Medeea Ghitescu UNIT 16 BMC131439768
D2- Assess the importance of measuring and managing employee performance at work
In this task, I will present a clear assessment of how Matthew Boulton College benefits from
measuring and managing the performance of its staff.
Measuring and managing the performance of employees is an essential, key strategy to
ensure success in an organisation. By keeping a close and consistent eye and having an
efficient method of evaluating the performance of staff, managers can determine
inefficiencies, areas for improvement, identify dedicated employees for possible promotions
or bonuses…
Measuring and managing the performance of staff can be beneficial for the college in several
ways. Initially, these processes can enable the managers to identify employees’ ability,
strengths and weaknesses and compare these results with other staff to check whether these
aspects are common among the whole workforce. Thereby, the college will be able to
identify areas for improvement and thus put up a personal development plan or simply base
future training in such a way, to address the issues recognised.
For instance, if after conducting a performance measurement, the managers deduce that the
majority of tutors are struggling to encourage students to attend lessons regularly and on
time; then during the next teacher’s training, the manager might decide to inform the
employees of possible actions and initiatives which they could take to convince students to
do so, possibly by being more authoritative, monitoring their attendance and punctuality on
a regular basis and informing parents or carers when there is a high rate of absenteeism. In
certain cases, the college might deduce that an employee is under-performing;
improvements can be made through continuous monitoring, feedbacks and discussions, to
address the reasons for the short-fall, which will enable the department concerned to decide
and agree on the decisions to be taken.
Similarly, if there are other negative trends among a number of employees, then the college’s
procedures could be evaluated to address these problems at a general level and find a
suitable solution. In some cases, measuring the performance of staff can also enable
Matthew Boulton College to determine whether the staff can be trained to improve their
skills and weaknesses in the college itself or if they need to be referred to the ‘National Union
of Teachers’ or ATL, which will eventually increase productivity in the college and improve
the college success rate in general.
Moreover, another advantage of measuring and managing the performance of employees is
that it enables the manager and principal to identify talent in the organisation. That is, by
using a quantifiable method of evaluation, Matthew Boulton College could identify its
committed and enthusiastic employees and thus determine who deserves a promotion, as if
their efforts are not recognised and rewarded, this can lead to low staff morale, lack
determination or even the feeling of favouritism. If the employees’ efforts are not
appreciated and compensated, then the latter might decide to move to another organisation,
where they might be more esteemed.
This will negatively affect the college as the HR department will have to replace the vacancy
by another qualified individual and the whole recruitment and selection process can prove to
be costly and time consuming. Consequently, good performance management will help
1
D2- Assess the importance of measuring and managing employee performance at work
In this task, I will present a clear assessment of how Matthew Boulton College benefits from
measuring and managing the performance of its staff.
Measuring and managing the performance of employees is an essential, key strategy to
ensure success in an organisation. By keeping a close and consistent eye and having an
efficient method of evaluating the performance of staff, managers can determine
inefficiencies, areas for improvement, identify dedicated employees for possible promotions
or bonuses…
Measuring and managing the performance of staff can be beneficial for the college in several
ways. Initially, these processes can enable the managers to identify employees’ ability,
strengths and weaknesses and compare these results with other staff to check whether these
aspects are common among the whole workforce. Thereby, the college will be able to
identify areas for improvement and thus put up a personal development plan or simply base
future training in such a way, to address the issues recognised.
For instance, if after conducting a performance measurement, the managers deduce that the
majority of tutors are struggling to encourage students to attend lessons regularly and on
time; then during the next teacher’s training, the manager might decide to inform the
employees of possible actions and initiatives which they could take to convince students to
do so, possibly by being more authoritative, monitoring their attendance and punctuality on
a regular basis and informing parents or carers when there is a high rate of absenteeism. In
certain cases, the college might deduce that an employee is under-performing;
improvements can be made through continuous monitoring, feedbacks and discussions, to
address the reasons for the short-fall, which will enable the department concerned to decide
and agree on the decisions to be taken.
Similarly, if there are other negative trends among a number of employees, then the college’s
procedures could be evaluated to address these problems at a general level and find a
suitable solution. In some cases, measuring the performance of staff can also enable
Matthew Boulton College to determine whether the staff can be trained to improve their
skills and weaknesses in the college itself or if they need to be referred to the ‘National Union
of Teachers’ or ATL, which will eventually increase productivity in the college and improve
the college success rate in general.
Moreover, another advantage of measuring and managing the performance of employees is
that it enables the manager and principal to identify talent in the organisation. That is, by
using a quantifiable method of evaluation, Matthew Boulton College could identify its
committed and enthusiastic employees and thus determine who deserves a promotion, as if
their efforts are not recognised and rewarded, this can lead to low staff morale, lack
determination or even the feeling of favouritism. If the employees’ efforts are not
appreciated and compensated, then the latter might decide to move to another organisation,
where they might be more esteemed.
This will negatively affect the college as the HR department will have to replace the vacancy
by another qualified individual and the whole recruitment and selection process can prove to
be costly and time consuming. Consequently, good performance management will help
1
