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Unit 16: Human Resource Management in Business M3, D2

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Course
Unit 16 - Human Resource Management in Business

Institution
PEARSON (PEARSON)

M3 explain how the results from measuring and managing performance inform employee development. D2 assess the importance of measuring and managing employee performance at work.

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Uploaded on August 19, 2022
Number of pages 4
Written in 2019/2020
Type Essay
Professor(s) Unknown
Grade A+

btec
level 3
diploma
business
unit 16
human
resource
management
p3
m3
d2

Study Level
BTEC
Examinator
PEARSON (PEARSON)
Subject
Business 2010 QCF
Unit
Unit 16 - Human Resource Management in Business

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Unit 16: Human Resource Management

M3: explain how the results from measuring and managing performance inform employee
development.
D2: assess the importance of measuring and managing employee performance at work.

Introduction
This assignment will focus on how the outcome produced from measuring and managing the
performance of employees within the NHS can educate the organization on employee development. It
will also assess the why it is important to measure and manage the employee’s performance for it can
be beneficial to the organization.

Ways of Measuring Employee Performance
 Goal Theory
Goals provide an objective for employees in which it becomes a source of motivation. Once the NHS
sets goals that are clear and challenging, it can increase the willingness of the employee to work
towards achieving this goal. Goal theory can inform employee development by pushing employees to
work harder and complete their goals effectively and efficiently. This will further ensure that more
aims/objectives are achieved within the organization which means that more work will be done or that
more assignments will be completed which increase the operations that will take place on a daily basis
in the organization.

 Smart Target
There are many different types of targets that can be set within an organization. These include
attendance, sales targets, growth targets, etc. What adds the effectiveness of these targets are how
smart they are. This means how specific, measurable, achievable, realistic, and time-bound they are.
This is done by making target more easily attainable by the employee which is done by ensuring that
the target is obvious and distinctive. This will further inform employee development by also
improving the ability of the employee to reach their by encouraging them to define their objectives
and set a completion date.

 Benchmarking

Benchmarking is the comparison of the performance of an organization against another but it can also
be used to assist in employee development. If the NHS compares their performance against another
company (private companies), they can understand what needs improvement and make plans or create
ideas to do this. Once being able to this, it will enable the organization to understand where to start
and how they can organize their employees and set goals and targets for them to work on. This will
also increase the employee development because they will be gaining skills, knowledge and
experience along the way.

 Absenteeism
Being continuously absent from work is not a good look for an employee especially without good
reason. This can affect the organization by decreasing productivity while affecting the company
finances. Once the NHS has noticed that this is becoming the case, they can now take the necessary
steps to inform employee development. By having workshops, seminars or meetings, the employee
will be able to understand the importance of attending work and the consequences as well. Also, the
NHS can provide different ways which can motivate the employee to come to work such as rewards.

 Labour Turnover

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