Name: Eric Asare
Assignment: unit 16 m3
Teacher name: Ryan Simon
Class: 1G
Introduction
In this assignment I will explain the results from measuring and managing performance
inform employee development.
Tesco can measure and manage their employee performance in many different ways in order to
identify the ways to develop their employees for the future operation of the business. One of the
ways Tesco can measure and manage their employee performance is by measuring the amount of
product they are selling per hour another is how many customers Tesco are gaining per hour. This
will be managed and reviewed by managers to see how well Tesco is performing and it will allow the
manager to see if there is any developments that needs to be done. I'll be listing down 4
developments which Tesco can identify.
The first development which Tesco can use is training this is because by measuring and managing
performance it will help Tesco to identify how well the employees are doing at the job, and this will
make sure how well they work with maximum effort. The manager will review the performance and
look for rooms needs improving. If an Employee is not doing as well with providing good and
effective customer service, then there will be room for a development. Therefore the managers will
provide training in order to get rid of the problem and develop it the skills in providing better
customer service and this will be useful for the future of Tesco. Tesco spots the right indicator by
looking for how many customers the employee serves, if it doesn't fit the Tesco goals then he/she
will be trained to develop the performance. Training will help the employee to gain new skills and
experience as this will help them improve and develop to give better customer service skills. In
addition employees can be managed to increase their performance, and one of the management
schemes can be mentoring the employee which helps and supports the employee and this can be
key to the employee as an experienced cashier can give help and support to help the employee to
improve the skills and experience in delivering excellent customer service and this can help raise the
improvement of the performance of the employee. So training is one use of development to
improve the performance of an employee in Tesco. Once they're developed this will lead to meeting
the aims of the Tesco and more improvements by the employee.
The second development is learning, which is used to improve the performance of an employee.
Tesco can measures and manages the performance of the work ethic from the employees to see if
they're working to their top performance, however if they notice that employees that are not
working as usual or they're not giving their best service due to lack of skills then Tesco will do
support them so that the employee can develop skills so that they can provide excellent customer
service to their customers. An example of this is a new employee at Tesco, they will usually be
managed by a probation scheme which means that they will be watched closely by the manager. If
they are do not have the skill the manager expects then the manager might allow the employee to
learn about the roles of providing excellent customer service and then the employee can learn while
at work. The best way the employee can develop their customer service skills is by staying close to
an experienced employee and focus closely on how they operate and at time the experienced
employee can test the employee by giving him practical tests such as dealing with customer
complaints, serving customers and others also this can be measured by the manager and can be
1|Page
Assignment: unit 16 m3
Teacher name: Ryan Simon
Class: 1G
Introduction
In this assignment I will explain the results from measuring and managing performance
inform employee development.
Tesco can measure and manage their employee performance in many different ways in order to
identify the ways to develop their employees for the future operation of the business. One of the
ways Tesco can measure and manage their employee performance is by measuring the amount of
product they are selling per hour another is how many customers Tesco are gaining per hour. This
will be managed and reviewed by managers to see how well Tesco is performing and it will allow the
manager to see if there is any developments that needs to be done. I'll be listing down 4
developments which Tesco can identify.
The first development which Tesco can use is training this is because by measuring and managing
performance it will help Tesco to identify how well the employees are doing at the job, and this will
make sure how well they work with maximum effort. The manager will review the performance and
look for rooms needs improving. If an Employee is not doing as well with providing good and
effective customer service, then there will be room for a development. Therefore the managers will
provide training in order to get rid of the problem and develop it the skills in providing better
customer service and this will be useful for the future of Tesco. Tesco spots the right indicator by
looking for how many customers the employee serves, if it doesn't fit the Tesco goals then he/she
will be trained to develop the performance. Training will help the employee to gain new skills and
experience as this will help them improve and develop to give better customer service skills. In
addition employees can be managed to increase their performance, and one of the management
schemes can be mentoring the employee which helps and supports the employee and this can be
key to the employee as an experienced cashier can give help and support to help the employee to
improve the skills and experience in delivering excellent customer service and this can help raise the
improvement of the performance of the employee. So training is one use of development to
improve the performance of an employee in Tesco. Once they're developed this will lead to meeting
the aims of the Tesco and more improvements by the employee.
The second development is learning, which is used to improve the performance of an employee.
Tesco can measures and manages the performance of the work ethic from the employees to see if
they're working to their top performance, however if they notice that employees that are not
working as usual or they're not giving their best service due to lack of skills then Tesco will do
support them so that the employee can develop skills so that they can provide excellent customer
service to their customers. An example of this is a new employee at Tesco, they will usually be
managed by a probation scheme which means that they will be watched closely by the manager. If
they are do not have the skill the manager expects then the manager might allow the employee to
learn about the roles of providing excellent customer service and then the employee can learn while
at work. The best way the employee can develop their customer service skills is by staying close to
an experienced employee and focus closely on how they operate and at time the experienced
employee can test the employee by giving him practical tests such as dealing with customer
complaints, serving customers and others also this can be measured by the manager and can be
1|Page
