Essay
Unit 16 P5
- Institution
- PEARSON (PEARSON)
This is P5 of Unit 16, where employee performance is explained through measuring and managing.
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U16A2 P5 Assignment(P5)- Explain how employee performance is managed and measured.
The rate of employee performance will overall determine the amount of business
performance there is. Therefore, if employee performance is low, so will the business
performance. This means that employee performance must be managed and measured to
ensure that employees don’t get overworked or have their motivation diminished which are
all factors in the level of employee performance. In this assignment, it will be explained how
employee performance is managed and measured.
Measuring Performance- Performance Indicators
There are many ways a business can measure the amount of performance given by their
employees. One of these methods is known as performance indicators. These are
measurements that can be used to determine how hard certain employees are working
compared to others. For instance, one performance indicator is known as growth targets.
This is a tool that can be used to measure performance because these are personal targets
that employees expect themselves to achieve to grow in terms of experience and skills. Due
to this, they will tend to work harder and be more motivated to reach these targets, thereby
increasing employee performance that can be measured and compared to regular
performance prior to the incorporation of these growth targets. Another performance
indicator is financial targets. These are targets that are not held by employees, but rather
the business. Making employees aware of the business’ financial targets can make them
perform much harder as these financial targets allow more room for the business to give
financial incentives to their employees. This will incentivise employees to perform much
harder as these benefits are worthwhile in the long-term. Therefore, employee performance
can be measured if workers are given a financial incentive to work harder towards.
Additionally, another performance indicator that is used to measure employee performance
is pass rates. This is the rate at which employees are able to finish their main tasks in a
certain amount of time. For instance, a teacher who specialises in BTECs at Monoux must be
able to have a pass rate of which a high majority of their class passes their course with
grades of at least DMM in order to proceed into university and apprenticeships. Due to this
overarching goal, employees can perform harder so that they are able to exceed the
minimum pass rate given to them. This illustrates the performance of employees, and how it
can be measured based on how much work exceeded the minimum pass rate.
Moreover, another performance indicator that can be used to measure performance are
waiting times. This analyses the waiting times customers have to wait in order to meet with
employees so that their needs can be met. This is an effective tool used to measure
performance because the duration for which customers wait will determine how efficiently
employees are working to meet these needs as well as their other tasks. This can be seen in
Monoux where the waiting times of students in the main reception can be analysed. The
longer it takes for students to have their problems or enquiries resolved, the less effective
the overall employee performance will be. The rate at which waiting times are increasing or
decreasing will also allow Monoux to measure their employee’s performance based on this.
, Furthermore, another performance indicator that can be used to measure performance is
punctuality. Punctuality is the rate at which when an employee arrives for work. In other
words, it analyses and records every time an employee is late. This is a tool used for
performance measuring because if punctuality shows that employees continuously arrive
early for work, then it will suggest that they are more motivated to work and more likely to
work harder. However, if punctuality shows that employees continuously arrive late for
work, then that will suggest that these employees do not care for the work, meaning they
will most likely work less efficiently, which will decease employee performance. Lastly,
another performance indicator that measures performance is attendance. Attendance
measures how often employees actually arrive to work. Similar to punctuality, if the arrival
of employees is continuous then it will suggest and illustrate that employees are more
motivated to work and perform better. On the other hand, a lack of appearance from
employees will mean that that attendance will be low, thus showing that since these
employees are not bothered to arrive for work, then that will mean that they will be
unmotivated to work and employee performance will be lower. The rate of attendance for
certain employees can allow businesses to determine their employee performance.
Measuring Performance- SMART Targets
SMART targets are a tool used to identify focused these objectives are. SMART is actually an
acronym to describe how objectives should be. The ‘S’ stands for specific, in reference to the
focus and goal of the objective and should not be vague. The ‘M’ stands for measurable,
meaning that some aspect of the objective should be measured in some way. Furthermore,
the ‘A’ stands for achievable, meaning that the objective must be attainable, otherwise
employees will become demotivated if they cannot achieve the objective. The ‘R’ stands for
realistic, as targets must be realistic to obtain based on the size of the business and its
resources available to achieve this objective. Lastly, the ‘T’ stands for time-bound, in which
there is an acceptable time limit for the objective to be achieved, so that success can be
measured. One example of Monoux implementing a SMART target is if their target were to
see how many of their students were able to pass their final year of exams and tests in order
to go to university and apprenticeships, in order to promote those superb educational
advancements in order for future attraction. They measured this by analysing the number of
confirmed approvals that students receive for their desired future placements as
universities and apprenticeships accept students who managed to obtain exceptional grades
in their final exams. This objective is achievable as Monoux staff such as Next Step advisors
overlook students’ applications to future placements and their UCAS accounts, therefore
allowing them to easily achieve the objective by accessing this information. Additionally, this
target is realistic as Monoux has the appropriate resources to achieve this objective, like
UCAS access to students’ applications to see if applications were accepted or not. Lastly, this
target is time-bound for only a couple of months. From when the students’ final exams are
done and when the results are given, this allows Monoux to see any and all conditional
offers given to students and once exam results are given, Monoux will then be able to see
through UCAS and other sources how many students were able to go to the universities or
apprenticeships of their choice based on the minimum grade requirements and whether or
not students went there after college. SMART targets allow businesses like Monoux to work
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