HRM Report: HRM, Development, Performance in Alexandra Reisse

This report delves into the core concepts of Human Resource Management (HRM), focusing on the essential skills, knowledge, and behaviors expected of HR professionals within the context of Alexandra Reisse. It meticulously examines the value of continuous professional development, highlighting t...Read More

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION..............................................................................................................4
TASK 1 Analyse employee knowledge, skills and behaviours required by HR
professionals.................................................................................................................... 4
1.Human Resource Management ................................................................................4
2. Employee behaviours, knowledge and skills required by Human resource
professionals.................................................................................................................5
3.Value of Continuous professional development ........................................................6
4. Personal Skill Audit...................................................................................................6
5.Personal skill audit.....................................................................................................7
6.Analysis of personal skill audit...................................................................................7
7. Professional development plan.................................................................................8
TASK 2 Analyse the factors to be considered when implementing and evaluating
inclusive learning and development to drive sustainable business performance. .........10
1. Explain and differentiate between learning, training & development......................10
2.Learning will be focused on the strategic and tactic goals that will be fulfilled by
GAP analysis ............................................................................................................. 11
3. Determination and implementation of learning.......................................................12
3.Need for development in continuous professional development ...........................12
1. Understanding and importance of collaborative working .......................................14
TASK 4 Evaluate the ways, how high-performance culture can support on performance
management, collaborative working and effective communication in Alexandra Reisse15
1. Understanding and importance of collaborative working .......................................15
2.Performance management as a process as well as concept...................................16
3. Constitutes of an effective performance management...........................................17
4.Effective performance management will help in learning and development at
organisational team and at individual level ................................................................18
Critical Analysis..............................................................................................................19
1. Different approaches of Performance management...............................................19
2.Effectiveness of approach of performance measurement.......................................19

3.Organizational culture and effective performance management – facilitator & barrier
....................................................................................................................................20
4. Performance management can be used to transform an organization...................20
CONCLUSION............................................................................................................... 21
REFERENCES ..............................................................................................................22

INTRODUCTION
Employees and teams are integral part of the organization. Without them, no
organization can run effectively. Thus, development of professional employees and
teams are required for the development of effective organization (Cohen, 2017).
Present report will highlight the concept of HRM. It will analysis the behaviours,
knowledge and skills of the HR professionals, demonstrate the significance of Constant
professional development, explain the personal skill audit. This assessment will prepare
the professional development plan and analysis the organisational as well as individual
training, learning and development. It will concentration on the tactical and strategic
goals of the acquisition, consider the determination and implementation of the learning,
state the importance of collaborative working and performance management (PM) and
tell about the constitutes of effective PM. This report will analysis the relationship
between PM and learning & development and critically analysis of the performance
management approaches, effectiveness of these approaches, relationships between
organisational culture & PM and use of the PM in transformation of the enterprise.
TASK 1 Analyse employee knowledge, skills and behaviours required by HR
professionals
1.Human Resource Management
Human Resource management (HRM) can be referred as the concept that
involves several roles such as recruitment and selection, performance appraisal,
providing rewards and training and development to new employee. This will help in
acquiring knowledge and skills of manpower for the purpose of doing effective work in
the Alexander Reisse. It is essential for enhancing skills that will help in creating value
in the company. The main goal of HR department is to coordinate all the activities of
business in an effective manner. It is necessary for the company to enhance employee
engagement that will help in increasing interaction between employees in Alexander
Reisse (Berman and et. al.,2019). It is the duty of HR department to retaining employee
for long term that will assist in bringing more possibility for the upcoming time.
Employees of the company must have an ability to execute various job that will
beneficial as there are chances of getting promoted easily from lower level to upper

level in the Alexander Reisse. It is also important to have soft skills for being a HR
professional and having ability to resolve conflict between employees.
2. Employee behaviours, knowledge and skills required by Human resource
professionals
Knowledge required by Human resource professionals of Alexandra-Reisse are
as follows -
Legal Knowledge – HR professional must have legal knowledge which is related
to the employees, employers, organisation and industry, so that they can make
organisational legislation according to them.
Policy Knowledge – HR professional must have knowledge about the policies,
their types, code of conduct and their implementation. This will help them to frame the
policy in corrective manner.
Computer Knowledge – HR professional must have computer knowledge. They
must know how to work on Microsoft office. Also, they must have complete knowledge
of ERP system used by Alexandra-Reisse and different HR software.
Skills required by Human resource professionals are as follows -
Communication Skill – HR professional must have effective communication
skills in order to understand and communicate with the departments and employees
regarding any organisational aspects and issues.
Leadership Skill – In order to motivate the employees, create a great vision and
manage the conflicts, HR professionals are required to adopt leadership skill.
Decision Making Skill – HR professionals must have this skill as they are
required to take decisions regarding policies and employees for the betterment of
Alexandra-Reisse (Liljenberg, 2015).
Behaviours needed by Human resource professionals are as follows -
Maintaining balance between human touch and technology – Human
resource professionals must have to maintain a right amount of the balancing between
human contact and technology for the purpose of improve the work efficiency. He must
also be aware of all the technologies which are affecting organisation and shaping it in
new way.

Purpose Oriented – Human resource professionals must have to completely
understand Alexandra-Reisse's objectives as well as every departmental objective. So
that they can help organisation and department to provide accurate skilled human
capital for the conduction of their activities. Also, they can create link between
organisational and departmental objectives.
3.Value of Continuous professional development
Continuous professional development can be defined as the process of acquiring
knowledge and skills that is required to accepting the changes that will be made in the
organization for the future. This involves improving regular skills and motivated
employee to do effective work in the company. Continuous development will aid in
updating knowledge of an employee so that employees will be capable to do activity in
an effective manner. It is crucial to upgrading skills that will help in accepting changes in
company. Development among the employees will help in improving ability to
showcasing different aspects of an employee in the company. Through continuous
professional development employee of Alexander Ressie will be able to adjust in the
new working environment (Asah, Fatoki and Rungani, 2015).
Recording continuous professional development will be helpful in identifying the
achievements of an employee that will aim in fulfilling the potential strength of an
employee. Through this, there are chances of getting promoted in the company.
Continuous professional development will be evaluated by measuring performance of
employees that include their knowledge and abilities that is needed to do a particular
task in the company (Bolden, 2016).
4. Personal Skill Audit
Meaning of Personal skill audit is to do inspection of individual's skills,
knowledge, abilities and behaviour in order to determine the skill gaps and needs for
training in order to mitigate the gap (Ellis, 2018). It helps organisation to get to
experience about the existing skills and knowledge of individual along with required
skills and knowledge which are essential for the organisation to develop. It helps
organisation to know about the extent to which training is required. It also helps
employees to fulfil their needs and aspirations which is good for the employees'

satisfaction. It also helps human resource department to take accurate decisions
regarding promotion, demotion and transfer of the employees.
5.Personal skill audit
Good Have Have Not
Skills
Communication
Leadership
Decision making
Engagement skill
Analytical Skill
Planning and
Organizing skill

✓
✓
✓
✓
✓

Knowledge
Legal
Policy
Computer
knowledge



Behaviour
Maintaining balance
between human
touch and
technology
Purpose Oriented


Good Have Have Not
Problem Solving Skill 
Technological
Knowledge


6.Analysis of personal skill audit
As per the above personal skill audit my communication skill is great as I am able
to easily talk and listen to people and don't get any hesitation, so this is my strength as
well. As I don't have leadership skill that will create problem for me as I am not able to
tackle problems in the company. But I am able to take decision for firm that will be
advantageous for me in future as through this I can improve my leadership skill. As I
have legal knowledge regarding company's policy and procedure which will assist in
taking decision for the company. In addition to it, I also have knowledge regarding policy
through which I will be able to enhance my growth for further career process. My
computer knowledge is not good there I lack in doing work regarding computer. I can
improve it by taking proper training that will help in gaining computer knowledge.
7. Professional development plan
Professional Development Plan
Skill Setting the
Goals
Actions Taken Result Period of Time
Leadership Skill For the
motivation of
the employees
and conflict
management, I
need to develop
my leadership
skill.
By taking
training,
improving
communication,
decision making
and negotiating
skills, I as an
employee can
develop my
leadership skill.
Leadership
skills will help
me as an
employee to
create vision for
my work. It will
also help in self-
motivation as
well as inspire
my peers to do
work in a better
way.
4 to 8 Weeks
Computer
Knowledge
For the
improvement in
For the gaining
of full computer
Computer
knowledge will
5 to 10 weeks

work efficiency,
I require to
gaining
complete
computer
knowledge.
knowledge, I
should attend a
proper training
of the computer
learning
provided by
company. Also,
I should keep
practices on the
computer in
order to know
how to do work
on computer.
make my work
easy and
efficiency which
will improve the
work quality of
mine.
Purpose
Oriented
Behaviour
For the
understanding
of objectives of
my
organisation, I
need to adopt
purpose-
oriented
behaviour.
I can observe
and try to
understand the
various
organisational
objectives and
departmental
objectives. I
should analysis
the components
of every
objectives which
is determined. It
all will help me
to easily
understand all
kinds of
It will help me to
break down the
objectives into
small targets
and goals for
short terms
which is easy
for me to attain
those goals and
targets.
2 to 4 weeks

organisational
objectives and
their link with
departmental
and personal
objectives.
Professional Development Plan
Knowledge Setting the
Goals
Actions Taken Result Period of Time
Technological For the better
working, I
required to gain
technological
knowledge.
For the
acquiring of
technological
knowledge, I
should be
updated to the
technological
advancement in
devices and
technological
innovation
through reading
books,
magazines,
news and
internet.
It will aid me to
improve my
technological
knowledge
which will help
me to complete
my work easily
by technological
devices.
6 Weeks

Reflection on Gap Analysis
After the implementation of the professional development plan, I am able to
perform my task better as compared to previous. By the adoption of strategies which is
given in PDP, it lead me to improve my skills which results in increase in productivity of
my performance. Thus, the gap between expect and actual performance reduced.
TASK 2 Analyse the factors to be considered when implementing and evaluating
inclusive learning and development to drive sustainable business
performance.
1. Explain and differentiate between learning, training & development
Inclusive Learning and Development
Inclusive learning and development refers to the process of creating and
mainataing the environment in which employees of the Alexandra-Reisse company can
fully engage in the learning and development. In this learning and development process,
employees are ready to communicate their knowledge, ideas and perspectives to each
other comfortability.
Learning
Learning refers to the process of acquiring new knowledge, skills and behaviours
for the purpose of doing something. It is a life-long process. It is related to the change
which comes through experiences. Thus, there is a strong relationship between learning
and experiences.
Training and Development
Training and development are the process of learning and acquiring particular
skills and knowledge which are related to the particular work. It is an important function
of the Human resource department of the organisation. It helps in improving efficiency
of the employees in their work (Moxen and Strachan, 2017).
Differentiate between individual and organisational learning
Individual learning Organizational learning

In this learning, employee can learn from
his experiences anywhere whether it is out
of workplace or it is in the workplace.
In this learning, employees only learn from
the experiences which he felt at the
workplace.
Individual learning is a lifetime process. Organizational learning is a limited process
which starts from the day, employee join
the workplace and ends at the day, when
they stops doing organizational work.
Difference between training and development and learning
Training and Development Learning
Training and development opportunities
are given to the employees or individuals
for the purpose of understanding the
specific skill or knowledge in order to carry
out the specific activity.
Learning is an opportunity which comes
from the inside out and motivate
individuals or employees to learn.
It is short term process which ends after
achieving the objectives.
It never ends as it continues till the ends of
life.
Creation of inclusive learning and development within the organization
By following strategy, Alexandra-Reisse can create inclusive learning and
development within their organization -
Trainer can start the learning, training and development program by asking new
questions from the trainees and ask them to share their ideas. This will help them to
attract the employees into the course. Along with this, they should implement various
communication strategies in order to make understand the importance of effective
communication and its role in understanding and gaining vast knowledge from each
other.

2.Learning will be focused on the strategic and tactic goals that will be fulfilled by GAP
analysis
This is the tool that is being used to determine the performance of the company
that is related to some standard that will be meet to fulfil the gap between various
functions and the expectation that is used to determining learning of an employee in the
company. As a staff development manager, learning plays an important role and help in
focusing on the strategic and tactic goals of the company. As this tool will help in
emphasizing on achieving tactic and strategic goals in the Alexander Reisse
(Schuchmann and Seufert, 2015). It is important for the manager to develop strategic
goals that will be fulfilled by analysing the GAP between their performance in the
company.
3. Determination and implementation of learning
Determination of learning can be done through following points -
By taking feedback – Organization can take feedback from employees' peers,
managers, supervisors and leaders to get to know about the requirements of learning in
the company. This will help them to analysis their effectiveness of learning, training and
development programs.
By preparing PDP – Organisation can prepare the Professional development
plan through the help of professional skills audit of the employees working in the
organisation (Schuchmann and Seufert, 2015). It will help company to understand why
actual performance is not able to match with the expected performance so they will
organize the performance accordingly.
Implementation of learning can be done through following points -
By providing training – After determining the requirements of the learning,
company can provide training opportunities to the employees for acquiring required
skills and knowledge for the purpose of doing work more effectively.
By rotation – Company also can adopt rotation method in which they do rotate
of their employees from one department to another for the purpose of developing all the
skills which is required for the completion of the work.

3.Need for development in continuous professional development
There is a need for continuous development for the staff development manager
as through this it will help in developing its learning and made it effective for the future.
It is important to note that learning always emphasize on doing something good that will
be more beneficial. As it is the duty of manager that every employee is doing work
effectively and efficiently. There is need for continuous development in Alexander
Reisse that will help in improving productivity and bringing more opportunities in the
company (Liljenberg, 2015). There are different factors that will affect the continuous
development among employees and need time to develop various aspect of this type of
learning in the organization.
Through this sustainable business performance will help in gaining more
opportunities in Alexander Reisse. This learning will help in achieving mission and
vision of the Alexander Ressie that will help in gaining different perspective of the
business. As the objectives are based upon the learning that will help in fulfilling goal of
the company. There are various aspects that will be gaining professional knowledge
about the company's goal and objective (Cohen,2017). This will lead to create
awareness among employees through which different learning can be obtained for the
future in the company.
Kolb Learning Theory
This learning theory was propound by David Kolb in year 1984. This theory has a
experiential learning style which are as follows -
Concrete Experience – In this step, employees of Alexander Reisse are assigned to the
task which is required to perform. Employees will do perform the task actively which
means they are learning something from the tasks in order to perform.
Reflective Observation – In this step, after completion of tasks, employees will review
their work and evaluate it from the perspective of the organizational objectives. In case,
they find some errors, they will again reperform the task in order to improve it. In this
step, employees are learning from their mistakes.
Abstract Conceptualization – In this step, Manager will review the performance of their
employees and compare it with the theories or concepts which was learned by
manager.

Active Experimentation – This is the last step of the theory. In this step, employees will
remind about what they have learned during the performance and how to implement
them in their whole career.
Like this, Kolb learning theory states that learning is a continous process and
plays an important role in the employees' performance by providing them experiences
which is very essential.
Barriers to learning and strategies to overcome with it
Negative Experience of Past: Having a bad experience of learning such as
poor teaching by teachers and boring lectures at universities, can result in
lack of interest in learning and also creating a doubt in their ability to learn
and grasp things.
This can be overcome by developing a plan for personal development and
engage in a positive environment where everybody gets a chance to put
their concerns and which will help in morale enhancement and value
addition.
Lack Of Focus: Focus is very necessary for learning anything as losing
focus can result in barrier and problems for the company as well as for the
employee. Ringing of cell phones, pop up of e-mails, etc. distracts the mind
of the learner due which focus is not maintained.
It can be overcome by setting a 'focus hour' through which the learner can
focus on the specific things by keeping aside the phones, and logging out of
the e-mail ids so that they can concentrate on learning.
Task-3 Evaluate ways in which performance management, collaborative working
and effective communication can support high-performance culture and
commitment in a financial institution such as Alexandra- Reisse.
1. Understanding and importance of collaborative working
Collaborative Working
The word Collaborative is the adjustive of Collaboration. Collaboration refers to
the process of working with another members, department or team in order to achieve

one common goal. Thus, collaborative working refers to the working environment where
employees are doing 1. Understanding and importance of collaborative working
Collaborative Working
The word Collaborative is the adjustive of Collaboration. Collaboration refers to
the process of working with another members, department or team in order to achieve
one common goal. Thus, collaborative working refers to the working environment where
employees are doing 1. Understanding and importance of collaborative working
their work with another in order to create link between activities and achieve the
organisational goals. their work with another in order to create link between activities
and achieve the organisational goals.
Importance of Collaborative Working in the Organisation
Importance of Collaborative working in the Alexandra -Reisse Company are as
follows -
Employees need to do work in team in order to work collaboratively within the
organisation which helps in increasing flexibility between the employees of the
organisation as they get to know about the strengths and weaknesses of each other’s.
Also, employees learn a lot of things from each other which improve the working styles
(Thorpe, 2016).
Due to collaboration in the activities of employees, teams and departments,
Employees are able to do their work on time with effectively which improves the
organisational efficiency and productivity. Due to this, Organisation is able to achieve
their target on time.
TASK 4 Evaluate the ways, how high-performance culture can support on
performance management, collaborative working and effective
communication in Alexandra Reisse
1. Understanding and importance of collaborative working
Collaborative Working
The word Collaborative is the adjustive of Collaboration. Collaboration refers to
the process of working with another members, department or team in order to achieve

one common goal. Thus, collaborative working refers to the working environment where
employees are doing 1. Understanding and importance of collaborative working
Collaborative Working
The word Collaborative is the adjustive of Collaboration. Collaboration refers to
the process of working with another members, department or team in order to achieve
one common goal. Thus, collaborative working refers to the working environment where
employees are doing 1. Understanding and importance of collaborative working
their work with another in order to create link between activities and achieve the
organisational goals. their work with another in order to create link between activities
and achieve the organisational goals.
Importance of Collaborative Working in the Organisation
Importance of Collaborative working in the Alexandra -Reisse Company are as
follows -
Employees need to do work in team in order to work collaboratively within the
organisation which helps in increasing flexibility between the employees of the
organisation as they get to know about the strengths and weaknesses of each others.
Also, employees learns a lot of things from each other which improve the working styles
(Thorpe, 2016).
Due to collaboration in the activities of employees, teams and departments,
Employees are able to do their work on time with effectively which improves the
organisational efficiency and productivity. Due to this, Organisation is able to achieve
their target on time.
2.Performance management as a process as well as concept
Performance Management is the process which makes sure that it is the set of
activities and outputs which met the company's goals in better and effective manner. It
can be defined as the approach that is being used by Alexander Reisse in evaluating
and measuring performance of employees at each and every level of the work. This will
help in improving performance of an employee that will be more beneficial for
conducting various forms of research that will be gain knowledge in the future.
Performance of employee will be measured by taking feedback from other employees of
the company. On the basis of that feedback result will be declared by the manager.

Through these employees can improve its performance in the future that will benefit in
growth as this is very important to achieve goals of the company. This will help in
getting involved into various activities of the business that will be helpful for the future
course of action.
Performance management as a process
Performance Management as a process is a systematic process of managing as
well as monitoring the employee's performance against the set key performance
indicators. Hence, it is the continuous process which drive an individual and
organizational performance in right direction. As a process it means that performance
of an employee will be depend on the working environment of the company. If the
working environment is not good, then it will affect various aspects of Alexander Reisse
(Fagerholm and et. al., 2015). It plays a crucial role that will help in building relation
between employees so that effective work can be done in the company.
Performance management as a concept
Performance management is a broad concept which should be imply in the
organization that helps to monitor the performance appraisal as well. Therefore, it is the
concept in which the company provides feedback, accountability and also
documentation for the getting best performance outcomes. It is a concept that
emphasize on bringing different reviews that is being taken from different employees in
Alexander Reisse. This will help in creating value of the employee ion the company that
will be more valuable in the future.
3. Constitutes of an effective performance management
There are various constitutes of an effective performance management which are as
follows -
Performance Planning
Performance planning refers to the process of deciding the organisational
objectives, accordingly, deciding employees' target and deciding how to accomplish
those objectives and targets.
Performance Communication

Performance communication refers to the two-way process of exchanging ideas
and thoughts regarding performance and way to do perform between employees and
managers.
Data gathering, observation and documentation on performance
Manager do observe, inspect and check the performance of their employees
according to the targets. They analysis the performance and collect data. After
collection of data, they prepare documents for the employees regarding their
performance (Lloyd-Evans and et.al., 2016).
Performance Appraisals Meetings
Company do organize a meeting of managers and leaders for the purpose of
performance appraisal of the employees. They do decide the standards for the
measuring the performance of the employees.
Performance Diagnosis
Performance diagnosis refers to the process of identify the gap between desired
performance and actual performance. Also, it involves the process of mitigating the gap.
It is kind of problem defining and solving method.
4.Effective performance management will help in learning and development at
organisational team and at individual level
As effective performance management will help in evaluating learning and
development as a team if work can be done in group then it will effective as different
minds are working with different ideas that will lead to create effective performance of
an employee in the Alexander Reisse. As there are various factors that will help in
getting improved the learning and development as a organizational team. If the
performance of an employee will be able to cope with the situation that will help in
gaining various aspect that will be more helpful for the future purpose in the Alexander
Reisse. There are various aspects that will be more beneficial for improving
performance in the future. There are various segments that will lead to create many
aspects that will be helpful for the business.
As at an individual level also it will be beneficial for the company to enhance
performance management that will be more suitable as improving it that will bring more
opportunities at an individual level. As individual learning will be better as more

knowledge is gained that will help in growth of skills and knowledge of an individual.
This is very important to emphasize on the learning and development process in the
Alexander Reisse. Therefore, individual learning will also help in enhancing
organizational goals and objective.
Critical Analysis
1. Different approaches of Performance management
There are different approaches to performance management which are as
follows -
Comparative Approach
According to this approach, Employees' performance are measured to the others
in the firm. Evaluation are done according to the employees' rank. It helps company to
take decisions regarding promotion and demotion. But comparison between employees
can encourage bad competition in the organisation.
Behavioural Approach
According to this approach, evaluation of the employees' performances are done
on the basis of his working behaviour by the company. This approach lead organisation
to understand why employees are doing a specific behaviour which lead company to do
work on that. On the basis of the behaviour, company can't judge the performance of
the employees and his capabilities (Raes and et.al., 2015).
Results Approach
According to this approach, company's HR department do evaluate activities of
employees accordingly quality of results or benchmarks or products which is produce by
them. This approach is only appropriate only when the employees are skilled and
qualified. This approach ignores the behaviour or perception of the employees which is
likely to be influence his performance.
Trait Approach
According to this approach, Company do measure the action of the employees
according to their personal traits which is required for the running the business
activities. It is good approach for the purpose of improvement of skills and abilities, but it
is considered to be bad approach because every employees' personalities and
perceptions are different, thus there way of working are also different.

2.Effectiveness of approach of performance measurement
There are various methods of performance measurement that will convey
effectiveness in activities done by employee. These will bring efficiency and increasing
productivity of Alexander Reisse. This will assist in deciding different aspect that will be
useful for the purpose of gaining more knowledge that which is good and helpful for the
future course of action. As these approaches intent to bring harmony and effectiveness
that will increase efficiency of doing work in the company. As there are different sources
that will be create various approaches that will create different aspects that will gain
better involvement in the future (Payne and Calton, 2017). This will be unable to provide
various aspects that will be more inductive in using different segments of performance
management. There are different approaches that will be creating more opportunities in
the business at the end of every aspect that will be creating different segments that
creates different changes that will lead to bring effectiveness. As employees get
motivated in performing various task in effective manner. As there are various segments
that will more beneficial for the company to getting involved in the company. As these
approaches will mainly emphasize on improving performance that will bring efficiency
for future.
3.Organizational culture and effective performance management – facilitator & barrier
If culture of organization is good & there is no conflict between employees and
management team. That means there is collaboration between departments, teams and
employees. Collaboration bring effectiveness in the working style of the employees and
improve their performance and productivity. This led organisation to achieve their
targets on time and do performance management effectively. Here, organisational
culture act as facilitator for the performance management.
If organisational culture is not good and there are conflicts between employees,
management and departments of the organisation. It would lead to lack of
communication between all the parties involves in the organisation which cause to late
completion of work. Employees feel tired and fluctuated with organisation and their
peers which will impact their work. This will decrease the productivity of the employees.
Thus, here performance is not managed properly. Here, Organisational culture act as
barrier to performance management (Bolden, 2016).

4. Performance management can be used to transform an organization
With the help of performance management, the company should consider some
factor such as size and scale of the firm. In the context of Alexander Reisse it has large
number of employees and that is why, they should use performance management that
helps to determine the performance appraisal. On the other side, it is geographical
dispersed and that is why, it may also used performance management system which
help to evaluate the overall performance of the company and then apply these
techniques to calculate the performance appraisal of the employees. In addition to this,
to gain high competitive advantage Alexander Reisse also use PM and can analyse
different loophole which should be eliminate. There are various sources that can be
fulfilled by the company for increasing its value in the business. There are different
segments that will be more attractive that will in transforming by Alexander Reisse. As
there are various approach that will be used in transforming business into various
sectors. it is of the essence to measure the action of an employee to have better
opportunities in the future.
CONCLUSION
As per the above study it can be said that it is important to have skill, knowledge
and behaviour in the company as a human resource professional in the company. There
are various segments that will be getting involved into various activities that is being
managed by HR department. It is important to improve continuous professional
development that will help in improving skills of an employee which will help in to growth
for the future. Personal skill audit assists in improving skills which was not used to be
good in an employee so that it will get chance to improve that skills and knowledge.
Learning and development also plays a crucial role in the company that emphasize on
various aspect in the company.

REFERENCES
Books and Journal
Asah, F., Fatoki, O.O. and Rungani, E., 2015. The impact of motivations, personal
values and management skills on the performance of SMEs in South
Africa. African Journal of Economic and Management Studies.6(3).pp.308-322.
Berman, E.M. and et. al., 2019. Human resource management in public service:
Paradoxes, processes, and problems. CQ Press.
Bolden, R., 2016. Leadership, management and organisational development. In Gower
handbook of leadership and management development. (pp. 143-158).
Routledge.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Cohen, E., 2017. Employee training and development. In CSR for HR. (pp. 153-162).
Routledge.
Ellis, P., 2018. Leadership, management and team working in nursing. Learning
Matters.
Fagerholm, F. and et. al., 2015. Performance Alignment Work: How software
developers experience the continuous adaptation of team performance in Lean
and Agile environments. Information and Software Technology. 64. pp.132-147.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management
Administration & Leadership. 43(1). pp.152-170.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership.43(1). pp.152-170.
Lloyd-Evans, B., and et.al., 2016. Development of a measure of model fidelity for
mental health Crisis Resolution Teams. BMC psychiatry. 16(1). p.427.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.