P5 explain how employee performance is measured and managed. 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. BTEC Business Level 3 Extended Diploma. Please leave a review...
p5 explain how employee performance is measured and managed
m3 explain how the results from measuring and managing performance inf
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Sadia Hussain Unit 16
Measuring and managing performance
The reason we measure and manage is to see who is making a positive contribution and to
improve the next, making sure the employees are working at their maximum ability,
efficiency etc. It is important for businesses such as Tesco to measure and manage the
performance of their employees in order to keep track of them. It also increases employee
motivation and be more productive because of setting goals and targets, which motivates
them to work harder in order to achieve them. Measuring performance is when the
business keeps track of the progress of the employees, and managing performance is when
the business takes actions to improve the performance. ‘’Measurement of process efficiency
provides a rational basis for selecting what business process improvements to make first.’’
Measuring performance
P5
Performance indicators
Performance indicators are a way the businesses measure the performance of their
employees, it is where you can measure employees’ performance over a period of time and
it allows you to compare this performance and it allows you then to find the strengths and
weaknesses and you can use the methods and techniques of the employees with the best
performance to train others. Performance indicators help businesses to see if the workers
are on the correct path and if they are working towards their goals and targets that are set
for them. Performance indicators help the managers to identify developmental needs,
which they then can use this information to improve by providing training and development
to the employees.
M3
An example of the performance indicator at Tesco is to look at the number of sales made by
the telephone sales staff over a month analysing how they manage to achieve their best
figures and what held them back at their lowest points. By looking at the number of sales it
will help the managers at Tesco identify if they are performing well because a high number
of sales means that the staff are performing well. The managers will be able to analyse how
they achieve the best figures which they can use this information and apply it in future. It
will also show them what held the staff back when they did not make many sales, which the
managers can these facts to improve, such as by offering training in order to increase the
productivity and increase the number of sales the staff make. The managers at Tesco can
also use performance indicators to compare the performance with the previous years and
analyse the differences.
Customer feedback can also be an effective performance indicator at Tesco to measure the
performance of their customer service staff, for example, if the feedback is mostly positive it
shows that the staff are providing a good service whereas negative feedback would mean
the opposite. Different workers at Tesco will need a different performance indicator to
measure the performance, for example the sales advisors working on the shop floor will be
measured by the number of sales made and the supervises may be measured at how well
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