• 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...


WPA needs to manage the performance of its employees effectively if it is to remain competitive. There are many methods that WPA can use to manage the performance of their employees. These methods include: * Appraisal systems: Performance management is the system in which the employees are reviewed at regular intervals so they are monitored to tell the employer how they perform in their jobs. This is usually be carried out by the employee's manager, however it is practical to include in the system. Self evaluation: This is where the employee reviews their own performance. Peer evaluation: This involves an employee being reviewed by colleagues who are at the same level or even lower than the employee being monitored. ...read more.


and they need to know what is expected, if the performance is low WPA provide training and support and if it is consistently below the standards of WPA then they use a capability procedure. Training needs are identified, if an employee is not working as well as they should they will benefit from some further training, the appraisal system allows this to be identified clearly. Promotional aspirations are also identified including salary increases or bonus rewards, WPA use a banding system which is identified using the appraisal system. And finally WPA are able to set objectives for each employee, if the employee is performing badly the appraisal system can identify where the employee is having trouble, this can then be improved and monitored. ...read more.


Everybody works to targets and quality standards; the performance is measured to the target using 'activity logs' and software. * Measuring the out - target setting Measuring the output in WPA allows targets to be set, these targets can be set nationally, locally or in the company, WPA set their targets for inside the actual company, quality for the whole organisation is calculated and can then be displayed as a percentage, WPA present this on the wall in the company. WPA also currently uses a training cycle to set targets for individuals and groups, they plan, act, do and review. Motivation is very important, it is vital in WPA that the staffs are highly motivated, WPA aim to do this by giving their employees rewards, leadership, and performance management, development in their careers, a good working environment, team activities, recognition, responsibility and involvement. ABRAHAM MASLOW - HIERARCHY OF NEEDS ...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. Training And Performance Management - Next

    Induction programmes are usually made up of talks with various key members of the company, plus familiarisation with the premises they will be working in. The length of the programme can vary due to the position applied for within Next's organisation.

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

    Self-actualisation is the need to maximize one's potential, whatever it may be. A musician must play music, a poet must write, a general must win battles, a professor must teach. As Maslow expressed it, "What a man can be, he must be."

  1. Total Quality Management

    It begins with a specification. Drawings are produced, parts are made and assembled, and the product is delivered to the customer. The cost of rectifying a defect increases by at least a factor of ten as the product moves through each of these stages. Defect prevention is concerned with catching the errors as early in

  2. Job Evaluation

    The introduction of flexibility, multi-skilling, team working and new operational methods also have important consequences for job design and the way jobs are organised, and will clearly affect traditional work groupings and pay structures. A further, important advantage of some job evaluation schemes is that new jobs can be more easily fitted into the existing structure.

  1. Performance Evaluation and Appraisal

    expected to them, have the skills to meet those expectations, receive support from the firm to meet expectations, receive feedback and are given the opportunity to contribute and discuss individual as well as team goals and objectives (Foot & Hook 2005).

  2. What is Performance Management?

    If these are unrealistic, this will lead to demoralised staff who knows they will not be able to meet targets and this will lead to unnecessary absences, placing the employee in an even worse situation. Part of the monitoring process will be to see how close Boots staff has to

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