Performance Management and Collaborative Work in Organizations

This report examines the critical skills, knowledge, behaviors, and attributes required of HR professionals, focusing on personal and professional development planning using SWOT analysis and SMART goals. It distinguishes between organizational and individual learning, emphasizing the need for continuous professional development to sustain business performance. The report also explores how high-performance working (HPW) enhances employee engagement and competitive advantage within organizations like TESCO. Furthermore, it evaluates various approaches to performance management, collaborative work, and effective communication to foster a high-performance culture and commitment. The analysis includes self-reflection and skill audits to identify areas for improvement and strategic goal setting to achieve sustainable business objectives.

Developing
Individuals, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1 what employee skills, knowledge, behaviours and attributes are required by professionals in
HR....................................................................................................................................................1
Scenario.1. The planning, monitoring and achievement of personal and professional
objectives................................................................................................................................1
Personal development Plan with the help of (SWOT Analysis)............................................2
P1 The basic elements of HR professionals...........................................................................3
P2. Evaluation and analysing Personal Abilities....................................................................4
P2. Individual improvement Plan...........................................................................................5
M1. Professional abilities and skills Audit.............................................................................6
D1. Professional development plans to set learning goals and training in comparison to
learning cycle and achieve sustainable business performance objectives..............................6
LO2 Factors to be considered while implementing and evaluation of learning and development to
make sustainable performance of business......................................................................................8
P3. Differences among organisational learning and individual learning, training for skills and
development...........................................................................................................................8
P4. Requirement for continuous professional development and learning to create sustainable
performance of business.........................................................................................................9
M2 Learning cycle theories to evaluate or analyse importance of implementing of professional
development (CPD)..............................................................................................................10
LO3. Application of know-how and understanding of the methods in which high-performance
working (HPW) improves employee engagement and competitive growth for company.............11
P5 Demonstrate how HPW contribute to employee engagement and competitive advantage
within a specific organisation...............................................................................................11
M3 Analysis of advantages of applying HPW with justifications to a particular company
situation................................................................................................................................11
LO4 Evaluation of methods in which performance managing, collaborative work and effective
communication can benefit high performance culture and commitment.......................................12

P6 Evaluation of different approaches to performance management, its examples and how
they can enhance performance culture and commitment.....................................................12
CONCLUSION..............................................................................................................................13
 REFERENCES.....................................................................................................................14

INTRODUCTION
The markets and competition is becoming more intense due to various internal and external
factors along with the success of a company are majorly based upon its ability to enhance its
human resource that performs other activities of the business. The development of the
performance is the main aspect of developing individual’s capabilities and capacity in an
organisation. TESCO is a retail supergiant dealing in groceries and general merchandise that was
established in the year 1919 and is headquartered at Welwyn Garden, UK. The following report
will demonstrate about the skills, attributes and behaviours that are required by a person to be
HR Professional for various activities in a retail business. Moreover, this report will cover factors
that must be considered while assessing, implementing and evaluation of learning, knowledge
enhancement and development to drive sustainable business performance. This report will also
describe the ways in which enhanced performance working contributes to employee engagement,
better work and competitive advantage. At the end this report will evaluate managing
performance, collaborative working and better effective communication that supports high
performance of culture and commitment.
LO1 what employee skills, knowledge, behaviours and attributes are required
by professionals in HR
Scenario.1. The planning, monitoring and achievement of personal and professional objectives
The quality of management decides the quality of people and quality of people decides
overall quality of outcomes that can only be shaped by good HR managers (Luu, 2019). In
TESCO, main problems tackled by the line managers and leaders are the hindrances of people
management which influences small factors to shape people. In link to this he employer and
employee relations, employee motivating, psychological contract, voice for securing employee
contract and engagement. Furthermore, the factors like breaching psychological contract, voice
of securing employee contract and engagement (Esser and et. al., 2018). Moreover the, factors
like tolerance of psychological contract, organisational structure and cultural pressure the
shaping of humans to bring positive results like skill development, innovation, financial
performance, accountability, productivity and performance in achieving organisational objectives
and goals.
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Personal development Plan with the help of (SWOT Analysis)
SWOT Analysis: It is an effective tool that could be utilized to understand and evaluate the
internal strengths and weaknesses and external threats and opportunities to gain advantage and
make improvements (Rezvani and Khosravi, 2019).
Personal Analysis
Strengths Areas for future development
 As per the analysis if individual
self I discovered that my HR
profession and basic skills are
relevant.
 I am motivated to hire humans
and manage them up to
retirement.
 My computer and software knowledge
is perfect as per my career.
 I am a good leader and lead a team by
demonstrating leadership skills.
 The leadership course helped me to
assess as a good leader.
 It is a point of concern that my physical
fitness during academic and work time
is hampered.
 Generally losing temper when dealing
with subordinates.
 I require latest technical know how to
deal with hiring of technical beings.
 Required to enhance and improve more
time management.
Opportunities Threats
 I can get management practice/
programmes, courses, seminars and
other things offered by TESCO.
 The annual company appraisal process
could guarantee positive feedback.
 Further opportunities are available at
Pending works and professional relations need
to be managed.
Climate conditions and hazardous work
conditions can affect my time and health
(Malik and et. al., 2019).
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ease and financial prostitution is sound.
Personal Objectives
Short term goals for coming 12 months: To do post graduate level diploma course to become
eligible in management of complex decision making process in activities of business and to be in
confident at present area of work (Jitpaiboon and et. al., 2019).
Medium term Goals for 2 to 3 years: To bear greatest responsibility for leading,
managing, motivating etc. to a small team in a demanding business project and to develop
partisan in some functions of a cross-functional project tem that could give significant business
exposure.
Long term goals for more than 3 years: To attain doctoral degree from excellent university and
become asset of firm that provides services render of various business strategies and decision
making during complex problems in business (Waddell and et. al., 2019).
P1 The basic elements of HR professionals
The HR manager requires some essential skills that are to be possessed to be ideal for being good
HR manager (Aramburuzabala and et. al., 2019. The HR manager should be inspirational and be
authentic to impress others and support them. The qualities expected to be seen among HR
professionals are as follows:
1. Inspirational and motivating force
2. Risk taker and likes challenges
3. Be in contact to the employees
4. Be a leader and take part in activities
5. Analytical skills and problem solving
6. Flexibility
7. Communication skills to communicate with others
8. Have a long term vision and foresightedness
9. Deal with technical aspects.
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As an employee in mid-level management at TESCO it is vital to audit managerial skills if it
is not up to standard (Roberts, 2018). The employee has to develop all the professional skills in
order to achieve the future goals. The aspects of strategic human resource management are:
 Leadership: A leader is one who motivated other and puts their own efforts to complete a
work. A leader should be able to inspire and influence others by self-qualities to complete
a work effectively and efficiently. A good leader should possess qualities like,
responsibility taking, role model, decisive, friendly, put efforts, etc. to complete or
achieve a task.
 Time Management: It is the ability of individual to do a work effectively that means by
utilising the given time in best way and not wasting it so that results can be achieved
earlier.
 Stress management: According to Josiah Gilbert Holland calmness is the cradle of
power. To control over one’s emotion is known as stress management and it may be
through emotions, work, family, heavy work schedules or relations etc.
 Problem Solving Skills: It can be explained as one’s ability to solve the problems
effectively and efficiently and provide quick fix solutions (Gibbs and Kharouf, 2022).
P2. Evaluation and analysing Personal Abilities
The individual abiity audit let us to know the skills, know-how and behaviour of individual
and it is vital to understand the key aspects of weaknesses and strengths that we possess.
Therefore, to be responsive to learning styles of members and teams this has to be done (Lee,
Hallak and Sardeshmukh, 2019). The learning style identified for this author was
“accommodating” and it is align of concrete experience and active experimentation.
Personal skill audit:
Skills Personal Ability Check Questionnaire 1 2 3 4 5
Management Good to manage time effectively ☺
To complete any task on time ☺
Computer Proficiency in Microsoft Ofiice products ☺
Ability to use Adobe products ☺
Understanding of programming languages (C++, VB) ☺
4

Communication Discussion adequate communication of information ☺
Communication in front of people ☺
Can communicate mother tongue and English ☺
Leadership Thinking of creative strategies ☺
Good idea giving and receiving ☺
Team work Doing job with people ☺
Give and receive ideas ☺
Good to participate during teamwork ☺
Problem
Solving
Think wisely in solving the problem ☺
Good in handling situations ☺
Staff
motivation
Positive and open minded ☺
Good in challenging of something ☺
Cheerful and helpful ☺
Guidance: 1- bad; 2- not bad; 3- average; 4- good; 5- very good
Personal development Plan
P2. Individual improvement Plan
The weaknesses and strengths helps to identify the abilities or skills with the help of
questionnaire and help to identify in personal and professional life needed to overcome those
negative factors such as SAMART analysis (Kong, 2019).
SMART Analysis: It is a method used to achieve goals that are specific, measureable,
attainable, realistic and time bound. SMART for attaining the objectives are as follows:
Specific Being specific about the goals will help to narrow a diversified path to give
clear-cut direction to what do I want to do?
Measureable It should be checked that it should be measureable like increased sales, degree,
etc. With the help of a question What do I have to do?
Attainable The target must sincerely challenge to achieve and motivate to complete a task
that makes it attainable. What support and resources will be needed to achieve it?
Realistic The goal should not be too ambitious, it should be more realistic that may take
time, and should be followed by How will I measure success?
5

Time Bound Maintain deadline to finish the piece of work on time with the help of target date
for review and completion.
M1. Professional abilities and skills Audit
It will help in finding professional reflection and evaluation that employees require in order
to work with a team which are as follows:
1. Communication
2. Honesty
3. Technical know how
4. Flexibility (Baker and Lakhani, 2018)
5. Determination and persistence
6. Harmony with colleagues and subordinates
7. Enhance knowledge and skills
Self-reflection of these skills is given under:
Professional Skill 1 2 3 4 5
Teamwork ☺
Honesty ☺
Technical Competency ☺
Problem solving ☺
Flexibility ☺
Willingness to Learn ☺
Communication ☺
Harmony with co workers ☺
Decision making ☺
Determination and persistence ☺
Work ethicality ☺
Enhance skill and Knowledge ☺
Scores/Instruction: 1- Bad; 2- not bad; 3- average; 4- good; 5- very good
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D1. Professional development plans to set learning goals and training in comparison to learning
cycle and achieve sustainable business performance objectives
Setting Goals (SMART Goal)
What do I
want to do?
What do I need to
do?
What support
and resources
are needed?
Criteria for measuring
success?
Target
time for
review
More
knowledge
to attain to
manage
external
activities?
Completing
management courses
for continuous 4
weekends and attend
company young
managers’
development
programme.
Build confidence of
department team and
build confidence and
trust on me.
To recognize key
growth opportunities
in the business.
Forecasts of events
and de conflicts with
work and life balance
Local training
centres and
young
managers’
courses.
To take advice
from tem
managers and
team feedbacks.
Need to take
priorities with
line teams and
agree with
them.
Course assessment,
report, line managers’
appraisal, midyear
assessment and report.
Formal, informal
appraisal and self-
appraisal.
Prioritize goals for my
appraisal process.
Ensure that I attend high
priority training (Buheji,
2020)
Past 31st
March
report.
Past 31st
march
report.
Past 31st
march
report.
Acquire
more
leadership
qualities
Acquire knowledge
from experienced
leaders and managers
to gain trust and
friendship with them.
Senior co-
workers (Field,
2020)
Performance appraisal
and mentoring during
development
programme.
Past 31st
march
report.
Improve my
personal
To attend fitness
centres, exercise
Take advice
from gym
Physical efficiency test
and self-evaluation.
Every
quarterly,
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fitness daily, gain more
psychological fitness
by yoga classes.
fitness
instructors.
or
biannually
and
annually.
Achieve
core
business
skills
To complete
mandatory
organisation training
and update.
Line manager Feedback from the line
members and
programme members.
31st march
annually.
To build
confidence
Volunteering to lead
HOC cross functional
programme.
Line managers Secure bonus benefits
(Crane and Hartwell,
2019)
End of the
programme.
Improve
training and
decision
making
skills.
To build and acquire
further business
analysis and
processes to use them
in working
environment to
advance complex
decision making.
Make use of
training and
knowledge
gaining
opportsunity
and revision.
Excellent young
managers course report
End of
programme.
Executive
Summary
The development process
of business depends the
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performance of the
employee. The
individuals,
team’s contribution on
business are depends on
how best way the
business strive in the
market
have the loyal
customer bases. As
previous, in this
report given the
individual and team
performance which
evaluate for best
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