Performance management.

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.

Employee in Tesco can then be improved by meeting training and development needs. A formal appraisal system involves setting clear objectives for individual employees and monitoring their performance against these objectives. Employee objective should be clearly linked to the strategic objectives of the business. The first objectives Tesco set is when an employees joins the organisation. To be most effective, objectives are set by the employees themselves with guidance from their manager to mentor. Employees will be more motivated by objectives where they have taken some responsibility for setting them.

A number of methods are used to check ...

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A number of methods are used to check performance in Tesco.

Appraisals performance

An increasingly important way of getting feedback on employee performance is through appraisal. The appraisals usually looks at what an employee’s job is in Tesco, how well it is being performed, and at what action should be taken for the future.

At Tesco, performance management applies to everyone. Their aim is to make sure that all employees:

are aware of what the company is trying to achieve in its 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;

The steering wheel is a central idea in Tesco’s planing. It is simply the company’s way of illustrating the four main areas of concern that the business has: customers, operations, finance and people (its employees).

Responsible managers in Tesco must ensures that:

everyone has objectives for the next 3-6 months. Objectives for employees at different levels might be set up a departmental filling system or to make Tesco Clubcard the best loyalty card in the UK;
one aim might be to improve the team working skills. 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.