BUSINESS ADMINISTRATION 46 INTRODUCTION 1 MAIN BODY1

BUSINESS ADMINISTRATION 46 INTRODUCTION 1 MAIN BODY1 1.1 Purpose of performance review and appraisals1 1.2 Techniques to prepare and carry out appraisals 2 1.3 Private environment to carry out performance appraisals3 1.4 Performance review and appraisals in accordance with organisation policies and procedures3 1.5 Clear, specific and evidence-based feedback sensitively4 1.6 Future actions that are consistent with appraisal findingsand identified development needs 5 2.1 Training techniques applied in workplace 5 2.2 Advantage and disadvantage of learning development interventions and methods 6 2.3 Organization learningand

BUSINESS
ADMINISTRATION
46

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.1 Purpose of performance review 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 review and appraisals in accordance with organisation policies and
procedures...................................................................................................................................3
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
2.1 Training techniques applied in workplace ...........................................................................5
2.2 Advantage and disadvantage of learning development interventions and methods..............6
2.3 Organization learning and development policies and resources availability........................7
2.4 Reviewing individual's learning and development needs at regular intervals......................7
2.5 Suggesting learning and development opportunities and interventions to meet individual
and business needs......................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Managing a business and its operations in market is known as business administration. It
include every aspects which is related to forecasting and analysing business operations and
decision making. Business administration is a broad management functions which include
combination of finance, personnel and MIS services (Wilson, 2014). This project is based on the
prospective of Mark and Spencer whose headquarter is in London, United Kingdom and founded
by Michael Mark and Thomas Spencer in year 1884. Respective company are specialises in
selling of cloths, home products and luxury food products. The covered topics in this report are
related to importance of managing employer and employee development on individual basis at
company workplaces such as purpose of performance review and appraisal, techniques to carry
performance appraisal, training technique applied at workplace, advantage and disadvantage of
learning and development methods, policies of organizational learning and development and so
on.
MAIN BODY
1.1 Purpose of performance review and appraisals
Performance appraisal is evaluating systematically of employee by the management,
analysing how well an employee perform their task as well as evaluate their capabilities at
relevant sector soft skills (Barak, 2016). For example capabilities of leadership and supervisory,
managing relationship at workplaces ans conflict resolution. At Mark and Spencer their
managers adopting performance appraisals and review method to evaluate, analysis and
understand abilities of their employees or staff which help them for future growth and
development. Their are numerous of purpose and importance of employees performance
appraisals and review at Mark and Spencer, some major of them are describe below:- Evaluation:- The main purpose of performance review and appraisals at respective
company is to evaluate that how well their employees are performing their duties and
jobs. It help them in keeping record of every staff work performance that involves the
employees efforts they made and what they achieved. Evaluation of every employees is
based on their job performance and other factors such as personality, behaviour etc.
 Provide feedback:- It is important for superiors of Mark and Spencer to know the
performance and achievements made by their employees to achieve goal and objective.

But is also essential for employees of respective company to know where they stand,
where they are going and how they can achieve the goal or go near to goal. This this
employees can improve their performance.
 Determine training and development needs:- It is not enough for Mark and Spencer
manger to only identify weakness of employees they should also make efforts to improve
it (Hillson and Murray-Webster, 2017). By conducting appropriate performance
appraisals employers can determine the exact steps to improve employees performance
by conducting training and development programs according to the needs and
requirement.
1.2 Techniques to prepare and carry out appraisals
At a workplaces one of the most essential function is to do performance appraisal of
employees or works to ensure the success of them in appropriate manner. Employer or superior
of an organization needs to prepare performance appraisals techniques which leads to outcome of
best performance from subordinates (Brulin and Svensson, 2016). Their are various type of
techniques which help a company to prepare and carry out appraisals, some of them which is
used by Mark and Spencer are mentioned below:-
 Ranking method:- The respective company use ranking techniques which help their
mangers to employees on basis of their overall performance. In this their manger simply
arrange employees according to rank which help them to know the respective position of
every employees of Mark and Spencer.
 Forced distribution method:- This technique of performance appraisals help
subordinates of Mark and Spencer to allocate certain rate of percentage for various
categories according to work in workplace. Such as mangers are above average or
average. Both the number of percentage or categories of employees at respective
company are based according to work performance of employees of respective firm and
this technique is designed and formulated according to the employees appraisals.
 Critical incentives techniques:- In this techniques managers of Mark and Spencer
generally focus on making list of statements on basis of employee's effective and
ineffective behaviour at workplace. In this managers prepare logs of employees
performance in which they evaluate, analyse and critical behaviour of employees which

help employers of respective company to evaluate employees work performance at time
of appraisals.
1.3 Private environment to carry out performance appraisals
For developing an individual career performance appraisals plays an important role
because through it employee and individual can analyse and determine their career development
and progression rate with an organisation (Ten and et.al., 2015). Managers of Mark and Spencer
sometime organise private environment to carry out appraisals in which they discuss an
individual performance in a separate room or private environment where an individual feels
comfortable and it is completely private and confident appraisals. Such as:-
 Using consultative approach in Mark and Spencer help their manager or employer and
employees to discuss appraisals in a private environment by evaluating and enabling
certain issues and activities in respect of appraisals. This help an employees of respective
firm to see forward themselves in Mark and Spencer through improving their
performance.
 Discussing in private environment in respective company help manager to discuss area
where employee is lacking behind and which is helpful for him or her in future time. In
other word manager disclose and discuss strength and weakness of employee in private
and comfortable environment so that employee understand it and focus to improve
weakness by training and development activities. And also employers of Mark and
Spencer encourage employees to improve their performance so that he/she get more
appraisals in coming time.
 Creating private environment in Mark and Spencer help manger in recover weakness of
their employees so that their will be enhance in productivity. Employers in respective
firm discuss appraisal of individual in private environment because sometime appraisal of
one employee is differ from the another which may create conflict at workplace, so to
avoid it they use private environment to carry out appraisals in Mark and Spencer.
1.4 Performance review and appraisals in accordance with organisation policies and procedures
Appraising performance refers to the process in which management or manager of an
organization appraise to their employees on basis of performance and behaviour (Manuti and
et.al., 2015). Through it employees get motivated and feel connected to an organisation. The
procedures and policies are design in a firm which leads and ensure smooth and proper

conducting of performance appraisals of all employees working at respective workplace. Mark
and Spencer develop policies and procedures on basis of performance appraisals and reviews,
they are:-
The major aim of performance review and appraisals policy are:-
 It help employer of Mark and Spencer to evaluate and ensure that their every employee
performance is assessed on basis of set rules and norms.
 It is responsibilities of employers in respective organization to ensure that employees
grading and review are taken in a fair manner, their should be no discrimination should
be done on any basis.
 Mark and Spencer employer must create trust among employees regarding to
performance appraisals and review system.
Management of Mark and Spencer must develop that performance appraisals and review
technique which can be used on long term basis (Saundry and Wibberley, 2014). Through this
plan and procedures employees can identify opportunities to build a path to develop high job
satisfaction. Process of policy and procedures of appraisal provide and create responsibilities for
an individual employees and its mangers to conduct their work performance and review process
in effective and efficient way. Due to this policy and procedures management of respective
organisation bounded to provide fundamental rights of performance appraisals and review to
their employees.
1.5 Clear, specific and evidence-based feedback sensitively
In every organisation, the major responsibilities of manager is to provide feedbacks to
their employees which help them in enhance their learning and development. Superior of Mark
and Spencer provide feedbacks to their employees not only at time of annual performance
appraisal time but on the regular basis so that they can improve their performance (Gamrat and
et.al., 2014). Respective firm follow constructive feedback method which is majorly used when
there is any issues and requirement to improve their mistakes and shortcomings on basis of
feedback. There are some feedback which help respective company mangers to provide
feedbacks that is evidence based and sensitively for their employees are determine below:- Be specific and problem focused:- Managers of Mark and Spencer must be specific and
focused that they communicate feedback of an individual or employee in effective ways

so that they understand it. It is also the responsibility of superior to convey feedback in
an appropriate manner so that it will not hurt any one emotions and feelings.
 Not blame on individual, tell about situation:- It is the responsibility of manager of
Mark and Spencer to convey feedback in proper and sensitive manner so that employees
focus on outcomes rather then think as a personal attitude and take feedback as a
motivation and improve it, then work accordingly in effective ways.
Above mentioned are some clear, specific and evidence-based feedback which is given
by the managers and superiors of Mark and Spencer and ensure that each and every employees
consider their performance appraisal feedback in an positive manner. It will help them in
motivating themselves and improve their skills and complete their work in effective and efficient
manner (Baron and Parent, 2015).
1.6 Future actions that are consistent with appraisal findings and identified development needs
Performance appraisals and review is an opportunities for an individual and employees to
improve their skills and ability to fulfil future action by identifying their weakness and
developing it in appropriate manner. It is important skill of an individual and employees to
analysis and understand their role and responsibility which help them in managing their
performance appraisals and contribute in improving their ability to perform future task.
It is responsibility of managers to develop needs of performance appraisals to improve
performance of the employees in the respective organisation (Hunter and Warren, 2014).
Managers of Mark and Spencer understand every employees needs so they can design
appropriate training and development program which is beneficial for the improvement of the
employees. It empower managers and superiors of respective organisation and engage and
motivate employees to do work in effective manner.
2.1 Training techniques applied in workplace
Training is a technique of teaching an individual a particular skills and through it there is
enhancement of individual skills, ability and work performance. In various aspects training is
beneficial for the employees such as increase job satisfaction, enhance morale among employees,
motivate employees, enhance ability to adopt new technologies and methods, increased
innovation in strategies and products, enhance skills, ability and knowledge of employees and so
on. There are various training techniques which can be adopted by an organisation, some major
of them which is chosen by Mark and Spencer are describe below:-

 Induction Training:- In an organisation induction training program is provided to their
new employees so that they feel comfortable and part of workplace. Managers of Mark
and Spencer design and develop induction program in a sensible and proper manner by
considering every aspects in it so that it will helpful for new employees to feel
comfortable in organisation. On the job training:- For both new and existing employees on the job training is
essential for achieving specific target and goal of an organisation. Mangers of Mark and
Spencer provide on the job training to their employees who required it so that they
enhance that skills of do particular work on which training is based in an effective
manner (Astrauskaite, Kern and Notelaers, 2014). Such as providing new technology
training during job help employees to do work in appropriate way and cope up with
challenges may occur in future.
 Off the job training:- In this employees of respective company are provide outside
training through workshop, seminars and conferences with the large audience and it can
be organized by the Mark and Spencer and may be not. Through it employees of
respective company get relevant information, latest development, new technologies and
so on.
2.2 Advantage and disadvantage of learning development interventions and methods
In an organisation there are different approaches to learning development interventions
and methods which help in educating employees or increase learning in various manner (Qenani,
MacDougall and Sexton, 2014). Every learning and development methods has its advantages and
disadvantage involving costs times and course content in prospective of Mark and Spencer are
discuss below:-
Advantage:-
 It is a simple method of learning which can be understood by every individual easy and
fast manner. By adopting learning development method Mark and Spencer provide
practical and fast learning and development way for an individual in effective manner. To provide training and learning program to employees of respective organization help
employees to develop specific skills and needs. It is costly but its result and outcome is
satisfactory because through it one can enhance their skills and knowledge.
Disadvantage:-

 Not every trainer have proper skills to teach in effective manner or explain
responsibilities in an effective ways. So it must be responsibility of employer of Mark
and Spencer to appoint appropriate trainer for learning development programmes.
 Sometime the learning development method chosen by company is not appropriate and
it leads to low productive and it decrease moral of employees. Management of Mark and
Spencer must select appropriate learning methods according to the requirement and
which leads to productivity.
2.3 Organization learning and development policies and resources availability
Organisation policies and procedures are design and develop to enhance knowledge,
skills and ability of employees which leads to improve efficiency of individual as well as
organisation (Wilson, 2014). The superiors of training and development of Mark and Spencer
will have to conduct training and development programmes in appropriate manner which help
them in enhance their skills and knowledge. In respective organisation management ensure that
the training and development must be conducted on regular basis and must be design on
appropriate provision and needs and demand. It also develop opportunities for the learners to
enhance their skills and ability according to managerial role and responsibilities, supporting and
sustaining growth and development of Mark and Spencer staff and employees. So it is the
responsibility of managers in respective company to identify needs of training and then design
programmes according and given that training and development program to appropriate
candidates or employees.
2.4 Reviewing individual's learning and development needs at regular intervals
Now a day, it is necessary for an organisation to review individual learning and
development at workplace. An effective and successful reviewing of individual's training and
development is helpful for employees as well as organisation to achieve goal and objective on
both basis in effective and efficient manner (Barak, 2016). Some of them are describe below on
the prospective of Mark and Spencer:- Organization reviewing:- It is helpful for the both individual and organization to achieve
their goal and objective on respective basis and through it they can analysis and evaluate
strategical goal and objective are accomplish in appropriate manner to touch business
solution in effective manner. Mangers of respective company analysis an individual

performance by comparing it with other peoples who are of same competitive group
according to position. Personal reviewing:- In an organisation an individual review is important because it help
in identifying person's potential participants and involvement in achieving organisation
goal (Hillson and Murray-Webster, 2017). A mangers of Mark and Spencer do personal
review to identify weakness and help employees in improving it which leads in increase
in productivity and improve the weakness to ignore or overcome the shortcomings
through employees weakness.
 Training sustainability reviewing:- In an organisation training sustainability reviewing is
helpful for managers to review individual ability to cope up with training and
development programmes which are provide to them. And if employees of Mark and
Spencer not understand and able to cope up to training and development program in that
case they have to work on and must improve their skills. Management must conduct
innovative development and training session for their employees according to
requirement so that employees able to achieve target in effective and efficient manner.
2.5 Suggesting learning and development opportunities and interventions to meet individual and
business needs
For an organisation learning and development opportunities and interventions are
important for employees as well as for firm to achieve individual and organisational goal and
objective respectively (Brulin and Svensson, 2016). Such as:-
 Mark and Spencer must provide and maintain good working environment so that
employees feel comfortable and do their work in effective and appropriate manner.
 The respective company develop appropriate training and development programmes so
that employees enhance their productive which leads to achievement of individual and
organisation goal and objectives in effective and efficient manner.
 They can provide training programmes such as on the job training, off the job training
and so on to improve their employees and staff performance in appropriate manner which
leads to increase in productivity and organization growth.
Above are the suggestions for Mark and Spencer management which help them in
achieving their goal and objective in appropriate and effective manner.

CONCLUSION
From the above mentioned topics it can be conclude that managements of the Mark and Spencer
have to develop and conduct certain strategies which help them in managing individual and
achievement of goal in workplace. Because without motivation and appropriate environment no
employees able to do work in any organisation for long duration. So to motivate and encourage
employees managers use several techniques such as performance appraisals techniques, give
rewards to employees when they perform well, reward can be monetary way or in non monetary
ways and so on.

REFERENCES
Books and journals
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Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
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Hillson, D. and Murray-Webster, R., 2017.Understanding and managing risk attitude.
Routledge.
Brulin, G. and Svensson, L., 2016. Managing sustainable development programmes: A learning
approach to change. Routledge.
ten Cate, O. and et.al., 2015. Curriculum development for the workplace using entrustable
professional activities (EPAs): AMEE guide no. 99. Medical teacher. 37(11). pp.983-
1002.
Manuti, A. and et.al., 2015. Formal and informal learning in the workplace: a research review.
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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.
Gamrat, C. and et.al., 2014. Personalized workplace learning: An exploratory study on digital
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Organizational Studies. 22(1). pp.37-53.
Hunter, B. and Warren, L., 2014. Midwives׳ experiences of workplace resilience. Midwifery.
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Saundry, R. and et.al.,2016. Managing individual conflict in the contemporary British workplace.
Managing individual conflict in the contemporary British workplace. 2016(2).
Astrauskaite, M., Kern, R.M. and Notelaers, G., 2014. An individual psychology approach to
underlying factors of workplace bullying. The Journal of Individual Psychology. 70(3),
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Qenani, E., MacDougall, N. and Sexton, C., 2014. An empirical study of self-perceived
employability: Improving the prospects for student employment success in an uncertain
environment. Active Learning in Higher Education. 15(3). pp.199-213.