Unit 16: Human Resource Management in Business P5 M3 D2
P5 M3 D2
Unit – 16 (Human Resource
Management in Business)
BTEC National Diploma In Business Level 3
The Date
Your Name
Your Teacher
1
,Unit 16: Human Resource Management in Business P5 M3 D2
Unit 16 – Human Resource Management in Business
On completion of this unit I should:
I. Know the factors that are involved in human resource planning in organisations.
II. Know how organisations motivate employees.
III. Understand how to gain committed employee cooperation.
IV. Understand the importance of managing employee performance at work.
Task 4:
1) Explain how employee performance is measured and managed.
2) Explain how the results from measuring and managing performance inform employee
development.
3) Assess the importance of measuring and managing employee performance at work.
2
, Unit 16: Human Resource Management in Business P5 M3 D2
Employee Performance and Development
It is my job to understand and communicate the importance of managing employees’ performance
to the rest of my department. Thus I’ve created a training guide to help the other members of staff in
the department understand about monitoring and managing employee performance. The training
guide below also explains how the results from measuring and managing performance inform Marks
and Spencer and help the organisation to encourage employee development.
Method Measuring performance Managing performance of Informing employee development
of staff staff
Performance All the stores within Within Companies like Performance elements and standards
indicators Marks and spencer, Marks and Spencer there's should be measurable, understandable,
including every single verifiable, equitable, and achievable.
constant pressure to achieve
employee get specific task performance targets, to Through critical elements, employees are
and objectives assigned to reach higher performance held accountable as individuals for work
them by higher levels, and to ensure thatassignments or responsibilities. Employee
management on regular people's work supports andperformance plans should be flexible so
basis. These are issued in that they can be adjusted for changing
furthers the organisation's
order to ensure the goals. program objectives and work
requirements.
organisation works as a
single mechanism and Maximising the contribution When used effectively, these plans can be
of the workforce towards beneficial working documents that intend
moves towards common
the achievement of to increase overall productivity of every
goal. single employee. Creating an employee
organisational objectives is
Whether these guidelines, a key challenge for all HR performance plan with an achievable
set by senior management, members of staff. The performance indicators allows the
company: 1) to measure where their
met or not determines the workforce has to be
employees stand at in terms of meeting
overall performance of the positively engaged with the
their performance indicators 2) it enables
organisation and culture and goals of the management to adjust or correct overall
workforce within. Thus, organisation. It has to be performance plan in accordance with
this is one of the methods proactively managed, so that employees performance in order to reach
how employee’s its composition, capability the final objective 3) reviewing employees
performance can be and commitment are aligned performance can also provide management
measured. with the organisation's with an insight of where the weakest point
strategy and business plan. of each employee situated. This can then
be used to address those weaknesses and
The regulatory requirements improve them in order to make
for managing employees’ organisation’s workforce more effective.
performance include Besides that, performance indicators
establishing the elements really do pull employees up if they
and standards of their perform lower than expected. In addition,
performance in order to because people do not like to fail, most
control workforce people would do the best they can just in
effectiveness and time- order to meet performance target. This
efficiency. pushes employees to work as hard as
possible.
3
P5 M3 D2
Unit – 16 (Human Resource
Management in Business)
BTEC National Diploma In Business Level 3
The Date
Your Name
Your Teacher
1
,Unit 16: Human Resource Management in Business P5 M3 D2
Unit 16 – Human Resource Management in Business
On completion of this unit I should:
I. Know the factors that are involved in human resource planning in organisations.
II. Know how organisations motivate employees.
III. Understand how to gain committed employee cooperation.
IV. Understand the importance of managing employee performance at work.
Task 4:
1) Explain how employee performance is measured and managed.
2) Explain how the results from measuring and managing performance inform employee
development.
3) Assess the importance of measuring and managing employee performance at work.
2
, Unit 16: Human Resource Management in Business P5 M3 D2
Employee Performance and Development
It is my job to understand and communicate the importance of managing employees’ performance
to the rest of my department. Thus I’ve created a training guide to help the other members of staff in
the department understand about monitoring and managing employee performance. The training
guide below also explains how the results from measuring and managing performance inform Marks
and Spencer and help the organisation to encourage employee development.
Method Measuring performance Managing performance of Informing employee development
of staff staff
Performance All the stores within Within Companies like Performance elements and standards
indicators Marks and spencer, Marks and Spencer there's should be measurable, understandable,
including every single verifiable, equitable, and achievable.
constant pressure to achieve
employee get specific task performance targets, to Through critical elements, employees are
and objectives assigned to reach higher performance held accountable as individuals for work
them by higher levels, and to ensure thatassignments or responsibilities. Employee
management on regular people's work supports andperformance plans should be flexible so
basis. These are issued in that they can be adjusted for changing
furthers the organisation's
order to ensure the goals. program objectives and work
requirements.
organisation works as a
single mechanism and Maximising the contribution When used effectively, these plans can be
of the workforce towards beneficial working documents that intend
moves towards common
the achievement of to increase overall productivity of every
goal. single employee. Creating an employee
organisational objectives is
Whether these guidelines, a key challenge for all HR performance plan with an achievable
set by senior management, members of staff. The performance indicators allows the
company: 1) to measure where their
met or not determines the workforce has to be
employees stand at in terms of meeting
overall performance of the positively engaged with the
their performance indicators 2) it enables
organisation and culture and goals of the management to adjust or correct overall
workforce within. Thus, organisation. It has to be performance plan in accordance with
this is one of the methods proactively managed, so that employees performance in order to reach
how employee’s its composition, capability the final objective 3) reviewing employees
performance can be and commitment are aligned performance can also provide management
measured. with the organisation's with an insight of where the weakest point
strategy and business plan. of each employee situated. This can then
be used to address those weaknesses and
The regulatory requirements improve them in order to make
for managing employees’ organisation’s workforce more effective.
performance include Besides that, performance indicators
establishing the elements really do pull employees up if they
and standards of their perform lower than expected. In addition,
performance in order to because people do not like to fail, most
control workforce people would do the best they can just in
effectiveness and time- order to meet performance target. This
efficiency. pushes employees to work as hard as
possible.
3
