Managing Performance in Marks and Spencer

This document discusses how high performance is recognized and rewarded in Marks and Spencer, the importance of legislation and employment awards in managing performance, the process to escalate performance management situations, and the legislation applicable in the case of dismissal from employment. It also covers the risks to be aware of when managing performance. The document further explores the role and responsibilities of a team member, methods used to confirm and communicate performance standards, and the development of Key Performance Indicators (KPIs). It provides insights into how formal performance appraisal and recognition work in the organization, the training and support given to staff and managers, and how performance management is conducted. Lastly, it identifies a specific poor performance management situation in the workplace and suggests an approach to address it.

Manage People
Performance

Table of Contents
ASSESSMENT – I...........................................................................................................................1
Discuss how high performance is recognised and rewarded in the Marks and Spencer........1
Discuss why is it extremely important to be aware of legislation and employment awards that
relate to managing performance.............................................................................................1
Discuss the process in Marks and Spencer to escalate a performance management situation
that may be leading towards disciplinary action or termination.............................................2
Discuss the legislation is applicable in the case of dismissal from employment...................2
Discuss some risks to be aware of when managing performance..........................................2
ASSESSMENT – II.........................................................................................................................3
TASK -1...........................................................................................................................................3
Discuss a brief outline of the role including the scope of responsibility and related tasks of a
team member..........................................................................................................................3
Relevant people you consulted to determine what tasks could be allocated to the person....3
Actions taken to ensure that task outcomes would be achieved in an efficient and cost-
effective manner.....................................................................................................................3
Method used to confirm and communicate the required performance standards and code of
conduct expected of the team member...................................................................................3
Method used to develop and agree to relevant Key Performance Indicators (KPIs).............4
Method used to monitor performance and provide informal feedback..................................4
TASK - 2..........................................................................................................................................4
Explain how formal Performance Appraisal and Recognition works in your organisation...4
Outline the training and support that is given to staff and managers in implementing this
Performance Appraisal process..............................................................................................5
Reflect on how performance management is conducted in your organisation.......................5
TASK - 3..........................................................................................................................................5
Identify a specific poor performance management situation in your workplace that has been,
or needs to be, addressed. Explain the scenario and your approach......................................5
References........................................................................................................................................7

Books and Journals.................................................................................................................7

ASSESSMENT – I
Discuss how high performance is recognised and rewarded in the Marks and Spencer
In the competitive business environment careful consideration of the performance of the
employees is the best way to get the advantage of their skills. Recognising, attracting and
awarding the outstanding performance of the employees improve the employee productivity and
this can be achieved by different ways ranging from work perks to greater flexibility at
workplace (Almatrooshi and et. al., 2020). For example Marks and Spencer a multinational
clothing brand feels that employees are the imperative part of the organisation they act as a fuel
which helps the organisation in running smoothly therefore it is so important for Marks and
Spencer to reward, retain and recognise the workforce. The company uses team work
performance strategy to recognise the high performance of their employees. The company
recognise and reward the staff with corporate gift cards on the basis of attracting talents,
retaining staff or rewarding loyalty. For example Marks and Spencer also reward extra
incentives, 20% off on the company’s products, gifts cards, pension, health insurance etc. to
appreciate their employees.
Discuss why is it extremely important to be aware of legislation and employment awards that
relate to managing performance
It is extremely important to consider the legislation and policy related to the performance
management as this provide the significant framework to manage the employees and their
performance within the organisation. In an organisation employment awards means the wages,
pensions etc. plays key role in motivating and encouraging the employees to work harder
according their capabilities (Tajeddini, Martin and Altinay, 2020). The legislations like equal
opportunity rights, gender equality etc is really important to be aware about so that there is no
discrimination between the employees and all the employees can grab equal opportunities and
benefits. Health and safety legislation is must that every organisation should be well knowledge
and aware about as the health and well being of employee is really important factor in managing
the people. Hence Marks and Spencer should be well versed aware about all the legislation and
employment awards that are essential for managing the people.
1

Discuss the process in Marks and Spencer to escalate a performance management situation that
may be leading towards disciplinary action or termination
Some organisations face the performance problems that are mainly due to the lack of discipline
among the employees and such situation among the employees lead to the some disciplinary
action or termination by the organisation. Marks and Spencer also faced a situation and to
escalate the performance management company should use progressive discipline process. The
process is containing of increasingly severe set of discipline measures. The purpose of the
progressive discipline process is to implement the discipline policy in Marks and Spencer that
will improve or prevent any undesirable employee’s performance problem (Singh and et. al.,
2020). To make sure employee must be disciplined four steps are followed: verbal counselling,
written warning, and suspension without pay and at last termination. The process means that
before termination the employee must be given opportunity to improve its behaviour and
performance and is fails than termination. The discipline policy of the company should be fair
and ethical which should adhere to specific criteria for all employees. The policy must be clearly
communicated with corrective action rather than punishment, should be flexible and must have
clear and fair rules.
Discuss the legislation is applicable in the case of dismissal from employment
In case of dismissal from employment the employees of the Marks and Spencer in order to
access the information they are required to search on the gov.Australia website which has all the
information regarding the legislation which is applicable for this situation. Employment right act
1996 is the legislation which covers the situation like dismissal from employment. Under this act
workers are protect from unfair dismissal by the employer of the organisation (Kaya and
Karatepe, 2020). Under this act the employees can ask for reasonable notice period before their
termination and also employer is required to give their employee a fair reason behind the
dismissal. Hence, the employment right act 1996 assures all the approaches that a employee and
employer can comply.
Discuss some risks to be aware of when managing performance
Some risk related to the managing performance that Marks and Spencer might face are discussed
as: The poor performance management by the HR of the company can lead to decrease in
employee’s engagement (Al Dakheel and et. al., 2020). The unclear plan by the HR will blur the
vision of the employees towards the company’s objective and thereby erode the employee’s
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engagement.In the team performance management the bias leadership can damage the
relationship between the team members and also the quality of performance of the individual in
team will decreases because deserving team member is not appraised. The performance
management can waste and time and money of the organisation if not executed and planned
properly thereby creating the stress for the manager and also the self esteem of the employees
will be lowered.
ASSESSMENT – II
TASK -1
Discuss a brief outline of the role including the scope of responsibility and related tasks of a
team member
The team member is the assistant of the manager and is required perform various important roles
and responsibilities that are as follows.
Relevant people you consulted to determine what tasks could be allocated to the person
Actions taken to ensure that task outcomes would be achieved in an efficient and cost-effective
manner
Employee performance exhibits how they fulfil their duties and complete the task that is required
to attain the objective of an organisation. Leaders of the organisation monitor the performance of
the employee in order to create the future growth plans. There are multiple methods to monitor
the performance of the employee such as graphic rating scales, self evaluation, monitoring tools,
random quality checks, absenteeism, etc. Providing informal feedback is one of the major
methods to monitor the performance in this organisation head communicate one to one with
employee and discuss the performance and drawbacks in the performance of an employee.
Informal feedback is effective monitoring tool which has an ability to you instantly correct the
errors in the performance of the employee as immediate feedback help the employee in
constructive performance improvement.
Method used to confirm and communicate the required performance standards and code of
conduct expected of the team member
It is extremely important to consider the legislation and policy related to the performance
management as this provide the significant framework to manage the employees and their
3

performance within the organisation. In an organisation employment awards means the wages,
pensions etc. plays key role in motivating and encouraging the employees to work harder
according their capabilities. The legislations like equal opportunity rights, gender equality etc is
really important to be aware about so that there is no discrimination between the employees and
all the employees can grab equal opportunities and benefits. Health and safety legislation is must
that every organisation should be well knowledge and aware about as the health and well being
of employee is really important factor in managing the people. Hence Marks and Spencer should
be well versed aware about all the legislation and employment awards that are essential for
managing the people.
Method used to develop and agree to relevant Key Performance Indicators (KPIs)
Method used to monitor performance and provide informal feedback
Employee performance exhibits how they fulfil their duties and complete the task that is
required to attain the objective of an organisation. Leaders of the organisation monitor the
performance of the employee in order to create the future growth plans. There are multiple
methods to monitor the performance of the employee such as graphic rating scales, self
evaluation, monitoring tools, random quality checks, absenteeism, etc. Providing informal
feedback is one of the major methods to monitor the performance in this organisation head
communicate one to one with employee and discuss the performance and drawbacks in the
performance of an employee. Informal feedback is effective monitoring tool which has an ability
to you instantly correct the errors in the performance of the employee as immediate feedback
help the employee in constructive performance improvement.
TASK - 2
Explain how formal Performance Appraisal and Recognition works in your organisation
In the competitive business environment careful consideration of the performance of the
employees is the best way to get the advantage of their skills. Recognising, attracting and
awarding the outstanding performance of the employees improve the employee productivity and
this can be achieved by different ways ranging from work perks to greater flexibility at
workplace. For example Marks and Spencer a multinational clothing brand feels that employees
4

are the imperative part of the organisation they act as a fuel which helps the organisation in
running smoothly therefore it is so important for Marks and Spencer to reward, retain and
recognise the workforce. The company uses team work performance strategy to recognise the
high performance of their employees. The company recognise and reward the staff with
corporate gift cards on the basis of attracting talents, retaining staff or rewarding loyalty. For
example Marks and Spencer also reward extra incentives, 20% off on the company’s products,
gifts cards, pension, health insurance etc. to appreciate their employees.
Outline the training and support that is given to staff and managers in implementing this
Performance Appraisal process
Reflect on how performance management is conducted in your organisation
In the competitive business environment careful consideration of the performance of the
employees is the best way to get the advantage of their skills. Recognising, attracting and
awarding the outstanding performance of the employees improve the employee productivity and
this can be achieved by different ways ranging from work perks to greater flexibility at
workplace. For example Marks and Spencer a multinational clothing brand feels that employees
are the imperative part of the organisation they act as a fuel which helps the organisation in
running smoothly therefore it is so important for Marks and Spencer to reward, retain and
recognise the workforce. The company uses team work performance strategy to recognise the
high performance of their employees. The company recognise and reward the staff with
corporate gift cards on the basis of attracting talents, retaining staff or rewarding loyalty. For
example Marks and Spencer also reward extra incentives, 20% off on the company’s products,
gifts cards, pension, health insurance etc. to appreciate their employees.
TASK - 3
Identify a specific poor performance management situation in your workplace that has been, or
needs to be, addressed. Explain the scenario and your approach
Some organisations face the performance problems that are mainly due to the lack of discipline
among the employees and such situation among the employees lead to the some disciplinary
action or termination by the organisation. Marks and Spencer also faced a situation and to
5

escalate the performance management company should use progressive discipline process. The
process is containing of increasingly severe set of discipline measures. The purpose of the
progressive discipline process is to implement the discipline policy in Marks and Spencer that
will improve or prevent any undesirable employee’s performance problem. To make sure
employee must be disciplined four steps are followed: verbal counselling, written warning, and
suspension without pay and at last termination. The process means that before termination the
employee must be given opportunity to improve its behaviour and performance and is fails than
termination. The discipline policy of the company should be fair and ethical which should adhere
to specific criteria for all employees. The policy must be clearly communicated with corrective
action rather than punishment, should be flexible and must have clear and fair rules.
6

References
Books and Journals
Al Dakheel, J and et. al., 2020. Smart buildings features and key performance indicators: A
review. Sustainable Cities and Society, p.102328.
Almatrooshi, M.J.A and et. al., 2020. The role of knowledge oriented leadership and knowledge
sharing to manage the performance of Ministry of Interior in UAE. International Journal
on Recent Trends in Business and Tourism (IJRTBT). 4(2). pp.9-17.
Bhatti, S.H and et. al., 2020. High-performance work systems, innovation and knowledge
sharing. Employee Relations: The International Journal.
Do, T.T. and Mai, N.K., 2020. High-performance organization: a literature review. Journal of
Strategy and Management.
FAKIR, A. and JUSOH, R., 2020. Board gender diversity and corporate sustainability
performance: Mediating role of enterprise risk management. The Journal of Asian
Finance, Economics, and Business. 7(6). pp.351-363.
Franco, S and et. al., 2020. Are you good enough? CSR, quality management and corporate
financial performance in the hospitality industry. International Journal of Hospitality
Management. 88. p.102395.
Kaya, B. and Karatepe, O.M., 2020. Does servant leadership better explain work engagement,
career satisfaction and adaptive performance than authentic leadership?. International
Journal of Contemporary Hospitality Management.
Sahoo, A.K., Pradhan, C. and Das, H., 2020. Performance evaluation of different machine
learning methods and deep-learning based convolutional neural network for health
decision making. In Nature inspired computing for data science (pp. 201-212). Springer,
Cham.
Singh, S.K and et. al., 2020. Green innovation and environmental performance: The role of green
transformational leadership and green human resource management. Technological
Forecasting and Social Change. 150. p.119762.
Tajeddini, K., Martin, E. and Altinay, L., 2020. The importance of human-related factors on
service innovation and performance. International Journal of Hospitality
Management. 85. p.102431.
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