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

.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. An assessment of an individual's achievement and an expected distribution of performance levels within Tesco. These would also include employee goal setting.

The value of such a system serves to deliver a variety of value to both Tesco and the employee whose performance is being assessed.

The benefits for the Tesco employee and Tesco-

• Work plans and performance targets can and will drive desired goal attainment

• Periodic performance assessment provides the opportunity to focus and develop talent needed to enhance career opportunity

• Work plans and performance appraisal demonstrate personal interest in individual contribution and may foster a more unified and loyal workforce
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• Conscientious workers want to know where they stand and how to improve themselves

• Tesco needs a basis for assessment of relative contribution and reasonable reward

• Work planning, performance assessment and employee coaching form the basis for sound management practice and, if done properly, it will help Tesco to remove low performing members, and help them save money as they won't have any low performing employees.

• Work planning, performance assessment, feedback, coaching and employee training form a strong basis for Tesco to build, maintain or enhance competitive advantage and increase the ...

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***** 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.