits of using HPW. 2019. [Online]. Available through: <https://www.hpocenter.com/article/benefits-of-the-
hpo-framework/>.
26

Kolb's Learning Styles and Experiential Learning Cycle. 2017. [Online]. Available through:
<https://www.simplypsychology.org/learning-kolb.html>
Lewin's 3-Stage Model of Change: Unfreezing, Changing & Refreezing. 2019. [Online]. Available
through:<https://study.com/academy/lesson/lewins-3-stage-model-of-change-unfreezing-
changing-refreezing.html>
27