How employee performance is managed and measured at a business
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Assignment 4-How employee performance is managed and measured at a business 1.0 Introduction I will write a report regarding an employee working at Tesco, and analyse how Tesco look at their employees and review their performance and see how they manage them. This is so that they can get the best performance out of them, as different people need different ways of managing them. This leads to performance improvement, the measures leading companies use to effectively manage employee development, rewards and recognition, recruitment and selection, and employee satisfaction and morale. 2.0 Findings 2.1. How Tesco manage and measure a performance of an employee Tesco is a global company and for them to remain one of the best they must man manage their staff, and measure how well they are performing as an employee, this not only benefits the company as sales will be better but also the employee can see what areas they are exceeding at, but also what areas they can improve upon. Performance Management- There is many approaches that Tesco take upon to the development of a sound performance management system with employees. Tesco believe that an employee must have clear work plan objectives that are aligned with the goals of the company, measurements to assure whether an objective has been achieved, such as has the employee reached their sales total of the day.
Measuring the performance covers the evaluation of the main tasks completed and the accomplishments of the employee in a given time period in comparison with the goals set at the beginning of the period. Measuring also passes judgement on the quality of the accomplishments, the compliance with the desired standards, the costs involved and the time taken in achieving the results. Measuring employee performance is the basis for Tesco for the performance appraisal processes and performance management. Accurate and efficient performance measurement not only forms the basis of an accurate performance review but also gives way to judging and measuring employee potential. For Tesco to be an effective organisation and to achieve its goals, it is very important to monitor or measure it's their and its employee performance on a regular basis. Effective monitoring and measuring also includes providing timely feedback and reviews to employees for their work and performance according to the pre-determined goals and standards and solving the problems faced. Timely recognition of the accomplishments also motivates the employees and help to improve the performance. Tesco also use SMART objectives for their employees. Example of a Tesco employee using SMART for goals Specific- The objectives should clearly state exactly WHAT is to be accomplished and for whom, in terms of end results.
In Tesco they have a different set up to other companies regarding appraisal process for employees. They have self appraisals for their employees, this is where the employee themselves gives the feedback or their views and points regarding their performance. Usually this is done with the help of a self appraisal form where the employee rates them self on various parameters, tells about his training needs, if any, talks about their accomplishments, strengths, weaknesses, and any problems they face. So when the manager at Tesco has gone through the measuring and managing of the performance of the employee, they will discuss ways they can improve or develop themselves in the organisation. Tesco has many ways they motivate their staff, they are known like no other company for their motivational methods. They offer their staff an attractive benefits package, including flexible hours and leave, profit-share, an award-winning defined benefit pension, subsidised meals and childcare vouchers. Through their Privilege Card scheme, all staff with over 12 months' service receives a 10% discount on their shopping at Tesco. They are also able to take advantage of discounts at Tesco.com, on our financial products, holidays, gym membership, childcare vouchers and health cover. Each staff member receives a Benefits Book annually to explain all the benefits they can take advantage of, and a personal Benefits Report summarising their total package. This year 160,000 staff shared £63 million in profits.
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Here's what a teacher thought of this essay
This is a succinct and accurate piece on the theoretical workings of and benefits of a performance management system. Its weaknesses are that it could be more cynical. The writer is very accepting of the system as it has been put to them.
Marked by teacher David Salter 07/02/2012
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