Developing Individuals, Teams and Organisation: HR Skills and Training

This report delves into the crucial aspects of human resource management, focusing on the development of individuals, teams, and the overall organisation. It begins by outlining the essential skills, knowledge, and behaviours required by HR professionals, followed by a personal skills audit plan using SWOT analysis. The report then presents a detailed personal development plan, highlighting objectives, activities, and support sources. Furthermore, it differentiates between organisational and individual learning, training, and development, emphasizing the need for continuous professional development to drive sustainable business performance. The report explores how high-performance work systems (HPWS) contribute to employee engagement and competitive advantage, analysing the benefits of applying HPWS within a specific organisational context. Different approaches to performance management are examined, along with how they support a high-performance culture and commitment. The report culminates in a synthesis of knowledge, evaluating how HPWS and related mechanisms improve employee engagement, commitment, and competitive advantage, providing valuable insights into effective HR practices.

Developing
Individuals, Teams and
Organisation

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P2. Personal skills audit plan.......................................................................................................6
Personal Development Plan-........................................................................................................7
M1 Professional skills audit as well as professional development plan that provide evidence
of personal reflection and its evaluation....................................................................................10
TASK 2..........................................................................................................................................10
P3 Differences between organisational and individual learning, training and development....10
P4 Need for continuous learning and professional development to drive sustainable business
performance...............................................................................................................................14
M2 Learning cycle theories to analyse significance of implementing continuous professional
development...............................................................................................................................15
P5 Demonstrate how HPW contributes to employee engagement & competitive advantage in a
specific business situation..........................................................................................................15
M3Analyse the benefits of applying HPW with justifications to a specific organisational
situation......................................................................................................................................17
P6 Different approaches of performance management along with this how it support high
performance culture & commitment..........................................................................................18

M4 Critically evaluates different approaches and make judgements on how effective they can
be to support high-performance culture and commitment.........................................................19
D2 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...................................................................................19
CONCLUSION..............................................................................................................................19
Books and journals....................................................................................................................21

INTRODUCTION
Management is the procedure for overall area related to activity and function of
organisation. The manager signifies whole planning of activity of organisation that requires to be
performed within business organisation. This assignment focuses on human resource
administration as it is the most important activity that helps in achieving goal. It is necessary to
provide contribution by HR manager to execute significant role in recognising whole workforce
potentiality and also offer guidelines to increase skills. In context of international brand
organisation named as Hamleys. It is the largest retailing company which is founded in the year
of 1760 by Hamley Holborn at London. In reference of chosen organisation, they emphasize on
different elements of HR professional involving personal skills, training skill, knowledge that
helps in setting target for increasing profitability and output for organisation in future period of
time(Aas, 2017).
TASK 1
P1. Explain knowledge, Skills, and Behaviour needed by HR professionals:
The HR manager focuses on different activity and function of business organisation in
order to execute it in an appropriate manner. It is the responsibility of HR manager to handle
different thing in proper way. Their focus is on increasing their knowledge as well as a skill that
help in cop up with difficult situation and resolving problem that assists in achieving success in
future period of time. There is different skill which is needed to execute by HR professional one
point of view of essentials of marketing. Therefore, it is necessary for HR manager to have a
skill that help in increasing sales in future period of time that is going to be mentioned below:
Skills
Problem solving is it is determined as the most important skill that is required by HR
professional to execute subordinate and facing challenges to perform work in an appropriate
manner. The manager focuses on follow correct path and increase morale and motivational level
of subordinates that will help in maintaining superior interpersonal relationship between
subordinate(Avgerou and Walsham, 2017).
Decision making skills for taking decisions, it is necessary for business organisation to
perform task in an appropriate manner. The HR professional focuses on setting goals as well as
strategy while hiring new applicant, taking round of interview and make proper decisions while

choosing them. The HR manager focuses on delegating power to low level in order to set
standard.
Analytical skillsThe HR professional of Hamleys focuses on taking appropriate
decisions as per need of market. It is analysed through assessing market requirement in order to
promote products and services according the need of its user.
Adaptability of dynamic environment the HR manager or professional of
Hamleysfocuses on having a skill that helps in confronting challenges and adopt dynamic
business environment in flexible manner.
Knowledge
Induction it is determined as a first function that is executed by HR professional in
which management team focuses on providing job description by using induction process.
Therefore, the manager focuses on having a knowledge regarding job description and all other
functions related to organisation. In other words, induction is determined as a basic structure that
involving specification of target of organisation functions and contribution of subordinate within
company. The HR professional focuses on having a induction knowledge in order to provide
better knowledge to its new applicant and their performance leads to increase gain in future
period of time. Therefore, the manager focuses on making appropriate induction process and
perform different work in an appropriate manner(Bai and Ciacci, 2017).
Compensation and benefit the organisation focuses on operating function by its
subordinate that help in achieving profit in future period of time. They also focus on providing
compensation to subordinates in order to increase their welfare during particular phase of time
period. The HR professional focuses on increase awareness regarding policy of subordinate
compensation act that help in providing wages as per their performance level. Hence, the
statutory redundancy payment Act was implemented in order to provide suitable ways to its
employees. This kind of knowledge leads to avoiding issues and conflicts in respect of benefits.
Behaviour
Participative the behaviour of HR professionals is to assess the role as well as
responsibility in respect of managerial task and how they handled to maintain appropriate use of
fresh talent and also they focus on making appropriate use of fresh talent by providing
appropriate training method and filling vacant job position by providing them task and achieving
target in an appropriate manner.

Be transparentthe HR professional focuses on behaviour that must be transparent polite
as well as calm that help in decreasing gap of communication among employee as well as
employer. It also help employee in performing work in smooth manner without any kind of
fear(Baker, Hoffman and Fenlon, 2019).
P2. Personal skills audit plan
It is important for HR professional to assess capability and knowledge in order to carry
out different work in an appropriate manner. The HR manager focuses on making sure that they
execute different kind of duty in an appropriate manner(Bergström and Lindh, 2018). The
SWOT analysis used for skill audit that keep emphasis on different kind of aspects that is going
to be mentioned below:
Strength Weaknesses
 As HR professional, the strength of
company is it subordinate it is my duty
to execute and perform different work
in an appropriate manner. I generate
this capability to increase
understanding level regarding
circumstances and keep influence in
context of contribution as well as
efforts of employees and also their
welfare. In addition to this, it is my
responsibility to generate free
atmosphere for making appropriate
communication and also provide good
training process.
 As a HR professional, there are various
weaknesses in performing different
operation function in an appropriate
manner. In order to execute appropriate
things, I have to confront difficulty and
complexity in employee administration,
in context of setting activities of group
by using mutual concern of other
administration leads to inter-personal
relation of subordinate required to
overcome it by providing task or work
to qualified subordinate(Ellis, 2018).
Opportunities Threats
 For initiating my role of job in
appropriate manner, it is necessary for
me to have a good motivational skill to
 There are various threats that put
pressure on functions of organisation.
Hence, as a HR manager of Hamleys, I

motivate a subordinate and perform
different activities in an appropriate
manner. It also help me in performing
different activity in proper way and
increase moral or cooperation of
subordinate during particular phase of
time period. This opportunity results in
having a relationship with its customer
and increase market growth in
executing different managerial
activities(Holton and Dent, 2016).
personally focuses on taking own
decisionsthat leads to decreasing
productivity and also arises problem
related to motivating employee at a
similar time.
By using SWOT analysis, I am focusing on my less appropriate area and required to
emphasize on it for conducting different task within business organisation in an appropriate
manner. There are various policies that are made by employees in order to overcome from
different kind of issues (Hollnagel, 2017)
Personal Development Plan-
Personal development plan is undertaken as the procedures of developing as well as
formulating strategies based upon the business practices (Staniškienė and Stankevičiūtė, 2018).
Moreover, it helps them to make an action as per their plan for upcoming performance objective
settings, planning for workforce growth. Within Hamley’s human resource manager have to
provide guidance upon how the administrative manage their competencies as well as render
training & development for self improvement. In this respect PDP plan is developed below:
Personal Development Plan
Development
Objectives
Priorities What activities
do to achieve
theobjectives
Support sources
to achieve the
objective
Duration
Inefficient
management
This has to be
upon higher
priority of human
Participants into
whole entity
activities aid them
It assists them to
facilitate helps as
well as support
5 month

resource manager
is to develop
effective working
atmosphere as
well as maintain
relations among
staff.
to attain the
objectives of
business.
whole staff to
attain their
objectives.
Staff involvement Participation of
staff within entity
is the higher
priority of
managers for
supporting active
participation
within entity.
For determining
the various
manners how to
involve the staff
within entity is
wholly based on
the leaders how to
determine
workers
competencies as
well as interests.
By undertaking
several tactics as
well as
approaches a
leaders could
simply involve
the staff within
entity.
4 month
Decision making
skills
This is considered
as the essential
work for taking
effective
decisions as well
as determines the
conditions
effectively.
Determining
whole
components as
well as thereafter
undertakes
decision for
analysing the
present
circumstances.
I would perform
some effective
practices of
business which
aids me to
undertake
objectives
effectively and
efficiently.
3 month

Learning
objective
Current
Proficiency
Target
proficiency
Development
opportunities
Time period
Coordination
skill
6 10 Therefore, this is
essential to have
effective
relations among
staffs for
implementing
various activities
in most effectual
as well as
efficient way.
60 days
Communication
skill
7 10 This aids them to
interact with staff
in effectual way
as well as direct
them towards
performing its
task
appropriately and
effectively.
45-60
Conflict
resolution
5 10 This is essential
to have disputes
solution
competencies for
affirmative intent
at work area.
50-55
Technological
skill
4 10 The advanced
technological
60-75

competencies are
essential in order
to perform the
task in much
effective and
effective way.
M1 Professional skills audit as well as professional development plan that provide evidence of
personal reflection and its evaluation
Professional skill audit as well as professional improvement plan assist in providing
evidence and achieve goal in timely manner. It is necessary to have a different kind of
professional skill in order to execute proper plant related to achieving goal in timely manner.
Therefore, it is necessary to convert weakness into strength for conducting different task in
proper way.Hence, it is necessary to maintain a professional improvement plan in order to
achieve goal and objective in pre-decided period of time. It also helps in increasing performance
level of individual person that help in increasing profit margin in future period of time. It is
necessary to maintain plan for increasing productivity and profitability level.
TASK 2
P3 Differences between organisational and individual learning, training and development
Within current competitive business atmosphere all entity intent towards maintaining the
high profit, for instance they would have to conduct various kind of activities for developing as
well as improving performance of its staff through facilitating them several training programmes.
The key intent beside this is to enhance its competencies as well as maximise its level of
performance for assuring its longer period sustainability as well as enhance competitive
advantages (Vindeløv-Lidzélius, 2020). In respect of Hamley’s, this have been determined that
firm is providing effectual training as well as development programmes to workers for
developing them competitive as well as enables them to learn new and unique technological
modifications as well as tactics in order to conduct its roles and accountabilities in appropriate
and effectual manner. The key intent beside this is to maximise their whole profit and sales of
business.

Individual learning: This is undertaken as the procedures of changing staff attitudes as
well as understanding. So, the individuals learning session aids into whole workers development
within firm through assistance of training and development. Additionally, with aids of respective
strategy staff could enable themselves for determining its competencies and capability. In
addition to this, respective kind of learning programmes is being provided through respective
entity for allowing that employers have to learn the general information as well as
accountabilities of work or job. Along with it, with assistance of this workers could effectually
be aware about its actual responsibilities as well as may perform them in effective and effectual
way at pre-determined time durations.
Organisational Development: After accomplishing the individuals learning, the key
intent of leaders is to attain the organisational objectives with fuller usages of resources. In
addition to this, the development of firm is undertaken as the procedures wherein methods of
modifying the business process for establishing the ability to modify as well as gain high
effectiveness by developing procedures, framework and many more. The key intent of leader is
accomplishing the organisational objectives effectively and efficiently. Along with this, this is
considered as one of the effective types of learning which has been facilitated to staff within
entity work area structures (Westcott, 2016). Additionally, the respective entity provides
effectual organisational learning programmes for influencing staff as well as make them aware
about the advanced technologies and their firm’s intent. Also, it is helpful into staff performance
in effective aligned with business goals by that firm ensures high growth as well as much
competitive enhancements
Difference between organisational learning and individual learning
Basis
Meaning
Organisational learning
Organisational learning is considered
as the procedures of firm for
improving themselves by obtaining
experiences as well as utilising those
experiences for developing
understandings.
Individual learning
The individual learning is
undertaken as the procedures of
obtaining as well as enhancing
understanding and competencies.
Moreover, this also being
acknowledgeable regarding the
business objectives as well as how

Aim
The organisational key learning is to
facilitate direction to staff how
effectually the whole activities can be
understandable.
to attain them in effective and
efficient manner.
Each and every firm have
fundamental intent of individuals
learning as without of individuals
learning staff cannot develop their
competencies.
Training as well as development is considered as one of the essential activities of entity
as without training and development staff cannot become aware regarding the objectives of firm
as well as do not waste the resource. In addition to this, training is undertaken as the procedures
or techniques that is utilised for enhancing or improving competencies & understandings of
specific individuals (Woodcock, 2017). While on other side, development is considered as the
method of attaining the growth at ongoing level.
Difference between training and development
Basis
Definition
Skills
Training
Training is considered as an act of
enhancing the understanding as well
as competencies of staff in order to
perform as specific jobs effectively
and efficient. It has been highly
utilized techniques facilitated
information related to business
Objective.
The most important things on
training to develop the employee
Development
Development is the procedure for
innovative procurement that
develop, form, growth, improve, and
others. .
Development changes the develop
or growth of employee knowledge

Focus
Role
technical skills.
The method of training is less
duration. And the important role of
training gives the knowledge about
the management vision and data
related to job details.
Training have the great chance to
gain new skills and develop the
knowledge of productivity.
such as understanding skills, self-
confidence skill, communication
skills.
The method of development is for
long duration. The important role of
development to improve or
developed the employee knowledge
and skills, quality of leadership,
concerned with organization.
Development is the method for the
employee to desire the
organizational as well as individuals
growth.
In respect with Hamley’s, this have been determined that firm considered several training
programmes for enhancing the performance of staff as well as also encourage them for
performing its roles as well as accountabilities with effective productiveness. In addition to this,
training would be also helpful for staff for making adaption towards modifications that entity
may executes for ensuring longer term sustainability as well as much competitive enhancement.

P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning assists in clearing concept that assists in expand knowledge, skill as
well as expectation. Therefore, continuous learning is important for business organisation as it
helps in increasing level of performance of subordinate. And, this learning assists in motivating
individual person and increase participation of individual person within business organisation
also provide innovative ideas or increase level of performance during particular phase of time
period. In context of continuous learning,it helps in increasing active participation of subordinate
within business organisation that helps in increasing level of performance. Due to regular
learning, it is necessary to have an innovative ideas or views that assistin motivating subordinate
and accomplishing goal in timely manner. The company emphasized on appropriate utilisation of
resources in order to achieve goal and objective in timely manner. It also helps in increasing
profitability of productivity in future period of time. The manager of company emphasized on
enhancing performance level of employees by providing appropriate training to them that
increases knowledge for conducting task in an appropriate manner(Kools and Stoll, 2016).
The organisation focuses on appropriate use of resources for achieving aim of company in
future period of time. In assistance of this, the professional improvement plan provides
instruction to achieve goal and assist in increasing skills as well as knowledge of subordinating
during specific time period. Hence, in professional improvement plan focuses on providing
formal training and also offer information that help in achieving goal without any kind of
wastage of resources during particular phase of time period. The plan help in achieving goal in
timely manner and increase participation level of subordinate in order to enhance level of
performance due to regular learning and provide new ideas that assists in influencing subordinate
for achieving goal in timely manner. Therefore, it is necessary for business organisation to
reduce wastage related to resources and increased profitability margin in future period of time.
Hence, it is necessary to increase continuous learning as well as professional development that
help in sustainable business performance in future period of time(Lin and Sanders, 2017).

M2 Learning cycle theories to analyse significance of implementing continuous professional
development
Kolb learning style statement is a concept which is applied in flexible situation. Therefore,
this theory has four elements which are preparing, absorbing, capturing as well as reviewing.
These factors provide a detailed skill and knowledge to HR in order to perform different work in
an appropriate manner. Therefore, it helps in enhancing learning ability and improving or
influencing subordinate. Hence, improvement of innovative offers new experiences. All these
kind of stages helps subordinate to continuous professional improvement for an achieving target.
It signifies various stages that are going to be mentioned below:
Concrete experience in this level, the learning is done through experience.
Reflecting observation it is determined as a concept that emphasized on learning by
observing another individual and also scanning environment in various situations.
Abstract conceptualization herein, the focus is on learning by using innovative ideas
and thinking in proper manner and also focus on analysing situation.
Abstract experimentation it is determined as a last or final aspect in which it provides
attention to learning in order to perform different event by taking action.
TASK 3
P5 Demonstrate how HPW contributes to employee engagement & competitive advantage in a
specific business situation
In organisational sector, it is important to engage with employees and focus on growth and
development of company. In this competitive market, it is important to produce higher
productivity and gain competitive advantage so that decision making as well as goals are
accomplished within a period of time. In context of Hamleys, they also make a shock that
employee engagement it and competitive advantage are being achieved in appropriate way. HPW
is also known as high performance working in which it is a kind of approach which is used by
enterprise to increase employee engagement and their commitment as well as their involvement
with the workplace achieves higher performance(O’Grady and Akroyd, 2016). This concept of
HPW is important as it increasing efficiency level of employee at higher level. Engagement
refers to involvement of individual at workplace and interaction with other people. It is often
seen that employee engagement leads to higher development and when employees are involved
properly in become easy for enterprise to gain competitive benefit.

Contribution to employee engagement by HPW
High performance work system contributes to employee engagement at wider context
because when subordinates data transparent interactions with their leaders and managers it
become easier for them to get engaged with organisation in effective manner. So when
performance is high, employee engagement become more is easier to establish.
Contribution to competitive advantage
High performance work also contributes to competitive advantage because with presence
of skilled employees and individual within enterprise makes it easier for entity to use knowledge
and experience subordinates for their key functional areas in market. In relevance of selected
organisation, they also uses and adults with concept of HPW on the basis of which competitive
benefit become easy to achieve(Nicholls and Nicholls, 2018).
Benefits of HPW to employee-
 Better cooperation- Main advantage of this HPW to employees that subordinates easily
engaged and which leads to providing better cooperation as well as coordination at
workplace.
 Positive attitude- It is another benefit of high performance work system two employees
as when performance and progress level increases subordinates at workplace start to gain
positive attitude towards different situations and people.
Benefits to employer-
 Higher productivity- High performance work system is also beneficial for organisation
as they are able to achieve higher productivity due to high skilled employees. In
relevance of selected organisation, we have been able to increase their productivity
because of retaining of employees for longer period.
Impact on stakeholders-
Employees- This concept has deep impact on employees as because they are important
stakeholders of company who have interest in gaining growth and development of skills and
knowledge. So when HPW is used in enterprise it directly impacts upon subordinates morale as
well as motivation.

Customers-High performance work system also impact on customers because if low
performance employee interacts with customer then total satisfaction is being not provided and
which leads to problems.
Shareholders- It also affects the shareholder of company as because shareholders are
those stakeholders who have interest in achieving of better rate of interest and which is only
possible when higher performance and productivity is being delivered by organisation through
skilled employees(Phillips, Nyumbu and Toner, 2017).
Approaches to HPW
 Recruitment-It is most important approach of HPW which can be used by entity as in
this organisation is related to search and identify for the deserving candidates for relevant
job role so that roles and responsibilities are fulfilled at all aspects. By properly carrying
out recruitment within enterprise leads to hearing and selecting of most deserving
candidates who has the ability to deliver better output and results.
 Extensive training-In viewpoint of Hamley’s, it is necessary for them to implement and
provide effective training and development programs to their subordinates so that it is
easier to establish high performing work system in effective manner. With the help of
extensive training, subordinates are able to increase and improve their skills at higher
scale which also needs to develop of new knowledge in the relevant sector.
 Higher pay-It is also most effective approach which can be used by enterprise as this
performance could be improved through paying higher wages to personnel who motivates
them to work with their higher performance and efficiency.
M3Analyse the benefits of applying HPW with justifications to a specific organisational situation
There are different types of benefits to organisation when applying high performance work
system at workplace such as development of employee motivation, higher productivity, and
enhanced efficiency level. Through properly analysing these benefits needs to achieve of goals
and objectives in most appropriate way. In context of chosen entity, they need to apply this
concept in such a way that they are able to improve and develop efficiency scale of both
subordinates as well as organisation at larger level. It is duty of a manager and leader to make a
show that benefits are being achieved when high-performance work system is applied. It also
leads to higher growth of a company in future period.

Therefore after analysing of above matter, it has been stated that it is important to
understand and implement high performance work system within entity so that better output and
results are achieved(Proctor, 2018).
P6 Different approaches of performance management along with this how it support high
performance culture & commitment
In corporate sector, performance management is an important concept which is to be
understood with proper considerations so that easy to make decisions regarding future
development and growth. Performance management is defined as process of continuous
communication between supervisors and personal throughout the year to achieve strategic
objectives within enterprise .Hamley also focuses on performance management on the basis of
which it is easy to make decisions and implement strategies accordingly.
This concept also supports high-performance culture as well as commitment as because
when performance and progress of subordinates are analysed and examined, other individuals
also focuses on their performance which leads to high performance culture. Moreover after
evolution of performance management commitment is made by employees towards their
improving of progress level within organisation. There are different types of approaches of
performance management which are used by Hamley’sand are discussed below-
360 degree- It is being considered as most important and effective approach of
performance management which is being used by selected organisation. In this performance
management approach feedback from colleague’s employees and superiors are being undertaken
and then decision regarding performance is made. Through using of this method, help company
in determining the appropriate level of employee.
Collaborative approach- It is another method of performance management which is being
adopted by company image extent to which individual corporate and co-ordinate with each other
at workplace are properly examined by supervisors. It also reflects their progress level through
coordination with others. So, it is necessary to use this approach as it gives an insight of
employee perception.A subordinate with non-collaborative mind is mostly neglected by
superiors & also impact negatively upon their performance level. Thus, it is necessary to focus
on mutual cooperation and coordination.
Behavioural approach- Behavioural approach is also an effective method which is
adopted as in this main focuses on behaviour of employee regarding their work pattern,

behaviour regarding desirable results etc. It is essential method which is to be considered and
used through different ways such BARS which is also known as behaviour observation rating
scale which rates the behaviour of subordinates at workplace(Samkin and Wingard, 2020).
Above discussed two paragraph shows that it is essential to be aware about performance
and progress level of employees so that it is easier to achieve organisational objectives with
higher efficiency level.
M4 Critically evaluates different approaches and make judgements on how effective they can be
to support high-performance culture and commitment.
There are various types of approaches to performance management such as behaviour 360
degree and collaborative approaches which are being utilised by Hamley's and on the basis of
these it is easier to analyse and examine high performance work culture and commitment of
employees. It has been also evaluated that it is important for corporation to be aware about these
methods so that resources fear opportunities are provided to deserving subordinates with higher
performance level(Stab and Hacker, 2018).
D2 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.
The HPW helps employees that help them in easily engaged and which leads to providing
better cooperation and coordination at workplace. The other advantages of high performance
work system two employees as when performance and progress level increases subordinates at
workplace start to gain positive attitude towards different situations and people. It helps in
achieving goal as well as objective in timely manner that results in accomplishing favourable
outcomes. In addition to this, there are different types of benefits to organisation when applying
high performance work system at workplace such as development of employee motivation,
higher productivity, and enhanced efficiency level. Through properly analysing these benefits
needs to achieve of goals and objectives in most appropriate way(Shevat, 2020).
CONCLUSION
On given report, it is assess that management is the procedure for overall area related to
activity and function of organisation. The manager signifies whole planning of activity of
organisation that requires to be performed within business organisation. This assignment focuses

on human resource administration as it is the most important activity that helps in achieving goal.
It is necessary to provide contribution by HR manager to execute significant role in recognising
whole workforce potentiality and also offer guidelines to increase skills.In reference of chosen
organisation, they emphasize on different elements of HR professional involving personal skills,
training skill, knowledge that helps in setting target for increasing profitability and output for
organisation in future period of time. Along with this, personal development plan is formulated
which is helpful in making an action as per their plan for upcoming performance objective
settings, planning for workforce growth. Apart from this, it has been concluded that in corporate
sector, performance management is an important concept which is to be understood with proper
considerations so that easy to make decisions regarding future development and growth. As this
supports high-performance culture as well as commitment because when performance and
progress of subordinates are analysed and examined, other individuals also focuses on their
performance which leads to high performance culture.

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