• 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 ...

    It suggests that people are motivated both by needs which are fundamental to their existence and also by those which are associated with mental characteristics or attitudes. These needs can be presented as a hierarchy, and Maslow assumes that, within the workplace, employees will strive to move up the hierarchy.

  1. Performance Evaluation and Appraisal

    This consequently leads to the planning of performance by setting objectives and planning for individuals. The next stage is delivery and monitoring, it comprises of ongoing managerial support and review. As a final step, a formal assessment and rewarding of the employee is being carried out.

  2. Total Quality Management

    Quality then is simple meeting the customer requirements, and this has been expressed in many ways: 'Fitness for purpose or use', 'Conformance to requirements', and in many other ways. Good quality products mean high customer satisfaction and therefore the likelihood that the customer will return.

  1. Job Evaluation

    of the skills and training needed for particular jobs, and * A review of the organisation's structure and working methods, better designed jobs and the identification of poor working conditions and job hazards. Furthermore when employer, employees and their representatives have been jointly involved in a job evaluation exercise, this

  2. What is Performance Management?

    If a member of staff has not been able to achieve set targets, it could be due to a lack of skills. Boots easily remedy this by giving training and there are many methods available, depending on the nature of the ability to be improved.

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