For this M3 I will explain how the results from measuring and managing performance inform
employee development. I will explain how the results from measuring and managing employee
performance will assist Harrods in developing the skills and knowledge of members of the staff. I will
include suitable performance indicators to use with individual employees.
As said in P5 there are different measuring and managing methods. In P5 I discussed benchmarking
and smart targets as measuring methods and probation and the managing of workloads as managing
methods. Now I will explain how the results of these methods help Harrods in developing skill and
knowledge of the staff members.
A lot of businesses use performance measurements and performance managing when businesses use
this they can see which employees work as hard as they can and witch employees work below the
companies standards. As said earlier I have discussed smart targets, these smart targets are useful
because employees will possibly work harder to achieve these targets. Using smart targets will
develop employee performance in a way that employees will work much harder when given targets,
because when targets aren’t given employees will most likely think that the work given isn’t really
important because there is no target, but when given a targets employees will work as hard as they
can to achieve these targets.
The other measuring methods that I discussed was benchmarking, this is comparing your company
against other companies in the same business but these companies are doing better business that
yours at the moment. Benchmarking can help to inform employee development in a way that, when
Harrods is compared with another department store and it turns out that let’s say the staff is far
more friendly at that other department store, Harrods needs to change that certain point of
improvement. When Harrods changes this they will most likely sell more and the employees have
developt.
I also discussed probation in P5, probation is part of the managing methods. With probation a
business like Harrods can look at the performance of a new employee closely. For example when you
start working for Harrods you will most likely be monitored closely by the managers who will
determine if you are suitable for the job. The managers for example look how you manage the
customers coming into Harrods and how your selling skills are. Finally the manager will determine of
you are really suited to the job. This will help the development of employees in a way that Harrods
hires the right employees that add something to Harrods. This way the team won’t go down in
performance because of an new employee that doesn’t add something to the team, but the team of
Harrods will improve because the probation has shown that the new employee will add something to
the team when working there for a while. So the employees have improved their development.
The second point that is discussed in P5 is that managers should manage the workloads given to their
employees. The workloads given to employees can be different depending on how hard the specific
job is that the employee has to do, so one employee can have 5 different assignments that have to
be done at the end of the week while another employee might have 2 but more difficult to perform
assignments that have to be done at the end of the week. Managing workloads helps Harrods
improving the employee development in a way that the employees stay motivated because the
amount of work that’s given to them is manageable so the employees aren’t upset when having too
much or too little work.
employee development. I will explain how the results from measuring and managing employee
performance will assist Harrods in developing the skills and knowledge of members of the staff. I will
include suitable performance indicators to use with individual employees.
As said in P5 there are different measuring and managing methods. In P5 I discussed benchmarking
and smart targets as measuring methods and probation and the managing of workloads as managing
methods. Now I will explain how the results of these methods help Harrods in developing skill and
knowledge of the staff members.
A lot of businesses use performance measurements and performance managing when businesses use
this they can see which employees work as hard as they can and witch employees work below the
companies standards. As said earlier I have discussed smart targets, these smart targets are useful
because employees will possibly work harder to achieve these targets. Using smart targets will
develop employee performance in a way that employees will work much harder when given targets,
because when targets aren’t given employees will most likely think that the work given isn’t really
important because there is no target, but when given a targets employees will work as hard as they
can to achieve these targets.
The other measuring methods that I discussed was benchmarking, this is comparing your company
against other companies in the same business but these companies are doing better business that
yours at the moment. Benchmarking can help to inform employee development in a way that, when
Harrods is compared with another department store and it turns out that let’s say the staff is far
more friendly at that other department store, Harrods needs to change that certain point of
improvement. When Harrods changes this they will most likely sell more and the employees have
developt.
I also discussed probation in P5, probation is part of the managing methods. With probation a
business like Harrods can look at the performance of a new employee closely. For example when you
start working for Harrods you will most likely be monitored closely by the managers who will
determine if you are suitable for the job. The managers for example look how you manage the
customers coming into Harrods and how your selling skills are. Finally the manager will determine of
you are really suited to the job. This will help the development of employees in a way that Harrods
hires the right employees that add something to Harrods. This way the team won’t go down in
performance because of an new employee that doesn’t add something to the team, but the team of
Harrods will improve because the probation has shown that the new employee will add something to
the team when working there for a while. So the employees have improved their development.
The second point that is discussed in P5 is that managers should manage the workloads given to their
employees. The workloads given to employees can be different depending on how hard the specific
job is that the employee has to do, so one employee can have 5 different assignments that have to
be done at the end of the week while another employee might have 2 but more difficult to perform
assignments that have to be done at the end of the week. Managing workloads helps Harrods
improving the employee development in a way that the employees stay motivated because the
amount of work that’s given to them is manageable so the employees aren’t upset when having too
much or too little work.
