Business Administration : Assignment

BUSINESS
ADMINISTRATION
46

Table of Contents
INTRODUCTION...........................................................................................................................2
1.1 Purpose of performance reviews and appraisals...................................................................3
1.2 Techniques to prepare for and carry out appraisals..............................................................4
1.3 Provide a private environment in which to carry out appraisals...........................................5
1.4 Carry out performance reviews and appraisals in accordance with organisational policies
and procedures............................................................................................................................5
1.5 Provide clear, specific and evidence based feedback sensitivity..........................................6
1.6 Agree future actions that are consistent with appraisal findings and identified development
needs............................................................................................................................................7
2.1 Describe training techniques that can be applied in the workplace......................................7
2.2 Analyse the advantages and disadvantages of learning and development interventions and
methods.......................................................................................................................................8
2.3 Explain organisational learning and development policies and resource availability .........8
2.4 Review individual's learning and development needs at regular intervals...........................9
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs...................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Business administration is related to management which all aspects of inspecting and
overseeing operations of business and in which related fields includes accounting, marketing and
human resource and logistics. In every business administration it is obligatory to obtain skilled
and multitasking administrator to obtain success. In this report chosen organisation is Tesco
which is British multinational groceries and general merchandise that deal in all goods and
services. Its headquarter is in England, UK. This report is based upon the purpose and
importance of performance appraisals. It explains about techniques to prepare the performance
appraisals with organisational policies and procedures. Also it demands specific feedback
sensitivity. It also identified importance of training and its techniques with advantages and
disadvantages of learning and developing interventions. It explains importance of learning and
development and their policies and resources available. In addition to it elaborates learning needs
at regular intervals.
1.1 Purpose of performance reviews and appraisals
Performance appraisal is a chain of process in which performance of employees should
be evaluated in respect to their works and performance and development in job. It is the
sequence to measure productivity of employees by their effectiveness and efficiency during their
job. It measures the contribution of employees to accomplish goals and objectives(Ahmad,
2012).On other hand it has several purposes of performance appraisal that are as follows:
Evaluation:
The foremost purpose of performance appraisal is to check that employees accomplish
their work and duty with potential. It enables to record about performance of each and every
employee (Bell Bryman and Harley 2018). By setting objective to evaluate with achievable
objectives to standard goals in organisation. Performance appraisal should be judge on many
basis such as work and behaviour, personality, decision making etc.
for continuous feedback:
For continuous improvement it is very necessary for manager to know about employee
performance and its accomplishments. On other hand similarly it is very important for an
employee to know about in which position s/he deserves and presently stand. Moreover the

objectives that in future candidate have to achieve. So performance appraisals help to evaluate
whole about employee performance.
Measure performance accurately:
Performance appraisal helps to set actual criteria for employees to set standards. It helps
in comparison among the employees with other (Bigatel and Williams, 2015). That enables to
measure performance of employee to know the path for that employee have to go forward.
Provide career path:
Performance appraisal shows the clear path and work like a mirror to where an employee
spend and about its future opportunities wait for them. Further it also helps in evaluate the
powers and weaknesses of employees that are beneficial for both employee and employer to
obtain objectives and goals.
1.2 Techniques to prepare for and carry out appraisals
There are many tools and techniques which are avail by employers to effective
measurement of performance of employees so that they can easily know their positiveness and
areas where they have to work on employees (Clermont, Dirksen and Dyckhoff,2015). The tools
and techniques of performance appraisals are as follows: Ranking method, paired comparison,
forced distribution, confidential report, essay evaluation and 360 degree performance appraisal
system these are most important methods to evaluate performance appraisals.
Ranking method:
In that performance appraisal methodology the manager and higher authority have to rank
their subordinates according to their overall assessment and measurement. In that to put a men in
a queue according to their rank. Position of an employee measure in numerical form so
evaluation of that is become so easy (Draper,2017). It is best method to rank employee the best
and worst employee by their evolution.
Forced distribution method:
In forced distribution method in that potential raters have to rate their subordinates
according to some criteria such as superior, above average, average and good. In that also
includes percentage method in which 10%, 20% includes so there are different methods to
evaluate skills and talents of employees on these basis. It is best method to evaluate performance
of employees in measurable form.
Critical incident techniques: