p5 Human Resouces in Management - How Employee Performance is managed
Tesco 1.0 Employee Performance
Whilst motivation is key to getting Tesco's employees to work as hard as they possibly can, Tesco can only find out how hard employees are working if they measure their performance. Employee Performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce.
2.0 Key Performance Indicators (KPIs)
Key Performance Indicators have become the standard term that organisations use to define goals and objectives that ensure employees are achieving. Analysts describe KPIs as the business metrics that drive a business forward. Tesco will also have short, mid and long-term objectives and will put measures, or KPIs, in place to achieve these goals. Therefore, as part of the company, the measures that are given to an employee are designed to reflect Tesco's overall goals, to help them get to where they want to go.
3.0 Smart Targets
Specific
Measurable
Attainable
Realistic
Timely
3.1 S.M.A.R.T
S.M.A.R.T. is an acronym for the 5 steps of specific, measurable, achievable, relevant, and time-based goals. It’s a simple tool used by Tesco to set realistic, specific and achievable goals. A specific goal is much better than a general goal. A general goal would be, “get to work on time.” But a specific goal would be, “Set my alarm half an hour earlier and get up earlier to ensure I get to work on time” A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six “W” questions:
Who: Who is involved?
What: What do I want to accomplish?
Where:
Whilst motivation is key to getting Tesco's employees to work as hard as they possibly can, Tesco can only find out how hard employees are working if they measure their performance. Employee Performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce.
2.0 Key Performance Indicators (KPIs)
Key Performance Indicators have become the standard term that organisations use to define goals and objectives that ensure employees are achieving. Analysts describe KPIs as the business metrics that drive a business forward. Tesco will also have short, mid and long-term objectives and will put measures, or KPIs, in place to achieve these goals. Therefore, as part of the company, the measures that are given to an employee are designed to reflect Tesco's overall goals, to help them get to where they want to go.
3.0 Smart Targets
Specific
Measurable
Attainable
Realistic
Timely
3.1 S.M.A.R.T
S.M.A.R.T. is an acronym for the 5 steps of specific, measurable, achievable, relevant, and time-based goals. It’s a simple tool used by Tesco to set realistic, specific and achievable goals. A specific goal is much better than a general goal. A general goal would be, “get to work on time.” But a specific goal would be, “Set my alarm half an hour earlier and get up earlier to ensure I get to work on time” A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six “W” questions:
Who: Who is involved?
What: What do I want to accomplish?
Where: