Sustainable Business Performance through Employee Development

Desklib provides solved assignments and past papers to help students succeed.

HUMAN RESOURCE MANAGMEBNT
Name of the University
Name of the Student
Author Note

Table of Contents
Introduction................................................................................................................................4
Appropriate Professional Knowledge, Skills and Behaviours required by HR Professionals...4
Analysis of Personal Skills Audit..............................................................................................6
Strengths.................................................................................................................................6
Weakness................................................................................................................................7
Opportunities..........................................................................................................................7
Threats....................................................................................................................................7
Self – awareness and motivation............................................................................................7
Communication Skills............................................................................................................7
Differences between Organisational and Individual Learning, Training and Development.....8
Continuous learning and professional development to drive sustainable business performance
..................................................................................................................................................10
Analysis of benefits of applying HPW with justifications to a specific organisational situation
..................................................................................................................................................11
Evaluate different approaches to performance management...................................................13
Comparative approach.........................................................................................................13
Attribute approach................................................................................................................14
Behavioral approach.............................................................................................................15
Result approach....................................................................................................................15
Quality approach..................................................................................................................15
Conclusion................................................................................................................................16

References................................................................................................................................18

Introduction
In human resource management the roles of the employees as well as the organization are of
crucial importance. It is important for every organization to ensure appropriate performance
management of the employees. Along with that the employees will be eager to remain
attached with the organization if they find appropriate growth and career development
opportunities for them (Kisanyanya, 2018). The facilitation of training and development as
well as awareness generation program helps each and every organizational entities to enhance
their performance and along with that gain necessary knowledge, skills and expertise that will
development them professionally as well as individually that in the long run will be able to
lead the organizational performance towards sustainability followed by maintaining balance
in resource utilization and human capital management. The paper delves into the aspects of
creating a high performance working environment through developing the employees as
professionals that directly leads to the enhancement of sustainable organizational business
performance overtime.
Appropriate Professional Knowledge, Skills and Behaviours required by HR
Professionals
To become a HR means to know how to handle people as well as the duties regarding
organization to which he or she is associated. A person taking the role of HR has to manage
human recourses by keeping all the information regarding this department as well as looking
out for the deliverance of services (Bernard , 2017). He or she needs to design the workforces
of the organization as well as devising plans to develop the growth of the organization.
Another aspect of a HR is to look into the recruitment process of new talents as well as
keeping the old employees satisfied regarding the matter of their jobs. He or she has to give
proper guidance to the employees of the organization to help them learn about the working

process and also help them to develop their skills. A HR has to motivate and encourage the
employees and give them rewards based on their performances. Another most important
aspect of a HR is to make his or her employees interested about their works as well as
planning on retaining the employees who have shown proper set of skills and potential in the
field of work. Being a HR means always striving to find better ways to do a specific work
both individually and collectively. Understanding and properly analyzing data and
information is another quality a HR should have. He or she should have good insight about
the organization he or she is working for as well as knowledge of the competitors of the
company (Richards , 2016).
A HR needs to have practical solutions for all the issues arising in the organization. A bad
HR will try to force the employees to work rigorously while contributing any form work by
him or herself, whereas a good HR would influence the employees to work hard by setting an
example with his or her hard work. If a HR has the ability to positively influence the
employees of an organization then the company will function like a well-oiled machine
(Gess-Newsome , 2015).
A person playing the role of a HR has to accept responsibilities and should have the mettle to
follow through his promises to earn admiration and respect. Moreover, a HR needs to work to
build up a good relationship with his or her clients and the members of the organization
linked both directly and indirectly (Armstrong, 2016). This includes major shareholders,
suppliers, buyers, and other allied companies. In order to become a good HR a person needs
to have rational thinking and sound judgement regarding the well being of the organization.
A person aiming to become a HR has to be an inquisitive person as well as keeping his or her
mind open regarding all sorts of issues pertaining to an organization. If a HR faces an
unfavourable situation or resistance from others, then he or she should show courage to stick
to his or her decisions. To achieve the organizational goals often a HR has to have good

communication between all the parties involved in any deal or any important issue because
without communication the organization can suffer catastrophic failure in business (Noe et
al., 2017)
Analysis of Personal Skills Audit
The subject of skill audit deals with analysing your present skills and paying your attention
towards enhancing the future skills comparing it to the current one. It tells the importance of
proper screening of your present skills so that you can work for your betterment in your
future regarding skills. The primary thing, which a HR should do regarding the screening of
personal skills is penning their skills down and trying to find that what has to be modified in
order to gain more success and finding out the skills that has more future scope. This will
give proper insight to your skills in the present in order to achieve success in the future. One
of the main priorities should be marking the skills and things you need to know that will
consolidate your future. After marking, you should start relating one skill to the as to see
which skills which has more scope and which has less scope in the future. Analyse the skills
you have in order to underline the areas you need to improve. After all this, a HR have to
look into the matter that the plan is well executed in order to glorify your strategy. In personal
analysis, the most important thing is the screening or analysing personally. Strength,
weakness, opportunities and threats of this analysis are listed as follows:
Strengths
Development of communicating skills is favourable in building a good career as, it helps
approaching a people in a well- mannered way. It improves the way of working and builds a
trust among people, which in turn helps in building a good will among them. The aim should
be, executing the proper plan in order to turn the dreams into real. There are many expert

person in the field from whom inspirations should be taken that will be helpful in accelerating
towards achieving the goal.
Weakness
One should take control over their anger, or any negative traits in their character or else it will
hamper their growth. One should be emotionally stable.
Opportunities
The thinking of taking opportunities through which new knowledge could be gathered is
always fruitful. This will help someone to find modified methods of solving a problem or
facing the problem or difficulty. The people under the leader should feel comfortable by
thinking that someone will take a stand for them. This could be done by showing hidh
leadership values.
Threats
The practise of demotivation by some people hampers personal growth. Many people have
the habit of focussing on the negative traits of a character in a person. In doing so, they forget
to appreciate the good quality of a person and that makes the person feel depressed. A person
who wants to achieve success in any field should have a strong mental focus as many are
there, who will demoralise.
Self – awareness and motivation
First, analysing self-thoughts and properly deciding a way in which a person should go in
order to achieve the goal. A person should not think about their destination, a person should
more emphasis on day to day progress. This will cut all the short term techniques and more
emphasis will be on the long term benefits.
Communication Skills
Information should be given in a precise manner so that everyone could understand and
everyone should know the motive behind giving this information. Interaction and good

communication between the co-workers should be the most important aspect of self-analysis.
The Knowledge of one’s own skills helps to build a strong and impeccable self-confidence
within.
Differences between Organisational and Individual Learning, Training and
Development
Learning is crucial in every stages of growth as employee within any organization. However,
as the day is going on the scenario automatically started changing. Few many learning part is
there, few natural phenomenon and few are ethical things. For the ethical learning, people
have to take few obvious ways to develop their growth and knowledge. Individual learning is
an open field where people are continuously grasping so many things. Knowledge is always
good, but the application matter the thing. After gaining a certain knowledge, it is absolutely
depends on the individual that at which point they will utilize their knowledge (Kisanyanya,
2018). Maximum people obviously use their knowledge for some creative and innovative
work, but as rules of society, exception is there.
Now the main part is why organisational behaviour is mandatory or what the differences
between organisational learning and individual learning are. Knowledge organisation is itself
a matter where people are doing their own training and development themselves. Knowledge
is a major source made and modified by the people, once again it is a proof that human being
are the most important and valuable wealth of an organisation (Stefano et al., 2016). The best
creations are coming from organisations with some unique qualities. It is not a smooth work
to make a climate, where knowledge is modified and retained for individuals especially at a
particular time of their requirement.
Learning is totally a self-directed procedure, creativity based and result based process leading
to increase the capacity what is adapted. Learning and doing something are interrelated.

Noticing employees at their own job places, being attached with daily activities, public
interaction, work under the superior’s observations. These are actually the main matter of
learning from work. Similarly, taking food from a market area, selling own products,
communicating with relatives, discussion with siblings and families as well. These are also
example of learning from regular life (Benson et al., 2016). However, not every people will
get the extra advantage from their work place or social life. Lack of information or wrong
information in their job place, market area or in the family are the negative indication for
learning. Individual capability is the most important part of individual learning as well. If a
person is not capable to understand or catch the main focal point from particular place, then
this absolutely his or her loss. Similarly, in the same position if someone can manage to
understand the deep even the deeper matter or message from the place then that will be
obviously his or her profit (Cohen, 2017). These are the main points of individual learning,
but to develop the power of individual learning one must have to go to any organisation for
increasing the power of learning and for learning the utilization of knowledge.
After the discussion, the concept or organisational training, learning and programme
developing is quite clear. An organisation gives the opportunity to their members for learning
and returning the feedback. The two-way communication inside an organisation always helps
a candidate to utilize his or her knowledge and clear their doubts. It is also providing the
opportunity to not only the individuals but also to a group of candidates as well. Inside an
organisation, there is a culture, which is mandatory for an individual. A definite protocol, a
regulation is actually very much needed to go in a right track. An organisation also aware
people about the important of the present scenario, social ethics, legal material too.
Organisation trains people in every way for their whole life and for some specific area too
(Andersen et al., 2016). These are actually the basic difference between individual learning

and organisational learning. It is now quite transparent that if individual learning is the
coaches of a train then organisational learning is works like an engine of it.
Continuous learning and professional development to drive sustainable business
performance
In 21st century, an organizational employee keep constantly upgrade their performances and
skills. Companies realised cultural of learning is one of the attractive and retaining the best
talent. Employment is an important factor for any business organizations for maintaining the
respective business processes in an efficient manner. On the other hand, employees are the
keys to achieve organizational success. Moreover, employees are advantageous for
implementing the successful productivity. With maintaining the proper employee
management or employee retention techniques, there are the possibilities of developing the
personal skills about the job responsibilities in a native manner. To achieve the business
goal, the employee should be trained. A firm needs high technology to give support to their
employee. The employees are influence by their organizational support. In another side, the
business leader allows to consider the employee’s promotion as per their performance.
Moreover, the consistency of job activities can be appointed with the proposal proper training
and development approaches. Apart from these, there can be the chances of increasing the
awareness of several business concerns by the involvement of training and development in
terms of employee retention. However, the new technological abbreviations can be
incorporated to the job activities regarding employees for better instance by assessing the
actual training and development aspirations. In case of proposed methods of new business
activities or processes, there is the importance of offering proper training and development
concerns. In an huge organization, development programs and learned are considered, but
constant learning is urgent for the departmental level to create valuable opportunities for

mentoring, coaching and learning. The learning program is a vital key for business goals.
During the performance process, organizational head set up their goals, performance
management and learning management are two systems work together. Most of engaged
employees are empower with the help of proper organizational tools. Employee can develop
their skill, and spread knowledge and information toward the specific project through digital
learning, mentoring and job training.
Analysis of benefits of applying HPW with justifications to a specific organisational
situation
Organisation is a sector from where every people gather knowledge, utilize knowledge and
apply the same in a specific and appropriate area. For applying the knowledge and understand
the situation organisation is the best way to get all kind of information. Where for an
employee the workplace is the organisation for them, similarly schools and universities are
the organisation for the students (Van Le et al., 2017). Once upon a time, there were some
methods, which are now, not up to the mark for gathering knowledge and utilizing it in a
proper way. High Performance Working takes the place of utilizing all the matters in a smart
way for the student of the student and by the student. HPW is quite a beneficial way for
learning and it is quite justified for the students in a learning organisation.
At present in a school, smart classroom is a concept where few many tools are contentiously
helping the individuals to develop their knowledge in a catchy way (Naidu et al., 2017). Where
the main motto of a school is to educate the student in a modified way, there HPW is mainly
depends on few many things, Smart classroom is one of them. Audiovisual presentation,
unique seating arrangements all are the main parts of a class room now days. Interpersonal,
Group and so many kinds of communication process are there in that particular concept.
Automatically feedback from other side is quite transparent and immediate. Where feedback

is immediate, there everything is in a right way. Now it is quite visible that HPW is precisely
justified for a specific organisation.
In order to achieve higher amount of performance an organization needs to implement
various aspects that may influence the members to feel attracted to the work. This can be
done if the project they will have to undertake has some interesting factors like a platform to
showcase their creativity (Jia et al., 2017). In addition the uses of various types of digital
media like digital or graphical presentation with the help of interactive slides or animations,
when discussing the topic of the work may also play a great impact on the performance of the
workers. If an organization can implement High Performance Work, then it will have better
prospects of becoming successful in the business market than the competitors. Moreover, the
growth rate of the organization will drastically increase, which in-turn will impact the
employees to perform even better and also attract the youth to build a career in that particular
field with that particular organization. The overall High Performance Working system
improves the capability of an employee to make proper decisions faster than a person who
has not come under the High Performance Working system. In addition to that they get
accustomed to using modern technologies thus making them more efficient workers and the
employees also get a chance to earn more incentives while being under this system
(Katzenbach and Smith, 2015).
The place of knowing things and using that in respective fields is called organization.
Applying a knowledge needs authenticity of the knowledge to be applied and that is provided
by organisation. Business organisation could be a place where people learns many things like
communicating with people which will help a person build self confidence. Innovation is the
main the key to progress of business. Proper conveying of the target and work to the workers
by the head officials and analysis of every day performance increases the performance of that
organization. This will help a person to be efficient one and cope up with the difficult