In this part of the assignment I am going to write about, how the result of managing
and measuring employee performance can inform future employee development. To
explain this I am going to use table and 2 different job rules. For each job rule I am
going to link 3 different key performance measurements and explain how they help
to improve performance, how they are going to be managed and reviewed and how
they can help managers to plan future development of their employees.
Job rule Key performance How to improve performance.
measurements How they will be managed and reviewed.
How this can be used to plan future
development.
Sales Benchmarking Benchmarking – The objectives of
assistant benchmarking is to understand the business,
(cashier) Sales targets evaluate its position at the moments and
compare it with its past and also any other
Probation time business in the same area of business. Through
bench marking can be evaluated not only the
business like a whole but also different positions
like sale assistant. Once the position is have
been evaluated with the past achievements and
other businesses and is build a level of
performance, then the managers will know what
they want from their new employees to achieve
on this positions. For example on average every
cashier in Tesco serve 200-250 people per shift.
This data can be used like base of what
minimum the new employees have to achieve.
That can be used as a sales target and every
customer more than, for example 250 to be
bonus for the cashier. But for the sales target
and rewards system I am going to talk more in
the next paragraphs. The benchmarking can be
used for reviewing the performance of sales
assistants and once manager have the data of
past achievements on this position and they also
reviewed the performance of current sales
assistants they can decide what should be
improved and how should be improved in the
performance of the sales assistant..
Sales targets – The sales target is very
important part in every sales assistant
performance; it really can lead to better
performance of employees on the job role. Once
the sales target is set, the employees on this
position know at least how many sales they have
to do each day. The target can motivate the
employees to work hard for achieving their target
for the day and even harder, if there are rewards
and measuring employee performance can inform future employee development. To
explain this I am going to use table and 2 different job rules. For each job rule I am
going to link 3 different key performance measurements and explain how they help
to improve performance, how they are going to be managed and reviewed and how
they can help managers to plan future development of their employees.
Job rule Key performance How to improve performance.
measurements How they will be managed and reviewed.
How this can be used to plan future
development.
Sales Benchmarking Benchmarking – The objectives of
assistant benchmarking is to understand the business,
(cashier) Sales targets evaluate its position at the moments and
compare it with its past and also any other
Probation time business in the same area of business. Through
bench marking can be evaluated not only the
business like a whole but also different positions
like sale assistant. Once the position is have
been evaluated with the past achievements and
other businesses and is build a level of
performance, then the managers will know what
they want from their new employees to achieve
on this positions. For example on average every
cashier in Tesco serve 200-250 people per shift.
This data can be used like base of what
minimum the new employees have to achieve.
That can be used as a sales target and every
customer more than, for example 250 to be
bonus for the cashier. But for the sales target
and rewards system I am going to talk more in
the next paragraphs. The benchmarking can be
used for reviewing the performance of sales
assistants and once manager have the data of
past achievements on this position and they also
reviewed the performance of current sales
assistants they can decide what should be
improved and how should be improved in the
performance of the sales assistant..
Sales targets – The sales target is very
important part in every sales assistant
performance; it really can lead to better
performance of employees on the job role. Once
the sales target is set, the employees on this
position know at least how many sales they have
to do each day. The target can motivate the
employees to work hard for achieving their target
for the day and even harder, if there are rewards
