Strategies for Managing Individual within Workplace

The assignment highlights the importance of implementing various strategies for managing individuals within a workplace. It emphasizes that without motivation, no staff member will work long-term, and thus suggests using performance appraisal techniques and providing both financial and non-financial rewards to encourage employees. The document concludes by emphasizing the significance of human resource management in achieving organizational objectives.

Business
Administration
(46)

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Purpose of performance reviews and appraisals...................................................................1
1.2 Techniques to prepare and carry out appraisals....................................................................2
1.3 Private environment to carry out performance appraisals.....................................................3
1.4 Performance reviews and appraisals in accordance with organisation polices and
procedures...................................................................................................................................4
1.5 Clear, specific and evidence-based feedback sensitively......................................................4
1.6 Future actions that are consistent with appraisal findings and identified development needs
.....................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1 Training techniques applied in workplace............................................................................6
2.2 Advantages and disadvantages of learning development interventions and methods..........6
2.3 Organisation learning and development policies and resource availability..........................7
2.4 Reviewing individual's learning and development needs at regular intervals.....................8
2.5 Suggesting learning and development opportunities and interventions to meet individual
and business needs......................................................................................................................8
CONCLUSION................................................................................................................................9
REFRENCES...................................................................................................................................1
.........................................................................................................................................................2
.........................................................................................................................................................2

INTRODUCTION
Business Administration of a business includes performance or management of business
operations and help in decision making process. It ensure an organisation for doing efficient use
of resources to direct activities towards common goals and objectives of business. This
administration are coupé up with various responsibilities that are proficient in several other area
of business (Wilson,2014). In this report the organisation chosen is Waitrose & Partners, are
chain of British supermarkets which are formed of food retail division of Britain's. This report is
going to analyse purpose of performance reviews and appraisals which help an organisation to
carry out in private environment in accordance with organisational policies and procedures.
Moreover, identifying training techniques that are applied in workplace, its advantages and
disadvantages of learning and development interventions and methods. Furthermore, determining
organisational learnings and development policies and resource of availability in an organisation,
reviewing individual's learning and development needs at regular interval of time. Hence,
suggesting out the learning and development opportunities and interventions that are likely to
meet up both individual and business needs.
TASK 1
1.1 Purpose of performance reviews and appraisals
Performance appraisal is a systematic evaluation of employees how well an employee
performs his/her duties and task, as well as measure its capabilities in relevant soft skills. Such
as, supervisory and leadership capabilities, managing workplace relationship and conflict
resolution (Barak,2016). In organisation context to Waitrose, the managers are adopting
performance appraisal to understand the abilities of an individual for further growth and
development. They generally follow supervisors measure to pay of on individual performance
and compare it with targets and plans and analyse the basic factor behind work performance of
their employees. This performance appraisal also help managers in maintaining records to
determine compensation packages, wage structure and salaries of an individual It also help them
to identify strengths and weakness of individual and according place them at right place on right
job. Herein, some of purpose of performance review and appraisal on an individual are as
follows:
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Promotion and Compensation: Performance appraisals help managers to chalk out its
promotion and compensation packages which includes bonus, high salary rates, extra benefits
allowances depend on individual's performance.
Individual development: The systematic procedure of performance appraisals help an
individual to develop themselves in training and development programs organised by an
organisation (Hillson and Murray-Webster,2017) .It help individual to determine its strength and
weakness where he/ she is lacking behind. So that it help in framing structure of its job
designation and attain future development of programs.
Thus, purpose of performance reviews and appraisals plays an important role in
developing an individual performance in an organisation. This appraisal is helpful for both
individual and organisation as it beneficial for them in achieving their objectives and goals
respectively.
1.2 Techniques to prepare and carry out appraisals
One of the most important things to ensure success in an individual and employees
working criteria is performance appraisals. To achieve success an individual need to prepare
performance techniques in order to carry of best performance appraisals for its work
performance. The techniques that help an individual in preparing its performance appraisal in
order to know board picture of their performance are determined below:
Ranking method: The ranking system help managers to rank an individual over all
performance. This method simply put an individual in rank order such as it help to know relative
position of each and every employee in workplace. It is also done by ranking a person on his job
performance against another member of same competitive group.
Forced distribution method: This performance appraisal techniques help in allocating
certain percentage rates for different categories of work in an organisation. Such as superior,
above average and average or percentiles (Brulin and Svensson,2016). Both number of
categories and percentage of individual are allocated according to their work performance and
according appraisal are designed and formulated.
Critical incentives techniques: In this technique, managers focus on list of statements of
very effective and ineffective behaviour of an individual in an organisation. The managers
maintains logs of an individual or employees performance where he periodically records critical
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incidents of workers behaviour. At the end of rating period, these critical behaviour an individual
is used in evaluation of their work performance respectively.
The above mention are some technique that help an individual and manager of an
organisation to prepare performance appraisal in an effective ways. Thus, this techniques are
useful for carrying out performance appraisals as well motivating them in carrying out their work
in an appropriate manner.
1.3 Private environment to carry out performance appraisals
A performance appraisal is very important in an individual career. It is consider to be
essential as it help individual and employee to determine their career progression scales with an
organisation. (ten Cate and et.al., 2015) . For this a manager of an organisation sometimes need
to discuss an individual performance in an private environment. Where an individual feels
friendly, comfortable and completely private and confident. Such as:
 Using consultative approach, as this help managers and individual to discuss freely in a
private environment enabling out specific activities and issues related to their
performance appraisal. This approach help an individual to focus on looking forward
improvements and encourages an individual to perform better in an appropriate manner.
 Discussing in an private environment help an individual to improve in areas where he/
she is lacking behind. The mangers disclose an individual strength and weakness of an
individual in an polite manner so that employee preferred its weakness in training
outcomes and development activities. Moreover, encouraging them to improve their
performance and help them in achieving a good performance appraisal in an organisation.
 Herein, a manager creates a private environment to ensure an individual weakness,
complexity in dealing with difficulties and focus on improvements (Manuti and et.al.,
2015) The managers talk privately with its employees and discuss out their problems,
where they are lacking behind. Eventually, they provide training and positive
environment to overcome out with their difficulties and improve their performance.
Thus, a private environment help mangers to overcome weakness of their employees
performance in an organisation. Moreover, they privately discussed out performance appraisal
structure of an individual as sometimes performance appraisal differ from individual to
individual working in same competitive group.
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1.4 Performance reviews and appraisals in accordance with organisation polices and procedures
Performance appraisal is a process in which achievement of set objectives is verified,
values are appreciated and necessary action are taken into consideration for development of
individual employees(Saundry and Wibberley, 2014) . The polices and procedures are design to
ensure the proper conduct of performance appraisal of all employees working in an organisation.
Herein, Waitrose has formed policies and procedures regarding performance reviews and
appraisals are:
The aim of performance review and appraisals policy is:
 To ensure that each and every individual performance is being assessed as per set norms
of their organisation.
 To make sure employees grading is carried out in a fair manner and performance review
is undertaken regularly.
 Creating trust among individual regarding performance appraisal system.
Performance appraisal system of Waitrose, has been developed on long term goals. Such as
making its employees aware about its future prospective and creating a supportive environment
for individual to encourage themselves as aspiration and developmental growth. Moreover, this
plan and procedures creates opportunities for an individual in building a path to bring out high
job satisfaction. Such as developing successor for critical and help them in attaining high
responsibility position in an respective organisation. This process of appraisal policy and
procedures provides certain responsibilities to individual employees and their respective manager
to execute their work performance and review process. Herein, the performance appraisal
policies and procedures of Waitrose, provides a robust way in discussing plans and reviews for
existing staff as well new employees in an organisation. Thus, an organisation is bounded to
provide fundamental right of performance review and performance increment to all working
employees in an respective organisation.
1.5 Clear, specific and evidence-based feedback sensitively
In an organisation, one main responsibilities of manager is providing feedback that
supports their staff's learning and development. The mangers of Waitrose, are providing
feedback on an ongoing basis not just when an individual annual performance comes around.
They follow constructive feedback, as it especially vital when there are issues and required to
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improve feedback on mistakes and shortcomings. Here are some feedback that help managers to
provide evidence-based feedback sensitively for its employees, which are determined below:
Be problem focused and specific: The mangers of Waitrose need to be focused and
specific in clearing out the actual problem of an individual and structure feedback accordingly.
Moreover, mangers should ensure that they provide feedback of employees performance in an
effective manner so that it doesn't effect an individual emotions.
Tell about situation, not blaming individual: Managers of Waitrose, are providing
feedback to its employees in a very sensitive manner(Saundry and et.al.,2016) Such as they are
focus on outcomes and impartial observation rather than an individual personal attributes. So that
employees take feedback in motivated manner and work accordingly in an effective manner.
Make it timely: The managers of Waitrose, always try to provide feedback of employees
in a clear and specific evidence-based in an positive manner. It help an individual to feel
praiseworthy and moreover ensure that feedback objective are not coloured by emotions.
The above mention are some of clear, specific and evidence-based feedback that are
discussed by mangers of Waitrose. To ensure that each and ever employees are have taken their
respective performance appraisals feedback in an positive manner. Thus, this will help them to
motivate them and enable them to carry out their work in accurate manner.
1.6 Future actions that are consistent with appraisal findings and identified development needs
Performance appraisal is an opportunity for an individual to meet up their future actions
with their proper appraisals findings and identifying areas of development needs. It is very
important for an individual to understand their roles and responsibilities in managing their
performance appraisals and contribute to over aims of future performance management.
It is important for managers to create a development needs such as it is effective for an
individual to attain a great performance appraisal in an organisation. Herein, managers of
Waitrose are understanding each and every individual needs so that they can provide right
training that benefit them in improving performance of their employees. Moreover, manages are
oriented with to meet future needs of performance appraisal to its employees is very vital. It
empowers and engages employees to action and furthermore it empowers managers to become
more effective coaches.
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TASK 2
2.1 Training techniques applied in workplace
Training help employees to enhance their capabilities and acquire learning skills and
knowledge. It comes up with unique and innovative ideas, meeting targets within desired time
framed out and make use of effective resources of an organisation. Herein, the managers of
Waitrose has adopted various training techniques that are applied in their workplace are as
follows:
Induction training: Induction training often provides an comfortable training session to
new employees to make them feel as part of organisation. The managers of Waitrose are
designing induction training program in a sensible manner as this help new employees to get
acquainted with their working culture and fellow workers. Moreover, this program needs to
short, crisp and informative towards organisation goals and objectives.
On the job training: On the job training provides both new and existing employees are
given some kind of information that are essential for achieving targets of an organisation. The
mangers of Waitrose, providing techniques to their employees on regular intervals of time. Such
as providing training on new technologies and skills set to help them to cope with future
challenges and opportunities.
Off the job training: Off the job training are provide outside the workplace to employees
of an particular organisation. The managers of Waitrose, are providing seminars and conferences
that are effective when training needs to be given to a larger number of audience. Such as
providing relevant information, latests developments, new technologies etc.
Hence, the above mention are some of the training techniques that are applied by
managers of Waitrose. In order to improve efficiency of employees so that they carry out their
work in challenging and opportunity environment of an organisation.
2.2 Advantages and disadvantages of learning development interventions and methods
There are very different approaches to learning and development interventions and
methods in an organisation. It help in educating an individual in different manner. Each learning
and development has it own advantages and disadvantages including costs time and course
content.
Advantages:
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Simple method of learning: This method of learning is one of the most practical way to
learn and even faster to understand the methodology adopted by organisation. By adopting
simple method of learning the managers of Waitrose are able to provide most practical and faster
way of learning and developing an individual in an efficient manner.
Internal training programs: It is one big advantage of an organisation to provide internal
training programs as it seems to develop the specific needs of employees as well as organisation.
The managers of Waitrose are providing internal training programs to its employees. But this
training and learning method is too costly but it is beneficial in improving employees skills and
knowledge and moreover increase individual development needs.
Disadvantages:
Teaching Skills: Teaching is a skills that every trainer dose not posses. Not everyone
can explain a job responsibilities in an effective manner. Here the managers of Waitrose need to
appoint an effective trainer who have better knowledge, clear communication and patience to
hear question and skills to answer queries of an individual.
Low productivity: Low productivity also lead to reduce the value of employees learning
and training process. If training and development process are productive in nature for employees
then it will hit productivity of ongoing process of projects. Thus, it will help managers of
Waitrose to increase their productivity and profitability of their organisation.
Hence, the above mention are some of the advantages and disadvantages of of learning
and development interventions that help managers of Waitrose to boost up their productivity and
profitability.
2.3 Organisation learning and development policies and resource availability
Organisation policies and procedures and practices design to develop knowledge skills
and attitudes of staff, improving efficiency of both the individual and organisation. The training
and development of Waitrose will have to act conduit for analysing training and development
needs and implementing training interventions. In an organisation, learning and development
policies need to be regulated on regular basis, creating provision that will be prioritised
according to identified needs and demands. Moreover, it is lined up with strategic objectives of
learning and development session as well as with availability of resources of respective
organisation. It aslo creates opportunities foe learners to increase their development needs with
managerial roles and responsibilities, supporting and sustaining the growth and development of
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their staff and employees. Hence, managers of Waitrose, are responsible for assisting staff in
identification of training needs and providing appropriate training and learning interventions.
2.4 Reviewing individual's learning and development needs at regular intervals
In today's context, an organisation need to reviewing individual's learning and
development needs in a workplace. A successful reviewing of individual's training and
development help both individual and organisation to achieve its gaols and objectives
respectively. Some of them are are discussed below:
Organisation reviewing: An organisation reviewing help both individual and
organisation to achieve needs and objectives respectively. It analysis strategic goals and
objectives to accomplish in order to meet business solution. Moreover, managers reviews an
individual performance in an organisation with other people who are competitive in same group
of positions.
Personal reviewing: An individual personal reviewing help in dealing with potential
participants and instructions which are innovated in process. Moreover, if a manager do a
personal review of an individual performance than an individual improve their performance bin
an effective manner and they can over come with their shortcomings where they are lacking
behind.
Training Sustainability reviewing: This training and sustainability reviewing help
manger to review if an individual is able to cope up with the training and learning session
providing by them. If an individual is not able to meet up the training sustainability provided by
them then the need to work up it. In order to attain some innovative training and development
session so that employees are able to learn best and attain their targets.
The above mention are some of the reviewing and individual's learning that are need to
improve in order to attain organisation goals and objectives of an organisation.
2.5 Suggesting learning and development opportunities and interventions to meet individual and
business needs
Learning and development opportunities and interventions are essential for an
organisation to meet both individual and organisation needs. Such as
 Providing appropriate training and development session to to employees in order to meet
both individual and organisation needs respectively such as on the job and off the job
traning etc.
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 Evermore proving good working place so that employee feel comfortable and carry out
their work with ease.
Thus, these are suggestion an organisation should adopt in achieving its goals and organisation
objectives.
CONCLUSION
From the above assignment it has been concluded that, Human Resource manager of the
company have to implement several strategies for managing individual within workplace.
Because without motivation no staff member will do work for long term. So for encouragement
performance appraisal technique is implemented, rewards are given to the employees both
financial and non-financial.
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REFRENCES
Books and Journal
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Saundry, R. A. and Wibberley, G., 2014. Workplace dispute resolution and the management of
individual conflict—A thematic analysis of five case studies.
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