A. Align learning along with Business

This process will help Co Pro to identify the outcomes of business by matching it with overall strategy of its organization. Top management should support strategy and employees must be committed towards it. The employee’s career goals should be matched with overall organizational goals to find out the gap’s which hinders its performance.

B. Integrating HR Learning with Business Process

Management needs to check the strategies which can create awareness among employees regarding their roles and responsibilities. The strategic goals of Co Pro should be linked with performance of the employees after attending specific training programs. The Human Resource Information System must be designed so that information can be tracked and stored at any time.  It will also help in filling up the gaps.

C.Develop Learning culture

It can be developed when initiatives are taken by team leaders and employees to perform their task effectively and efficiently. The corporate culture should be designed in such as manner where employees are hired from diverse culture backgrounds and are involved in process of innovating new services and creating competitive edge over their competitors. There should be no discrimination process on the basis of race, gender and religion.D. Learning options

Management should ensure that learning options should be provided to their employees for fixed period of time in flexible manner by collaborating and being compatible with each other. It should be based on workplace learning process

E. Controlling Learning Effectively

The learning process should meet expectations of all stakeholders of Co Pro. This learning process should deliver the outcomes in terms of profits for organization

F. Applying Skills at workplace

The employees can be trained by their team leaders to apply technical, behaviouraial skills for performing their task on continuous basis. The skills should be enhanced according to functional areas of employees.

G. Measuring Learning at Workplace

The learning and development process should be measured by outcomes in terms of cost, quality, innovation, and individual performance of employees. It can be observed by behavior and performance of employees at their job with customers and team members.2. The importance for delivering Learning and Development[1] Plans according to agreed timeframes are described in this paragraph.  It will help in coping up with emerging uncertainties of external business environments such as technology, emerging competitors, and new innovation. The motivation level of employees can be increased which will provide satisfaction to them. The performance of employees can be linked with rewards and recognition process. The customers can be handled properly with soft skills which will help in building better customer relationship and maximize organizational profits. Resources can be utilized properly and accidents at workplace can be handled easily.  Employee’s absenteeism and turnover can be minimized in an organization.  They must deliver outcomes because of several reasons such as to minimize the gaps among employees & overall organizational performance. The organization can develop an effective performance management system with learning outcomes. The several costs in terms of technology & employees can be optimized.  Decisions related to employees transfer, empowerment, promotions, and rewards can be linked with employee’s career in a strategic manner. Better working culture can be integrated for employees at Co Pro (Time for People      2012).  It will help in meeting requirements at individual and organizational levels.

3. The Goals that can be used to evaluate performance management system is being explained in this paragraph. The organizational mission and vision should match with career of Co Pro’s employees.  The competencies of employee’s should be aligned with their Job Descriptions that includes key performance Indicator and Key Result areas. The goals of organization should be SMART in nature which states that goals of an organization should be specific, measurable, achievable, realistic and time bound. The targets which are given to team leaders of several teams such as marketing, finance and Human Resource will help in identifying goals in monetary aspects. The factors such as quality, innovation, new development, learning, motivation and cost can be linked with goals for evaluating performance management system. The goals should be achieved either strategically or tactically within specified period of time. The goals can be either short term or long term in nature. The short term goal can be creating larger customer traffic at Co Pro’s super market and long term goal can be achieving the future plans in a SMART manner. The feedback can be generated from all the stakeholders for evaluating performance management system (About.Com   2012). It can be evaluated either monthly, quarterly and annually by the HR department in an organization and communicated to top management for framing appropriate decisions.4. The training sessions should be conducted for employees to enhance their performance level at workplace. It should be conducted for defined period of time and management must ensure that employees participate with enthusiasm during training sessions. Employees should be asked to fill out training feedback forms to know their opinion regarding those training sessions. After training sessions get over employee’s performance[2] should be observed by their immediate managers regarding how they are performing their job according to the given time frame. It can be measured with on job performance method, incident tracking method, and by behavior method.  It should be documented well by them and employees should be rated either on likert or ranking basis in a proper documented format. The documents should be submitted either manually or in soft copy format to HR Department. Even managers must have knowledge regarding how to do analysis of employee’s performance at Co Pro’s.  Managers should compile all feedback forms and result’s must be communicated to Co Pro’s management and team leaders/managers.  The managers can advise regarding changes to systems because different software’s can be used for compiling the performance of employees.

5. The relationship between performance management system & any incentive and reward system is being explained in this paragraph. It is a tool used by managers and top management of an organization to motivate the employees for increasing productivity with superior performance in an organization. Performance in an organization can be increased by employees if they are motivated extrinsically or intrinsically. If employees perform well at their job after training process in such case the companies cost is being utilized and employees are rewarded either with Hygiene or motivating factors[3]. The Hygiene factors include increase in salary, better interpersonal relationship in organization, job security, companies’ policies, and better working conditions. The motivating factors will remove the internal dissatisfaction of employees such as career growth, recognition by management, advancement and delegating responsibility. If employees fail to perform at their job in such case it incurs an additional cost for training them. If employee’s fails to perform repeatedly after attending training sessions in such case management can take decision to terminate those employees. A better incentive and reward plan will engage employees and time can be effectively utilized.6.The organization can know about successful implementation of performance management system form several factors such as increase in organizational profits, cost of organization is being optimized, employees are motivated towards their work, a learning environment is being created, corporate culture is being developed, and expectations of all stakeholders is being met. The competitive edge created by employees, organizational products and services over competitors should be reflected. It can be evaluated from several stages of performance management system such as performance planning, execution, assessment by using several tools, review process and performance renewal and re-contracting process. The issues which arise while carrying out performance management system should be discussed transparently. The appropriate linking of performance of employees with rewards, recognition process helps in creating a successful performance management system. The drivers of Co Pro such as learning, cost, new development, culture, technology, change management and motivation can be analyzed on timely basis by top management and HR Department to know about performance management system.  The overall organizational performance should be linked with its mission and vision by linking it in a strategic manner.