HR Skills, Development Plans, and Performance Management Report

This report provides an in-depth analysis of HR professional skills, development, and performance management, focusing on the context of Whirlpool Corporation. The report begins by outlining the essential professional knowledge, skills, and behaviors required of an HR professional, emphasizing the importance of knowledge, skills, and behavior. It then delves into a self-assessment of an HR professional's personal skills, identifying strengths such as communication, time management, and monitoring skills, and weaknesses in problem-solving, decision-making, and technological proficiency. A development plan is proposed to address these weaknesses. The report further explores the differences between organizational and individual learning, highlighting the need for continuous learning and professional development. Finally, it examines approaches to performance management within the organization. The report underscores the critical role of HR in fostering employee engagement and achieving competitive advantage.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Professional Knowledge, skills and behaviour required by HR professional.......................1
P2 Analyse the complete personal skills and develop a professional plan.................................3
TASK 2............................................................................................................................................5
P3 Difference Between organisation and individual learning, training and development..........5
P4 Need for continuous learning and professional development................................................8
TASK 3............................................................................................................................................9
P5 Understanding HPW to contribute employees engagement and examining competitive
advantage.....................................................................................................................................9
TASK 4..........................................................................................................................................10
P6 Different approaches of performance management.............................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
In a business organisation, it is required to improve their employees skills to attain
effective growth and desired objectives easily. This is very helpful for not only individual but
also for hole firm to getting competitive advantages easily. In this process manager of company
conducts monitoring process to analyse employees skills and their working ability according to
organisation's need and its demand (Barber, 2012). This project report is based on Whirlpool
corporation which is a American multinational manufacturer and home appliances organisation.
The company was founded in the year of 1911 by Louis Upton and Emory Upton. Thus firm is
dealing in major and small appliances in world wide and they have approx. 100,000 employees
in their stores who provides effective services to customers. The report provides a analysis on the
bases of professional knowledge, skills and behaviour as well as a self audit that represents own
strength or weaknesses through a development plan. Secondly it represents difference between
organisation and individual learning and its requirement for professional growth. At last this is
represent different approaches of performance management.
TASK 1
P1. Professional Knowledge, skills and behaviour required by HR professional
HR in a organisation play a most important role to provide their services for firms goal
and objectives. Their contribution help to getting future objectives and goals easily. This is
professional development process in which manager uses different kind of tool and technique to
improve their workforce skills and working approaches. For this HR also need some appropriate
methods to that provides various opportunities and advantages in firm to compete with
competition of market.
Knowledge – This is refer to collection of various information that needs to related be
related with particular topic or task. Through this a individual can easily analyse effective
advantage and disadvantage of this for future objectives (Bolman and Deal, 2017). Knowledge
can be gain through books, journals, magazines, observation and so on. In order to be an HR an
individual can pursue a degree course such as MBA in Human Resource Management. Throufh
this they will be able to perform HR roles and responsibilities at Whirlpool because they have
adequate knowledge to take actions.
1

Skill – It is known as ability and capacity of a individual that needs to provide their
effective services for particular task and objective. It can be problem solving, decision making,
time management or leadership that help to make a individual different from others.
Behaviour – This a working approach of individual that acquire relationship with
management, employees and customers to build trust in their mind. It can be define through a
way of interaction in which an individual communicate with others. They should be polite to
others even while giving them instructions. Behaviour can be also be display by a dressing sense
of a person within a corporate sector.
As whirlpool is a well known organisation which is provide their quality products in
world wide. In this process employees of organisation provide their own contribution through
skill, behaviour and knowledge. For them HR of organisation is liable who providing them
specific direction and guideline through their various skills such as -
Communication and Coordination – It is require need for that they improve
communication skill to provide appropriate direction to overall workforce. Through this they
can easily build relation with employees to understand their problems and solve them easily. For
this communication of HR have to be very straight and smooth that helps to provide effective
impact in their working approaches. For this they need to improve HR manager's verbal and
coordinating skills with workforce.
Problem solving skills – It is a specific skill of HR in which they analyse different
situation of organisation to provide appropriate solution easily. Through this skill Human
resource manager build their relation with employees to solve their problems and provide them
guideline to achieve organisation's objective easily. This professional skill help to build positive
working environment in company for employees and customers (Brown and Harvey, 2011).
Problem solving skill helps to provide good confidence from having a good process to use when
approaching as problem.
Decision making skills – This skill of manger help them to facing different challenges
from market and competitive firms. It is provide direction that how manger approaching different
problems in their workplace. For Whirlpool corporation it is very important that their HR make
impactful decision which provide help to landscape business structure easily and adopt different
techniques to build new and quality products for customers. This process required a specific
monitoring and analysis skill of particular topic to make impartial decision for it.
2

Monitoring and controlling – This skill is all about a specific analysis of employees
skill, problems in organisation and different objective that help to achieve future success easily.
Through this research HR provide their appropriate services in enhance employees skills to
providing them training and learning, impactful solutions of different problems, guideline and
direction to achieve business objectives easily (Coghlan and Brannick, 2014).
Appropriate training - This is next also feature of HR manager in which they conduct
training and learning program for their employees to enhance interpersonal skill, ability, working
capacity according to organisation need. This process is very helpful for not only employees but
also for a company to achieve future objectives easily.
P2 Analyse the complete personal skills and develop a professional plan
For a HR professional it is requirement need that they analyse their own skills and ability
to provide effective services in Whirlpool. In this process they need to get a specific knowledge
of their strengths and weakness that help them to provide various opportunities from target
market. In it they can get brief information about weakness that can be make various threats to
them which need to be cover-up by using improvement process. There are various strength and
weakness of HR are given below -
Personal skill audit – This is required to analyse knowledge, skills and behaviour of an
employee. It is document which is used to record strength and weakness of an individual so that
they can monitor their growth. There are various things that provides a strong support to an
individual and at the same time they also need to be find out area for improves. Personal skill
audit is a personal document that provides a support to HR so that they can analyse their positive
points and improve their skills, knowledge and behaviour.
Skills Self assessed score Score from others Variances
Time management skills 7 8 -1
Problem solving skills 7 6 1
Monitoring and controlling skills 8 10 -2
Communication skills 8 9 -1
Technical skills 8 7 1
Decision-making skills 6 8 2
3

As per the above table, it have been view negative variance, shows the strengths and
positive variances as a weaknesses.
Strength –
 Communication skill – As a HR manager of whirlpool, I understand that I have a great
communication skill that help me to build strong relation with employees and customers
in working place. It is very helpful for me to providing specific direction and guideline to
worker for achieving organisation's goal easily. Through this skill manager and
employees can easily exchange information, ideas, plan and decision on particular topic.
It can be a upward,downward and horizontal communication process that helps to solve
problems and barriers from a company. I have strong communication skills and I can
convey information convey required information among the employees.
 Time management skill – Time management is organisational process which is used to
reduce workload and unnecessary activities from organisation. With good time
management skill, I can easily control various business activities and stress. I have a good
time management skill which is help me to get different market opportunities from target
market. As a HR manger of Whirlpool I can easily manage time to organise business
activities according to its preference. As I can manage my time in an appropriate way to
accomplish my task and that enhances productivity in daily routine.
 Monitoring and controlling skill – In a large business organisation it is required that HR
monitor all organisational activities properly to reduce unnecessary and extra working
activities from organisation. As a HR manager I can easily monitor my employees and
marketing activities which help me to manage all my work appropriately. After this
process I provide them training and learning according to employees and company's
requirement need. I am using a performance management tool to monitor employees
performance and their engagement in team work. Through this I can easily manage and
control employees.
Weaknesses -
 Problem solving skill – It is a requirement need of organisation that their HR manager
solver various problems easily. As a HR manger of Whirlpool I do not have proper
problem solving which is negatively impacts on my working approaches. For this I need
4

to take proper timing to improve my skill that help me to resolve conflicts and barriers
from business activities. I does not take a quick decision to solve a problem as I need to
spend time to find a solution of problems in an effective way.
 Decision making skill – It is also a part of problem solving skill which provide
appropriate solution of different problems. This my weakness that I can not analyse
situations properly to get decision on its bases. Decision making skill helps to get
business opportunities from market to taking appropriate decision on the bases of market
situation. I need to analyse a situations in which I need to take decision unfortunately, I
not efficient in decision making process.
 Knowledge of technology – Digitalisation and innovation has landscape its size in
market. So for me it is very important that I gain particular knowledge of technology to
use it effectively in organisation. This process helps to reduce time and wastage from
organisation. At a times I do not have proper t knowledge of technology which hamper
my working approaches. As I am using performance management tools but I cannot use
HR software. This is my biggest weakness that I need to work on that.
Opportunities – This term is related to my strength which is provides various opportunities to
me getting advantage easily. It is help to provide to improve working approaches of employees
and get effective services of them. Through my strengths and skill, I can easily achieve target
objective through my employee an my own contribution and services. Utilizing HR software can
open various opportunities for me that can be beneficial for me.
Threats – My weaknesses can build more threats from me if I can not resolve them properly.
Some how competitive organisation and their impactful strategy also can be a big threat for me. I
need to decision quickly and enhance use of technology that can be improve my career otherwise
it can be drop me down.
There is a development plan and self audit which is represent my weaknesses and it
improvement process -
S.
No
.
LEARNI
NG
OBJECTI
VE
CURRENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
UNITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME
SCALE
EVIDEN
CE
5

1 Decision
making
skill
My decision
making skills
are not as
much
effective that
help me to
make
impactful
decision
according to
different
situations.
I need to
develop my
decision
making skill to
get marketing
opportunities
easily.
By
analysing
different
situation
and
practical
issues.
My senior
workers and
management
staff can
help me to
take
appropriate
decision.
2-3
Month
Senior
managers
2 Knowledg
e of
technolog
y
I do not have
a proper
knowledge of
technology
and
innovation.
I need to
develop
technological
skills that
helps me to
reduce wastage
and time.
Through
self
manage
learning
and
Training
and
developm
ent plan
Practical
knowledge
and
equipments
help me to
use it
properly
4 Month IT
managers
4 Problem
solving
skills
My problem
solving skills
are not as
much
effective as
organisation
required.
It is required
for
organisation
and employees
to to resolve
their problems.
By
practical
issues and
different
challenges
My team
member will
providing
their
contribution
to improve
this skill.
3-4
Month
Team
members
6

TASK 2
P3 Difference Between organisation and individual learning, training and development
Learning is process in which all individual and groups of employees observe and adopt
various things easily. For this, they can easily use various tool and techniques which helps to
improve their own skills and working capacity. Learning do not have a specific time or
limitation, anybody can learn different aspects and things whether it is needed. So in this process
organisation and individual need to take different challenges which will helping them to get
higher success easily (Cummings, 2014). There are various difference between individual and
organisational learning such as -
Basis of difference Individual learning Organisation learning
Meaning Individual learning is a self
analysis process in which a
single person examine various
things to learn from them
easily.
This is organisational process
in which manager organise
various learning and training
program for its employees to
improve interpersonal skills
and working approach.
Objectives Main objective of individual
learning is to improve their
own skill and working ability
to take different challenges
from target market.
This is a organisational activity
which is used to attain their
future objectives and goals
easily. Through this process a
firm can easily face different
organisational challenges.
Growth It is help to provide individual
growth to each and every
employee to get appropriate
success in future.
It is very helpful for
organisation to achieve their
future objective and goals from
overall learning of employees
and management.
Benefits This is a own learning process This is a organisational process
7

in which all individual are
adopt different aspects by their
own observation and learning.
So this will help them to get
long term success by its own
experience skill.
in which manager and seniors
analyse their employees skill
and their working capacity to
make various strategy for their
objectives and goals to attain
them easily. Through this
process company can easily
get higher business advantages
and their desired goals. In this
process employees and worker
of firm learn different element
by their seniors and colleagues
through exchange practical
knowledge, ideas, thoughts and
issues to each and every one.
Learning style Through Various challenges,
live sessions and practical
approaches a individual learn
different elements (Darling,
2011).
Organisation learn different
aspect of learning through
practical issues and market
demand.
Methods Individual is learn from their
own experience, learning
sessions, online study material,
seminar and conferences.
This is a large process of
learning in which employees
adopt different thinks through
a specific training and
development program, seniors,
colleagues and organisational
behaviours. In it Human
resource manager of company
monitor and analyse their
employee's skills and working
8

approaches and task attempt
ability to attain higher success
easily.
Individual learning refers to the learning of a person there are various things that a person
can be adopt by a person while working a Whirlpool. As there can be several problems that gives
a new experience to them because every problem needs a different solutions. Thus, an individual
learning is beneficial for a single person as they learns from experiences and observation. For
example, an engineer deals with several challenges and it gives a them a new experience that is
beneficial for themselves. It focuses on improvement of a person only whereas in organisational
learning has a motive where employees needs to trained equally so that they can work to achieve
a common goals that is beneficial for the company.
These both learning styles are very different to each other in which individual learn
from their own efforts and material and in organisational learning, Human resource manager
conduct different analysis an monitoring program to conduct training program easily. In this
process all individual are provides their contribution by a specific objective to get higher success
easily. These both things are depends on each other because a individual learning is indirectly
affect on organisation's own success.
Training and development
Basis Training Development
Definition It is refers as a process of
learning where workers
acquire an opportunity to
improve knowledge, skills and
competency according to
requirement job position.
It is considered as an
educational process that is
focused with whole growth of
workers.
Aim Its main aim is to improve
work performance of workers.
It aim is to prepare workers for
upcoming challenges.
Period It is for shorter period. It is for longer period.
9

P4 Need for continuous learning and professional development
Continuous learning is specific process in which individual and employees learn different
aspects from their own process and learning approaches. It is a learning process that supports
individuals to adopt new things throughout their life. As long as a person observes and
experiences new things that helps them to gain knowledge, skills and behaviour. By adopting
new things and implementing in their own personality also assist them in professional
development. Through this process each and every one learn different aspects to improve their
personal skill and working approaches to get higher business advantages. Professional
development process required practical knowledge of each and every element of organisation
that helps a firm get higher business advantage easily. There are various resources for continuous
learning such as -
Seminar and conferences – This is a method of continuous learning in which a
individual learn different aspect from well experience person. Through this process a individual
can easily improve their talking skills to provide their own ideas and thoughts in front of well
experienced person. In this process senior candidate provides their own ideas and thoughts on
particular topic to provide effective skills ans approaches to a individual person (Hitt, 2011).
Coaching – This is also a method of continuous learning in which different institutions
organise different professional development program to build a specific personality for
organisation. These type of skills and approach of individual person help to provide their own
services in business organisation to getting higher advantages easily. It is a process of learning in
which a individual person can build their personal professional career by a effective coaching of
learning process.
Online learning – This is also a learning approach in which individual learn various
business approaches from online material. In which they can use online aptitude examination,
internet material, educational sites, live videos, professional sessions, motivational speaker and
various other resources. All these things helps to provide specific learning process to a
individual in which they can easily improve personal and professional skill. These are very
effective tools of learning in which a individual can easily everything according to their own
time and facilities. It can be downloaded to learn and understand timely (Huczynski, 2010).
10

Training and development session – This is also a continuous learning method in
which a individual increase their personal or profession skill through training and development
method. This process is most commonly used by different organisation to improve their
employees skill, working approach and ability to face different challenges easily. It will be
helpful for individual to learn more aspect of self building by different training approaches.
Practical issues – This is a most common learning approach in which all the persons are improve
their skills by facing practical issues which is related to day to day activities. Theses kind of
learning approaches are provide specific solution to professional developer. It depends on
customers demand, market changes, growth implementation, new rivalry and same quality
approaches. These kind of changes are directly affect on professional decision making system.
All these kind of learning approaches help to build professional skill in a individual
(Katzenbach, 2015). This process is very helpful for not only a individual but also a overall
workforce of organisation in which each employee adopt different learning skill by their
professional and mentors. Through this process they can easily achieve particular agenda of
learning program. This method is very helpful for others in such method -
Provide efficiency - These kind of learning approaches help to provide efficiency in
individual's working approach. Through this they can adopt different quality approaches by their
own learning and other working skill. It will be useful for other employees and organisation too.
Management of an organisation requires to pay their maximum attention towards these practices
because through this they can enhance productivity and profitability of firm. Training and
learning can be a beneficial source of these practices that aid in maximising skills and abilities of
individual's in the firm.
Motivate self and other – These kind of approaches are helpful for other employees to
learn different aspect from their professional ones. In this a professional can provide effective
direction to employees to achieve business objectives easily and appropriately by their strategy
and planning process. Manager and leader play a major role in these practices in order to
providing direction and guidelines to their employees. Through this they can motivate them
towards business goals and objectives.
Needs for continuous learning are mentioned below:
Competence leads to confidence:
11

Learning new skills will assists in confidence boosting. If confidence will enhance then
people will agree to face new challenges and this is helpful in professional improvement. During
the periods of Whirlpool re- designing, workers come together for accomplishing the
organisational objectives that advances its confidence.
Prepare for unexpected changes:
As future is full of uncertainties so at that time there is requirement to adopt unexpected
modification. Through continuous learning an individuals can identify new opportunities in their
work as well as helpful to develop their profession.
Remain relevant:
This required concentration to remain relevant in particular company with enhancing
knowledge and skills. For professional development, it is needful for Whirlpool so that they can
adapt changes as per the surroundings as technology is changing continuously. Therefore, it is
essential to remain relevant by learning- new skills.
Honey and Mumford's:
This theory is introduced by Peter Honey and Alan Mumford in year 1986. This style is
developed as per the child supposed liking to learning. It suppose that a kid is naturally
considered as an activist, theorist, pragmatist or reflector. So, four learning styles are as follows:
 Activist: These are the people who learn by doing something. They generally enjoy to
perform in a team as well as throw themselves forward for acquiring experiences. These
type of individuals first perform and then concentrate towards the consequences.
 Reflector: These learner are considered as an more paused individuals and view over
experiences before it perform as like activist. They generally want to stay back as well as
view encounters from different alternate view point, collecting information and utilising
opportunity to perform towards a appropriate conclusion.
 Theorists: These types of learner obtain a kick out of chance to get the picture
hypothesis behind activities. It needs thoughts, truths with a particular end objective to
participate into learning procedure.
 Pragmatists: These kinds of individuals has the capability to perceive how to place
learning into practices in its current reality. Conceptual thoughts as well as
redevelopment are of affected utility unless they can view an approach to place practical
concepts into their life.
12

From the above theory, Whirlpool can use pragmatist style so that their employees can
apply their knowledge, skills, experiences into practical life to perform effective task in order
accomplish the objectives of firm.
TASK 3
P5 Understanding HPW to contribute employees engagement and examining competitive
advantage
High performance of working is business process which is use to implement
organisations policy and strategy effectively. For this manager and professional of a company
build employee relation who provide their appropriate services to firm through each and
everyone support. In this process organisation use team building and employees relation who
provide their effective service by their contribution (Marquardt, 2011). Through this process
organisation can easily get competitive advantages and provide quality products to their
customers. High performance working is used to improve employees skill, working capacity and
ability to attain higher challenge from market. This is a important aspect of firm on which firm
earn revenue and their income which are totally based on high performanece working. It is a long
process in which helps a organisation to manufacture their products on the basis of market needs
and wants. This is a most important factor that can easily affect on a organisation's objective and
their productivity. To protect a firm from these negative approaches and environmental affects
marketing division is get a full analysis of these different aspects and after that they provides
their services in market. For this, employee and management of the company provide their
contribution and services to make it easy. In it business firms are run with many division such as
marketing, financial, human resources management, research and development etc. They both
departments are works individually for business but provide their services to all employees of
organisation. Without high performance working company can not operate their activities
effectively. So they need to build a positive employee relation and team who can effectively
provide their services to attain organisation's objective easily as well (Nahavandi, 2016).
Contribution of HPW in employee engagement:
 Reward system – High performance working basically influenced by Reward system of
firm because through this management of firm boost confidence of their employees and
13

engage them in business practices. Through this, firm can get higher competitive
advantages in effective manner.
 Mutual respect – In a business organisation, these are the required factors that
employees respects their seniors and co-workers properly. Through this, they can
working easily with each others and will sharing ideas as well as objectives in equal
manner. These activities reduces conflicts and barriers from firm.
TASK 4
P6 Different approaches of performance management
This is a most important process in which in which professional of organisation build a
developing plan for their employees to increase their working approaches in organisation. In this
process they use different tool and technique to motivate them toward organisation's goal and
objective. It is self management process in which professional and managers conduct various
competition approaches for their workforce to enhance their ability and challenge taking efficient
to provide their effective services in under pressure work. There are various approaches and
strategies are used by firm to analyse employees performance and their improve it easily -
Comparative approach – It is a competitive strategy in which manager of organisation
uses performance measurement analysis to understand each individual's working skill. It is
comparison base analysis in which they compare two different individual by their working skills,
capacity, educational and experience etc.. These type of strategy are used by large organisation
to enhance their employees skill and working capacity as well. It is a effective method to
increase working capacity of individual s of a company to get higher business opportunities
(Obiwuru, 2011). In Whirlpool, management can implement this approach by making a
comparison between their employees and their abilities these are the beneficial approaches that
assist in maximising employees abilities to attain business goals.
Attributes approach – In this approach manager and professional use different
measurement method on the basis of employees performance, attitude, behaviour and their
attempt in skill of various approaches. This is build for small scale organisation who have a
specific objective and goal which need to be attempt on a pedicular time limit. Through this
process organisation can easily analyse employees skill and their working approaches to get
higher benefit and revenues easily (Rao, 2012). For Whirlpool, it is required to implement such
14

approaches in which management can analyse capacity of their employees for attaining specific
task and objectives.
Behavioural approach – In this approach professional of organisation's are analyse
employees working skill by their attitude and behaviour to attempt particular task. These kind of
approach are useful for employees to monitoring their working quality according to their own
adoption and implementation techniques of efforts and services. These kind of terms are uses by
small and large both organisation's to examine their employees performance and adoption
qualities.
Result approach – These type of approaches are based on results and outcome of
employees services and their contribution into the organisation. In this process organisation use
different kind of technique to analyse their desired objective and present outcome to improve
planing and strategy process. Whirlpool needs to analyse results of their employees working
outputs because it aid them to manage their working skills and abilities on the basis of future
business objectives.
Quality approach – Main objective of organisation is to provide quality product and
service to customers. In this process they can easily use efficiency of employers to provide
particular product and services to customer according to the demand and need, through this
strategy Whirlpool can easily use effective services of their employees to build their own image
in market. For this management needs to provide training and learning to their worker for
improving quality of their works to attain business objectives effectively.
CONCLUSION
From the above report it has been concluded that developing individual is very helpful of
their own and organisation's future success. This projects report is based on Whirlpool which is a
well known electrical and home accessories organisation. They have a large amount of
employees in their organisation who provide effective services according to customers demand,
so for them it is very important that their employees and profession's examine their own skill and
provide their effective services according to organisation and market demand.
15

REFERENCES
Books and Journals
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Darling-Hammond, L. and McLaughlin, M.W., 2011. Policies that support professional
development in an era of reform..Phi delta kappan, 92(6), pp.81-92.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2) pp.57-75.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Marquardt, M. J., 2011. Optimizing the power of action learning: Real-time strategies for
developing leaders, building teams and transforming organizations. Hachette UK.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Obiwuru, T. C. and et. al., 2011. Effects of leadership style on organizational performance: A
survey of selected small scale enterprises in Ikosi-Ketu council development area of
Lagos State, Nigeria. Australian Journal of Business and Management Research. 1(7).
p.100.
Rao, R.V., Savsani, V.J. and Vakharia, D.P., 2012. Teaching–learning-based optimization: an
optimization method for continuous non-linear large scale problems. Information
Sciences. 183(1). pp.1-15.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Salas, E., Rosen, M. A. and DiazGranados, D., 2010. Expertise-based intuition and decision
making in organizations. Journal of management. 36(4). pp.941-973.
Woodcock, M., 2017. Team development manual. Routledge.
Online
Different performance management approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 7th October 2017].
16