Performance Management of Tesco

1.0 EXECUTIVE SUMMARY

This group project is required to study performance management system of a company and the company that we choose is Tesco. First of all, we had done literature review section for 2 articles which talk about performance management. Then, we only discussed about a brief overview of the organization. For Examples, the Company background, vision, mission statement, organizational structure, and so on. Then, we analyzed internal environment and external environment of Tesco as well as the organizational structure of the HR department. Moreover, we also analysed the performance management strategies implemented currently and the rationale for those strategies and critically assess these strategies. For instance, how the company assesses their employees, Performance management system in the organisation, Approaches to performance appraisal, some of the positive performance indicators, Uses of performance appraisal information, Performance appraisal methods, and Performance appraisal interviews. Lastly, we had make a conclusion for this group project.

2.0 LITERATURE REVIEW SECTION

This literature review section would set down what has been said by some authors on the 2 articles of performance management.

First of all, it can be seen that performance management has been defined as “the interrelated processes, including goal setting, feedback, recognition, coaching, development and learning and appraisal all based on a foundation of trust and empowerment, with a constant focus on communication- as the primary vehicle for creating an engaged workforce” (Mone E., Eisinger C., Guggenheim C., Price B., Stine C., Performance Management at the Wheel: Driving Employee Engagement in Organizations, 2011, p.206). This definition given by the authors appears to be a complete one which includes many factors.

Furthermore, the same authors explain, in their article, five performance management activities (p. 206-210), which are as follows:

1) Setting goals, according to them is a way to make the organization more efficient.

2) Providing feedback to the employees is also, in the authors’ view, a way creating motivation.

3) Thirdly, the authors estimate that developing the employees’ skills is a good way to improve performance management.

4) Appraising the employees and promoting and compensating them, is also listed as a performance management activity.

5) Finally, there must be trust between the managers and the employees to finally lead to empowerment.

The above-set performance management activities would definitely, in our point of view, lead to an increased benefit to the organization. Nevertheless,