Business Administration Assignment (Doc)
Added on 2020-10-05
12 Pages4054 Words462 Views
BUSINESSADMINISTRATION
Table of ContentsINTRODUCTION...........................................................................................................................3Main body .......................................................................................................................................31.1 The purpose of performance reviews and appraisals............................................................31.2 Explain techniques to prepare for and carry out appraisals..................................................41.3 Provide a private environment in which to carry outappraisals....................................................................................................................................51.4 Carry out performance reviews and appraisals in accordancewith organisational policies and procedures..............................................................................51.5 Provide clear, specific and evidence-based feedbacksensitively...................................................................................................................................51.6 Agree future actions that are consistent with appraisalfindings and identified development needs................................................................................62.1 Describe training techniques that can be applied in the workplace......................................72.2 Analyse the advantages and disadvantages of learning anddevelopment interventions and methods....................................................................................72.3 Explain organisational learning and development policiesand resource availability............................................................................................................82.4 Review individuals’ learning and development needs atregular intervals..........................................................................................................................92.5 Suggest learning and development opportunities andinterventions that are likely to meet individual and businessneeds.....................................................................................................................................................9CONCLUSION..............................................................................................................................10REFERENCES .............................................................................................................................11
INTRODUCTIONIndividual or self-development has become important and relevant for every employee togo with that process. In context with workplace, such development or change process is a need toenhance an individual's skills, competencies and business traits required to attain their tasks orgoals. Individual development such as performance rising, skill, potential and traits improvementalong with information and knowledge in the person (Paradies, 2012). All these are required tocontain in every person to be competent and perfect. This report will be carried on Waitroselimited, which is the leading of British supermarket, which forms the food retail division ofBritish largest-owned retailer. It is headquartered in Berkshire, England. This report will coverthe purpose of performance review and appraisal, technique to prepare and carry the appraisalalong with an analysis of suitable environment for conducting the appraisals. This report willalso put light on training techniques along with advantage and disadvantage of learning anddevelopment. This report will also focus on reviewing an individual's learning and development.Main body 1.1 The purpose of performance reviews and appraisalsPerformance appraisal involves disciplinary reviews, which is used for variety of reasons.Many company uses appraisal system to determine and evaluate their employee's performanceand know how to reward them and what measures or basis to give their remuneration and salary.In layman language, performance appraisal is also referred to as part of review, evolution anddiscussion is the method by which job performance of an employee is recorded and tested forknowing the scope of future job role and position in the company (Trenerry, 2018). In contextwith Waitrose, the purpose of performance appraisal or review has to be defined in thisorganisation to make realize an employee their individual task and duty to gain businesscompetencies required along with accomplishing personal or professional goals and objectives.For example: an employee who is performing below the expectation may not be removed, buttrained and developed them to get better and desired results. An assessment of an employee'scurrent performance, developing skill set and interest is also considered as purpose ofperformance appraisals. Reduction in the workforce, based on individual performance is anotherpurpose of performance appraisal system. The another major purpose of performance appraisalfor Waitrose is to build employee trust and faith for the company to provide their equal and
accurate efforts towards company's operation, functioning, management along with achievingtheir both personal and professional objectives. Performance review or appraisal has beeninitiated to look at an employee's day to day work or find out common weaknesses to overcomeit by giving counselling, training & development for ensuring the higher future performance. 1.2 Explain techniques to prepare for and carry out appraisalsThe technique of performance appraisal have to be clearly defined and measured for fullevaluation of the performance of an individual employee (Flavell, 2012). There are severaltechnique of the performance appraisal such as 360 degree appraisal etc. There is a technique forappraisal preparing is as follow: Preparing the performance appraisal: In context with Waitrose, the process of appraisalpreparation is as follow: Setting objectives: Before starting the appraisal, it is crucial to set defined objective suchas what will be an accomplishment to achieve into the next year, how to measure the currentresults of appraisal and what are the expectation from the future appraisal. Review the past appraisal results: In this steps, employee's previous appraisal is takenfor the consideration and goals are to be set for conducting the future appraisal system. It saysthat what purpose and goals have already met and what future goals to be achieved from theachieve.Proper tracking: In this third phase, the systematic tracking of future goals and targetsare from the performance appraisal are to be taken care for accomplishment. SWOT analysis: This next step considers the strength, weaknesses, opportunities andthreat of an individual before or during the performance appraisal. It says that what are thestrengths are to be develop, what weaknesses are required to be overcome, what all opportunitiesare to be entertain and what all threat are to be overcome. Waitrose must conduct brief SWOTanalysis of their each and every employee or team group to evaluate and enhance their potential.Carrying the appraisal: After the preparation of appraisal, it is clearly identified that360 degree appraisal is most suitable technique for conducting the appraisal of an employee fordefined time and duration. In this technique, employee is used to be evaluate by number ofperson such as customer, suppliers, investor, stakeholder, colleagues along with their peer &family person. Waitrose should use this technique to evaluate their employees behaviour and
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