Exploring Employee Performance Management Strategies

The article delves into effective employee performance management, highlighting the significance of adopting a positive approach. It underscores how fostering an encouraging environment can enhance productivity and job satisfaction. Additionally, it discusses essential professional development skills that contribute to successful performance management. These skills include communication, leadership, teamwork, problem-solving, adaptability, time management, self-awareness, continuous learning, emotional intelligence, and conflict resolution. The article references various sources, such as Teachhub.com and Jakoba.com, which provide insights into the best practices for developing these competencies in a professional setting.

DEVELOPING INDIVIDUAL,
TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Skilled needed by HR professionals ....................................................................................1
P2 Personal skill audit and professional development plan........................................................2
LO 2.................................................................................................................................................4
P3 Comparing individual and organisational development .......................................................4
P4 Need of professional development.........................................................................................5
LO 3 ................................................................................................................................................7
P5 Contribution of high performance working in employee engagement .................................7
LO 4 ................................................................................................................................................8
P6 Different approach of performance management and their contribution in high
performance culture....................................................................................................................8
CONCLUSION ...........................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Most of the business organisation are focusing on development of their employee because
they understand that it is directly connected to the growth of the enterprise (Bercovitz and
Feldman, 2011). It is important to improve the skills of various teams, that are present in the
company. This assignment will explain the knowledge which should be present in HR
professionals. Personal skills audit will be included in this file. Comparison of organisational and
individual learning will become significant part of this report. Support of HPW in attaining
competitive advantage will be covered under this report.
Assistance provided by performance management to high-performance culture will get discuss in
the end.
LO 1
P1 Skilled needed by HR professionals
Human resource division is accountable for selecting best men for a job. Earlier,
companies were focusing in this department because they do not have any direct contribution in
the revenue of the organisation. But, once they understand the significance of this wing they
started concentrating on their developing. Big corporations is also investing huge amount on
providing training to their employees. Importance knowledge and skills required by HR
professionals are as follows:
Understand an individual – The main function of human resource is to hire appropriate
candidates in the enterprise. The ability to read to the nature of a person is essential skill which
should be present in a HR professional. For accomplishing every task, certain amount of
knowledge is necessary. People working in human resource wing should have the ability to find
the talent that is present in a worker so they can send him/her to a right position. They can also
solve various kind of problems, faced by employee, if they successful understand their nature
and thinking.
Knowledge relating to relevant laws – HR professional are responsible for complying all
the acts relating to employment. These regulations are made by government so if a company do
not follow them then they may to face serious legal consequences (Niederman and Tan, 2011).
Managers of human resource division must possess knowledge of different laws so they can help
organisation in doing fair business. They must be aware about various rules which is made by
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top level management (15 Professional Development Skills, 2017). They are accountable for
communicating these code of conducts to the employees, if they do not have proper information
organisational culture then it can create chaos in enterprise.
Negotiation – HR professional performance an important task i.e. to decide the salary of
new candidates and incentives of existing employee, at the time of promoting them. This work
required great bargaining skill. Suppose, the management of Big corporations give a budget of
100000 pound to the HR professionals and ask them to recruit 5 worker. If they hire 6 skilled
people in this sum then this means that they have good negotiation skill. Retaining staff members
is a big challenge for most of the multi-national corporation. Manager in human resource
division should have complete knowledge about 'how to play zero sum game'.
Multitasking – Normally in a profession, a person has to perform two to three task. But
HR professional must posses ability to do more then one activity in a single time. The need soft
skills so they can resolve a dispute in short time. At the same time, they must posses information
about where online hiring sites so they can call right people for interview. They must be aware
about latest changes in technological sector because the use of technology in business operations
in continuously increasing (Randall, Resick and De Church, 2011). These professional should
have a high level of confidence in their personality so they can communicate with various people
in the organisation in an effective way.
The HR professionals play significant role at the time of reviewing salary, they are
responsible for preparing staff handbook and they are accountable for promoting diversity at the
workplace.
P2 Personal skill audit and professional development plan
Jane Cambridge is a HR officer. Like every person, she also possess some skills and have
knowledge about various matter. But there are many areas where she need to improve, this work
can be done by focusing on continuous development. Personal skill audit of Jane Cambridge is
mentioned below:
Strength - Jane has a friendly behaviour and she has a quality to successfully
communicate the message given by top level management to the employees. Normally people
miss some significant information at the time of conveying notifications but she does not do
these kind of mistakes. She has sound knowledge about various laws like employment act,
2

regulations relating to discrimination etc. Jane also have complete understanding of
organisational policy and she explain these rules to the workers in an effective manner. She play
crucial role in orientation session. Her negotiation skills is above average, she can solve different
conflicts and other problem of company without involving seniors (Hughes and Jones, 2011).
Weakness – Jane do not have knowledge about technology. She fail to operate various
soft-wares which is used by human resource department. This problem can become main hurdle
in her promotion. She face trouble in understanding the personality of an individual. This result
in poor selection of candidate in the organisation.
The general knowledge of Jane about computers is good but she need to learn various soft-wares
which are used by HR managers. She cannot use database which reveal her poor analytical skills.
Professional development plan for Jane Cambridge ( HR Role)
SR. No LEARNIN
G
OBJECTIV
ES
CURRENT
PROFICEN
CY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
NITIES
CRIRERIA
FOR
JUDGING
SUCESS
TIME
SCALE
1 To develop
knowledge
of
technology
Jane can
only work
on outdated
soft-wares
which
company is
not using in
present
scenario.
She do not
understand
most of the
features of
her mobile
Get
complete
knowledge
about
various soft-
wares which
hare use din
the HR
department.
Get basic
understand
about
mobile
application
She can
learn new
technology
by taking
assistance
from IT
manager.
She can also
ask him to
teach her
necessary
skills which
are required
for the
By giving
regular tests
made by IT
made she
can judge
her
performance
. If she
successful
operate one
or two soft-
wares that
are utilized
in HR wing
50 weeks
3

and she can
only use
some of the
features of
her laptop.
which is
related to
her working
field.
operating
essential
mobile
applications.
then it will
be
considered
as a great
success for
her.
2 To improve
the skills
that is
required to
understand
the
behaviour of
a candidate
She can take
normal
interview
and find
general
qualities
that is
present in an
applicant.
Develop the
ability to
read the
mind of
people and
understand
their
behaviour.
By getting
on the job
training and
taking
interviews
with seniors,
she can
improve her
ability to
understand
personality
of an
individual.
She can ask
her senior
manager to
rate her
performance
, she can
also
determine
her success
by analysing
performance
of the
person
which she
has
recruited in
the
organisation
.
40 weeks
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LO 2
P3 Comparing individual and organisational development
Big corporations are aware of the fact that if they will work on skills of their employees
and focus on continuously improving them then they may easily attain their long term goals
(Mabogunje, A. and Leifer, L., 2013). The demand of quality workforce is constantly increasing
and companies are ready to invest lot of money on their workers. Individual learning is related to
finding the flaws in the personality of a person and then solve the problem by proving necessary
training. Organisational learning is bit different, enterprise concentrate on an trouble when they
think that it can create an issue for company at the time of forwarding toward vision of then
corporation. Organisational learning is a procedure of creation, retention and tranferring of
knowledge with in an organisation.
Difference between individual and organisational training is as follows:
Need of development – It is easy to find the shortcoming that is present in a work, Big
corporations has quality workforce because they have a strategy of 'one step at a time'. This
enterprise focus one team in one time. This bring some easiness in the process of training and
development. But procedure of organisational learning is very complex. It take lot of time
because training needs of different departments varies. Focusing on development work of more
400,000 workers is a expensive task. An individual can acquire new knowledge by spending
some thousand of pounds but when all the workers in the organisation need training then it result
in an expenditure of more then million pounds.
Vision – An individual do not care about the mission of the company. Their main aim is
to find the flaws in their working style so they can focus on key areas of development
(Hoda,Noble and Marshall, 2012). If a corporation get benefit of their talent then it is also
beneficial for them because they get rapid promotions and earn more incentives. Organisation,
on the other hand, concentrate of their vision. They make development plan for employees
because they are considered as their prime asset. If workers get continuous training then if will
improve overall performance of the firm. Big corporations believe in providing job satisfaction
to the employees, they want a good retention rate.
Learning methods – Their are various learning methods which an individual can use for
their development like taking online classes, attend various seminars etc. These approaches assist
a person in acquiring knowledge about different concepts. Learning methods for organisational
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development is very different from the earlier one. Companies like Big corporations transfer
their workers to a different place so they can get information about new things. This help an
enterprise in generation of quality workforce at higher level management. They also focus on
providing more experience to the staff members so organisation can develop a mature team.
P4 Need of professional development
Normally small corporation provide one training to an employee and then never focus on
finding the mistakes in their working culture. Continuous learning is significant for an
organisation like Big corporations. Workers are the only living asset is the a company, they need
regular training in order to learn new skills or updated their current knowledge (Chamakiotis,
Dekoninck and Panteli, 2013). If staff member of an enterprise talented then they can help
management in optimum utilisation of the available resources. This is necessary for earning more
revenue, organisational development is very important at the time of expansion of business. Big
corporations is highly dependent on their domestic market. Challenges like Brexit will hamper
their growth in upcoming time. Continuous learning can help this company in facing various
future problem in an effective manner. If they provide necessary training to the workers this
organisation can improve their current performance and attain their major objectives.
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Illustration 1: 15 Professional Development Skills.
(Source: 15 Professional Development Skills. 2017)
The importance of Professional development has grown in last 2 to 3 decades. Retaining
employees has become big concern of many multi-national corporations. By concentrating on
continuous learning, an enterprise can retain the talent which is present in their firm. This is
essential for sustainable business performance. Company can attain their one-year target. But if
they want to repeat their success then they have to focus on areas like professional development.
Performance of employees is directly connected to the revenue of an organisation. Use of
technology has now become significant part of the business. Continuous learning can assist a
firm in easily adopting new technology (Zepeda, 2012). Management can implement new ideas
in the enterprise without facing critical issues like conflict on using modified technology by
employee. Quality force always provide competitive advantage to a company. When an
enterprise spend money on professional development then its outcome result in better job
satisfaction in the staff members. Loyal employee provide some extra edge to the a firm, they
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suppose corporation in hard time and help in attain aggressive targets which is set by top level
management. This is essential for sustainable growth of business.
Following are some popular source of professional development which can help in driving
sustainable business performance:
Seminars and conference – Company can send their employees for attending various
seminars so worker can gain knowledge about current market trend and other technological
developments. By visiting different conferences, the skills of workers will improve and they may
deliver better results to the company.
Coaching – Theoretical knowledge is equally important to practical (Van Driel and
Berry, 2012). Big corporations can arrange different types of classes for their new and
inexperienced employees, the experienced worker should take these session and discuss their
experience with staff members.
LO 3
P5 Contribution of high performance working in employee engagement
HPW mainly focus on reducing the gap between employees and senior managers. The
importance of this process has increased in this era because now companies consider their
workers as a significant asset. Attractive reward system in crucial part of HPW programme.
When company give more autonomy to the workers, then it develop a good relation between
both sides. These kind of steps help in increasing the loyalty of personnels and they feel their
importance in the organisation. This move make a huge positive impact on their performance and
they try to perform better then the expectation of the management. Motivated employees play
crucial role in providing competitive advantage to an organisation. Big corporations faced a
major strike of workers in recent years (Pan and Franklin, 2011). HPW can minimise the
difference between both sides. If staff members are involved in the process of decision making
then they can easily communicate their problems and a big trouble can be stopped at the point of
the point of its generation.
HPW focuses on employee involvement. If senior manager will delegate their authority
to the subordinates then it will reduce their workload. This will also help them in making better
decision because they will get more time for analysing a situation and making effective
strategies. Moral of junior workers will also go up due the higher responsibility and power. This
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process will will give some competitive advantages to the company like Big corporations. More
then 400000 people are working in this enterprise. Human resource is considered as their prime
strength and they involvement of employee in making significant call is necessary for motivating
them. Flexible working hours is an important part of HPW. Workers want to maintaining a
proper balance between their work and life.
Mentioned company allow staff member to select their working shift according to their
feasibility. These kind of programmes provide great strength to the relation between employees
and management. Generally this facility is not available in many enterprises, specially in retail
sector. A person always see organisational policy relating to working hours and this move from
cited organisation will provide them some extra edge over other players of the industry.
Communication from workers should be done in regular interval of time so management can
solve their queries and issues in less time. HPW help in reducing number of conflicts and assure
the an enterprise run their business in a smooth way. It also provide great assistance in
increasing job satisfaction in the workers (Little, 2012). By introducing various programmes like
taking feedbacks from employee and executing their innovative ideas, mentioned corporation
and improve quality of their workforce this will definitely help them overtaking their close
competitors.
LO 4
P6 Different approach of performance management and their contribution in high performance
culture
Performance management is basically a process which assist employees and top level
management in monitoring and reviewing the objectives of the workers (Employee Performance
Management: A Positive Approach Pays Off, 2017). This is a continuous process. It main aim is
to set the specific job for every person so any kind of confusion can be removed from their mind.
This help them in focusing on single task. The cycle of performance management start from
planning, regular monitoring is its second part. Reviewing and evaluation of work is the last step
in this procedure (Flint, Zisook and Fisher, 2011). Various types of approaches are present in
performance management. Comparative approach is adopted by many large corporations. In this
method, management of an organisation compare performance of best and worst performer with
an employee. Enterprise like Big corporations can make a system where they can make three
9

groups, first one will contain 10% staff members who gave best result. In second unit they can
put 50% workers whose performance was at a decent level. 40% people can fall apart in the
segment of worst performers. Their are some big companies who have adopted this plan. The
employee who fall in last two groups get motivation from first one. It ultimately make a
significant contribution in high performance culture.
Illustration 2: Employee Performance
Management: A Positive Approach Pays
Off.
(Source: Employee Performance Management: A Positive Approach Pays Off. 2017)
Attribute approach is related to predetermined characteristic of a worker (Eliot and Turns,
2011). Their performance is generally measured by using graphic rating scale. If an employee get
below average rating then they can evaluate the areas where they need to improve in upcoming
time. Performance management is related to increasing the worker's effectiveness and it help in
the an enterprise in developing a high performance culture in the firm. Result approach has
gained lot of popularity in recent time. In this method, work is evaluated on two basis objectives
achieved or not. There is no rating or best/worst performance. If right people remain in the
organisation then it will assist a company like Big corporations in attaining their long term goals.
This enterprise firmly believes in developing high performance culture, they always ask about
the opinion of the workers before making a plan. Once their staff members refuse they take
bonus and asked for heavy discount on some product made by organisation (Barber, 2012).
Management accepted this demand because of high performance culture in the firm. These types
of events assure sound commitment from the side of workers. Loyal and skilled personnel are
main aim of every HPW plan.
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