In this assignment I will be explaining how the results from measuring and managing performance
informs employee development.
Measuring and managing performance allows the employer to know what is wrong with the employee
for example if the till worker is slow their performance may be measured through performance
indicators for example the till worker may be set a target to serve 100 customers in a day and if the
queue gets long and customers have to go to a next queue it means the till worker is slow and did not
achieve their target and the till worker will need training, such as watching another skilled till worker and
that skilled till worker teaching them how to be quick when serving customers as this will help them
improve because they can have explanation of what to do with additional demonstration which will be
clear to them.
If a shelf stacker was to be bored with their job, their performance can be measured through appraisal
because the employee would be able to discuss the situation with the employer and then the employer
will know the issue and advise job rotation which is doing other jobs and the shelf stacker may be
offered job rotation of doing till work and communicating with different customers and they may also
learn new skills.
As managers have authorisation, if a manager is being too strict with the employees such as being unfair
to employees and being fair to others m the performance may be measured by seeing how helpful they
are, even though they are a manager they can still help when the store is very busy. With the manager
being too strict they may need personal development to learn how to treat people around you and
communication skills and they may also need professional development to learn how to treat staff even
when you have authorisation and how to get staff to listen to you without being controlling.
If sales were not to enough in ASDA, the sales assistants can all be sent on a sales technique course
where they will learn different ways to make sales. They could also be trained within the business on
how to sell products to customers and explain the products to customers and then they will be able to
use the techniques learnt in ASDA which will then increase sales. The performance of the sales assistant
can be measured through the amount of customers they have served, which will let the employer know
if they are making any sales.
If an employee is highly skilled because they graduated and joined a programme, the business will
promote them and they will move up in the Organisation fast. This will avoid them doing jobs that are
too low for them and they can do jobs which they will be good at for example developing products.
If a shelf stacker is slow at their job their performance can be measured through setting them targets
such as stacking aisles which need stacking in a day and if they do not achieve it it means they are slow
and they can improve through training with demonstration as they will be able to see technique’s of a
more experienced employee and become better at their job.
If customer service staff is being slow when dealing with a customer and they are not solving customer
problems, they can be trained by watching another experienced customer service staff and this will allow
the employee to see how to deal with customers well and quickly and their performance can be
informs employee development.
Measuring and managing performance allows the employer to know what is wrong with the employee
for example if the till worker is slow their performance may be measured through performance
indicators for example the till worker may be set a target to serve 100 customers in a day and if the
queue gets long and customers have to go to a next queue it means the till worker is slow and did not
achieve their target and the till worker will need training, such as watching another skilled till worker and
that skilled till worker teaching them how to be quick when serving customers as this will help them
improve because they can have explanation of what to do with additional demonstration which will be
clear to them.
If a shelf stacker was to be bored with their job, their performance can be measured through appraisal
because the employee would be able to discuss the situation with the employer and then the employer
will know the issue and advise job rotation which is doing other jobs and the shelf stacker may be
offered job rotation of doing till work and communicating with different customers and they may also
learn new skills.
As managers have authorisation, if a manager is being too strict with the employees such as being unfair
to employees and being fair to others m the performance may be measured by seeing how helpful they
are, even though they are a manager they can still help when the store is very busy. With the manager
being too strict they may need personal development to learn how to treat people around you and
communication skills and they may also need professional development to learn how to treat staff even
when you have authorisation and how to get staff to listen to you without being controlling.
If sales were not to enough in ASDA, the sales assistants can all be sent on a sales technique course
where they will learn different ways to make sales. They could also be trained within the business on
how to sell products to customers and explain the products to customers and then they will be able to
use the techniques learnt in ASDA which will then increase sales. The performance of the sales assistant
can be measured through the amount of customers they have served, which will let the employer know
if they are making any sales.
If an employee is highly skilled because they graduated and joined a programme, the business will
promote them and they will move up in the Organisation fast. This will avoid them doing jobs that are
too low for them and they can do jobs which they will be good at for example developing products.
If a shelf stacker is slow at their job their performance can be measured through setting them targets
such as stacking aisles which need stacking in a day and if they do not achieve it it means they are slow
and they can improve through training with demonstration as they will be able to see technique’s of a
more experienced employee and become better at their job.
If customer service staff is being slow when dealing with a customer and they are not solving customer
problems, they can be trained by watching another experienced customer service staff and this will allow
the employee to see how to deal with customers well and quickly and their performance can be
