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

Performance management provides Marks and Spencers with needed information on their employees. The information helps Marks and Spencers develop the skills of the employees based on the information collected at the appraisal

Extracts from this document...

Introduction

E6 Performance Management Performance management provides Marks and Spencers with needed information on their employees. The information helps Marks and Spencers develop the skills of the employees based on the information collected at the appraisal, it helps recognise when training is needed. Performance management helps M&S by improving their service by having able workers that work to their full abilityand by improving the relationship between workers and the company. Here is Marks and Spencer's definition of performance management: Performance management is a joint process that involves both the supervisor and the employee, who identify common goals, which are linked to the goals of the organisation. This process results with the establishment of written performance exceptions later used as measures for feed back and performance evaluation.' A appraisal system is carried out evrery 12 months at Marks and Spencer's. An appraisal system is when discucsions are made with members of staff about what is going well, what can be improved and how they would which to develop and other suggestions form workers. These meetings are done by manager of M&S for the employees and are confidential. ...read more.

Middle

Maslow proposed that the basic needs are the same for everybody and that they could be fulfilled in a specific order like the diagram: 2.Douglas Macgregor - Theory X and Theory Y Macgrego said that many managers generalised the people that worked for them. They would put all of their employees into either a theory x category or a theory y category and then manage their company using the appropriate management style. Theory X Theory Y This theory is that all employees are lazy and not ambitious and have no interest in taking on extra responsibilities. Employees will always resist change of any kind and are totally uninterested in the success of their employer. Employees don't care how the company is run and would rather be told simply what to do. This theory suggests that employees are interested in their work and want to be offered extra responsibilities and asked about their view on how things are run in the company. Employees are prepared to accept change because they appreciate that it's in everyone's best interests. ...read more.

Conclusion

� Employees must be properly trained to do their job � Employee should be properly and fairly selected for jobs through tests and interviews. This is to make sure that the right person gets the job. How Marks and Spencer's performance management/training and development systems have been influenced by the motivational theories M&S use Maslow's theory by helping staff set and reach their goals at work, they encourage their staff and praise them when they are doing well and staff also receive rewards for good work. M&S use Herzberg's two factor theory by treated their employees well by giving them a good salary, good working conditions and by giving them sick pays and pension's schemes, they also give their staff responsibilities to make them feel like there are important to the company and motivate them. M&S use Mcgregor's theory by having managers who have trust in the workers and help them improve and do their best and also by giving managers bonuses to motivate them. Marks and Spencer's also use Taylor's Scientific Management theory by paying its employees in order to work and by having able managers control the staff. ...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. Performance Management/ Motivational Theory Performance Management

    According to IKEA, the purpose of the performance review is for the Manager and co-worker to discuss the co-workers job performance, future objectives, and development needs. Managers within IKEA will constantly monitor the performance of each co-worker, for three times a year.

  2. HRM in Marks and Spencer

    Moreover, it keeps manufacturing process simple and repetitive in order to save the costs of raw materials, whereas basically there are no improvements or expansion of their products. Greenbury, the former chief executive of Marks and Spencer, had decided that to control costs by means of cutting full-time sales assistants

  1. Analyze and evaluate the strategic decisions made by Marks and Spencer (M&S) in different ...

    several years. Strategic decisions are long run decisions. They are the most fundamental and important decisions that a business makes. Strategic decision making is a central part of the management of an organization. Short term decisions are the day-to-day decisions taken by middle management and supervisors and might apply to one-off situations.

  2. METHODS FOR MOTIVATING EMPLOYEES

    This approach not only reduces what may be a too high level of autonomy with the decision-maker's job, but helps increase the commitment of those affected to implementing the decisions. 3.5. Responsibility Employees place a 'worthwhile job' above every other employment concern, including money.

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

    When social needs become dominant, a person will strive for meaningful relations with others. Thus meaning that an employee at Tesco will feel the need to be associated to social cults or teams. For example specifically during the Christmas period Tesco provide their employees the opportunity to socialise via team events and parties.

  2. Managing Human Resources in Marks & Spencer.

    pay) or an intrinsic reward (e.g. recognition and praise). The Classical (Fayol), the Scientific (Taylor), the Human Relations (Mayo), and the Neo-Human Relations (Maslow, Herzberg, McGregor) schools of management thought are all content theories. Process theories, do not concern the needs which must be satisfied in order to achieve motivation, but instead they are concerned with the thought-processes that influence workers' behaviour.

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

    This will keep suppliers happy and wanting to continue providing to Alton Towers, also the business can continue running. The business costs can be divided into two parts: start up casts and running costs. The startup costs need to be paid before Alton Towers begins to provide a service or produce its goods.

  2. Rights of employees and employers. .

    This also specifically forbids discrimination against married woman. This act also covers; No discrimination for jobs, promotion, job training and dismissal. If Tesco want an employee to have extra training or there first set of training they have to do it on there own time because an employee does not

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