Eric Ngugi Unit 16 P5 Angelina
Human resources management
In this assignment I am going to explain how employee performance is measured and
managed in Tesco. There are different ways Tesco can measure their employee’s
performance. They include; performance indicator, goal theory, sales/ growth targets,
financial target, punctuality and attendance and benchmarking.
Performance indicator
Firstly, I will be talking about how Tesco use performance indicators to measure their
employee’s performance. Performance indicators are tools that enable Tesco to know if they
are on the right track. In Tesco, they use Tesco Steering Wheel' as a tool to drive
performance. This states key performance indicators for people, finance, customers,
operations and the community. Every store has its own steering wheel and its own target
KPIs. This steering in Tesco is used increase the quality of the service they provide by getting
feedback and improving on it.
In performance indicators, Tesco may set targets for the employees to aim for. When this
aim isn’t achieved then it’s a clear indication that the performance isn’t very good and
therefore they could try and improve on that.
Benchmarking
Tesco can also use benchmarking to measure the performance of their employees.
Benchmarking is comparison between standard measurements of similar to the competitors.
Its objective is to determine if improvements are needed.
Within Tesco they use benchmarking between employees to increase productivity. They do
this by identifying excellence. This is whereby they notice one employee who is doing
exceptionally well and they use them as a benchmark for productivity. The rest of the
employees will be trained to match the skills of that specific benchmarked employee. What
this will do is more work will be done in less time and productivity will improve as a result of
using benchmarking.
They can also look at what other Tesco stores are doing better than them and try to match
and learn from them. Adapting this method will not only be an example but also something
they know is more likely to work out.
National –Tesco would use other business as a benchmark such as ASDA and NEXT to
compare sales figures
, Eric Ngugi Unit 16 P5 Angelina
Industry – Benchmarking through industry is whereby Tesco can compare themselves and
their performances to similar businesses best and worst practises. This gives the
opportunity for Tesco to better themselves and be better than their competition.
Industry benchmarking can also be used to compare other business that are out
of the industry to try and target more customers
Department – Department benchmarking is whereby two different department for example
catering and customer service in Tesco both look at what the other
department are doing better in order for them to do it to. This could come
from the store manager as something to improve the performance of their
business.
Goal theory
Goal theory is something Tesco does for employees to try and achieve. Usually these goals
are smart goals. The reason for this is the goals the employees are set for are achievable and
not ridiculously hard. This method is motivating as it gives employees something to work at
as usually of these targets are met the employees will get appraisals and rewards. An
example of a target employees is set to achieve is reduce customer complaints by 50% in the
next week compared to last week’s numbers. This target is achievable because if employees
make sure they are dealing with customers properly, then the number of complaints will
reduce and at the end everyone will be happy.
Punctuality and attendance
The punctuality and attendance of the employees can be measured and monitored by the
employers. The reason for this is to make sure that all the employees attend to work in order
not to increase the work load of other employees. Increasing the work load of other
employees because of lack of attending will result in the quality of the work being poor and
not meeting the standards of Tesco’s level.
Even though Tesco offers help for those employee’s attendance is affected by illness for
example through occupational health. For those, whose illness is not a factor and are
choosing not to be punctual on time could face disciplinary actions against them as this is
not tolerated.
SMART Targets
Smart targets are targets that are Specific, Measurable, Achievable, Realistic and Time
based. These are the sort of guidelines that would be followed when targets are made.
Smart targets are set by Tesco as something that they know employees are bound to
achieve. When these targets aren’t achieved then it’s a clear indication that those specific
employees aren’t working hard enough and their performance isn’t good either.
Growth targets
Human resources management
In this assignment I am going to explain how employee performance is measured and
managed in Tesco. There are different ways Tesco can measure their employee’s
performance. They include; performance indicator, goal theory, sales/ growth targets,
financial target, punctuality and attendance and benchmarking.
Performance indicator
Firstly, I will be talking about how Tesco use performance indicators to measure their
employee’s performance. Performance indicators are tools that enable Tesco to know if they
are on the right track. In Tesco, they use Tesco Steering Wheel' as a tool to drive
performance. This states key performance indicators for people, finance, customers,
operations and the community. Every store has its own steering wheel and its own target
KPIs. This steering in Tesco is used increase the quality of the service they provide by getting
feedback and improving on it.
In performance indicators, Tesco may set targets for the employees to aim for. When this
aim isn’t achieved then it’s a clear indication that the performance isn’t very good and
therefore they could try and improve on that.
Benchmarking
Tesco can also use benchmarking to measure the performance of their employees.
Benchmarking is comparison between standard measurements of similar to the competitors.
Its objective is to determine if improvements are needed.
Within Tesco they use benchmarking between employees to increase productivity. They do
this by identifying excellence. This is whereby they notice one employee who is doing
exceptionally well and they use them as a benchmark for productivity. The rest of the
employees will be trained to match the skills of that specific benchmarked employee. What
this will do is more work will be done in less time and productivity will improve as a result of
using benchmarking.
They can also look at what other Tesco stores are doing better than them and try to match
and learn from them. Adapting this method will not only be an example but also something
they know is more likely to work out.
National –Tesco would use other business as a benchmark such as ASDA and NEXT to
compare sales figures
, Eric Ngugi Unit 16 P5 Angelina
Industry – Benchmarking through industry is whereby Tesco can compare themselves and
their performances to similar businesses best and worst practises. This gives the
opportunity for Tesco to better themselves and be better than their competition.
Industry benchmarking can also be used to compare other business that are out
of the industry to try and target more customers
Department – Department benchmarking is whereby two different department for example
catering and customer service in Tesco both look at what the other
department are doing better in order for them to do it to. This could come
from the store manager as something to improve the performance of their
business.
Goal theory
Goal theory is something Tesco does for employees to try and achieve. Usually these goals
are smart goals. The reason for this is the goals the employees are set for are achievable and
not ridiculously hard. This method is motivating as it gives employees something to work at
as usually of these targets are met the employees will get appraisals and rewards. An
example of a target employees is set to achieve is reduce customer complaints by 50% in the
next week compared to last week’s numbers. This target is achievable because if employees
make sure they are dealing with customers properly, then the number of complaints will
reduce and at the end everyone will be happy.
Punctuality and attendance
The punctuality and attendance of the employees can be measured and monitored by the
employers. The reason for this is to make sure that all the employees attend to work in order
not to increase the work load of other employees. Increasing the work load of other
employees because of lack of attending will result in the quality of the work being poor and
not meeting the standards of Tesco’s level.
Even though Tesco offers help for those employee’s attendance is affected by illness for
example through occupational health. For those, whose illness is not a factor and are
choosing not to be punctual on time could face disciplinary actions against them as this is
not tolerated.
SMART Targets
Smart targets are targets that are Specific, Measurable, Achievable, Realistic and Time
based. These are the sort of guidelines that would be followed when targets are made.
Smart targets are set by Tesco as something that they know employees are bound to
achieve. When these targets aren’t achieved then it’s a clear indication that those specific
employees aren’t working hard enough and their performance isn’t good either.
Growth targets
