• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Performance management.

Extracts from this document...

Introduction

Performance Management We have seen that to be a competitive, Tesco need to select and recruit the right people. To remain competitive Tesco needs to monitor and manage employee performance. By monitoring employee performance, the business will be able to identify any problems that arise and can then plan to address those problems, one way to address these problems will be through the training and development of employees. Tesco needs to ensure that its employees are performing effectively. They will need to: * identify which areas are unsatisfactory * it may want to find areas where employees need to be trained and developed * it will need to encourage and reward good performance - perhaps with performance-related pay in the form of bonus or pay increases. Performance reviews Tesco use a formal appraisal system to assess employee performance. A formal appraisal system will: * measure employee performance against set targets * provide feedback on performance to the employee and their manager * identify training and development needs of the employee identify a future career path for the employee. ...read more.

Middle

strategic plan * make plans to focus on their own part in making the company successful * have an on-going review of their progress. There is an emphasis on continual improvement and staff are encouraged to develop themselves to do their jobs better. In Tesco an employee would be interviewed to discuss his or her performance since the last appraisal, to identify strengths and weaknesses, and to formulate an action plan about how weaknesses, can be improved and how strengths can be developed . Appraisals in Tesco can be carried out by different personnel; Appraisal by Comment Immediate manager or supervisor Most often used as the immediate manager should have greatest knowledge of the employee and should formalise feedback given during the year. Manager next in line to employee's manager or supervisor Sometimes used in conjunction with the appraisal by immediate manager or as a counter signature to endorse the appraisal Staff that directly report to the employee - subordinate appraisal Normally used in conjunction with other methods such as 360 degree appraisal All parties who ...read more.

Conclusion

The plan may also show when an employee feels that there is little more room for further development and that they are ready to move to another job within the organisation; * everyone has a formal performance review each year which help them to do their job. * Managers spend 30 minutes with each employee each quarter discussing performance and personal development. This will celebrate success, 'find solutions to your problems', it may also revise plans and agree action. * The Tesco performance management handbook explains how to write objectives and Personal Development Plans and how to plan for performance reviews. Measuring Performance management In Tesco In Tesco people are employed in order to help the organisation to produce its goods and service. The efforts of Human Resources managers are directed towards improving the performance of employees and thereby enabling Tesco to achieve its objectives. One measure of the performance of Tesco is to compare profits for different years. This will give an indication of whether Tesco is performing adequately. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Business ownership of Tesco and Nokia

    are found in the retail trade and among small firms in the services sector. Partnerships provide the business with a range of skills which can specialise in their own areas and increase the range of services they offer to customers.

  2. Functional Areas of Tesco

    The Tesco website. Above is the Tesco.com website where you can do you shopping online, by electronics and any of the Tesco services. As you can see below: On the Tesco website they also have a 'Contact Us' page. This is a good use of communication.

  1. Shareholders - Tesco

    Government The government is better off when Tesco opens new stores across the country as this means that Tesco will employ a lot of people from that area, this decreases the amount of unemployed and the amount of unemployed disabled people.

  2. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    By recognising where people are on Maslow's hierarchy, Tesco's can tailor their package of financial and non-financial rewards in order to increase staff motivation. For example an employee who replenishes shelves for Tesco may feel motivated and encouraged to do well if he or she were to be rewarded with

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    At Sainsbury's, all these security needs are satisfied. Love and Belonging: Being part of a group, giving and receiving affection and friendship. In the workplace needs can be satisfied by working part of a team, social facilities and working friendship.

  2. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    The production process for this item would be: Input Cotton Process Turned into shirt Output T-shirt to be sold This process can be changed regularly to meet the needs and wants of the customers. At Alton Towers products are made in batch.

  1. Business at work - Tesco

    that directors that experts in the different areas of the company can be brought in to make sure of the smooth running of that different area. An example of a director in one area of Tesco would be Andrew Higginson finance director.

  2. Human Resources Functions - Training and Performance management - Next

    Induction training is for new employees who are introduced to the company. Its main aim is to familiarise new recruits with the company An induction programme may include: * A Welcome to the organisation, plus a general introduction * Any policies that the company may have * Procedures relating to

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work