Business Administration Purpose - PDF

BUSINESS
ADMINISTRATION 46

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.1 The purpose of performance reviews and appraisals............................................................1
1.2 Techniques for carrying out performance appraisal and review...........................................2
1.3 Provide a private environment in which to carry out appraisals...........................................3
1.4 performance reviews and appraisals in accordance with organisational policies and
procedures ..................................................................................................................................3
1.5 Provide clear, specific and evidence-based feedback sensitively.........................................4
2.1 Describe training techniques that can be applied in the workplace......................................5
2.2 The advantages and disadvantages of learning and development interventions and methods
.....................................................................................................................................................6
2.3 Explain organisational learning and development policies and resource availability..........7
2.4 Review individuals’ learning and development needs at regular intervals...........................8
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs.....................................................................................................8
CONCLUSION................................................................................................................................8
REFRENCES...................................................................................................................................9
.........................................................................................................................................................9

INTRODUCTION
It is important for an organisation to manage their employees development within
workplace as well as organisation also. While working in an company it is duty or responsibility
of manager and leader to manage development of their staff members while they are working in
company (Weske, 2012). This assignment is based on Barclays plc which is banking and
financial service industry organisation founded in 1690. its headquarter is in London United
Kingdom as well as products serving by them are retail, commercial and investment banking.
Below mention report is going to explain purpose of performance review and appraisal along
with its techniques. Policies and procedure are kept in mind while reviewing performance review
and appraisal program. Apart from this, training is necessary for development of individual and
there are several techniques which can be applied within workplace will be discussed. Process of
learning and development along with their advantages and disadvantages.
MAIN BODY
1.1 The purpose of performance reviews and appraisals
Performance review and appraisal is the systematic evaluation of staff members
performance for examining or understanding capabilities of individual for further growth and
development (Laguador, 2013). Apart from this, performance review is also known as
performance appraisal and in simple term it can be said that, this is an tool which require for
measuring and access personnels efficiency as well as effectiveness. Manager of Barclays can
utilise performance as rational and objective basis to ascertain that is their any requirement of
future training, a wage or salary increase is warranted, also for the promotion of employees to
higher level. There are several purpose behind doing performance review and appraisal in
Barclays plc these are as follows :- Evaluation – One of the major purpose behind performance appraisal is to evaluating
that how well staff members are conducting their duties (Purposes of Performance
Appraisal,2018). Along with this, by using performance appraisal and review Barclays
can keep record of their personnel's job performance, including their efforts and
achievement. With the assistance of evaluation manager of Barclays can differentiates
their employees on the basis of job performance, behaviour personality and so on.
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 Provide continuous feedbacks – It is important for manager of Barclays what is their
staff members performance as well as achievement made by them (Lundsten, 2015). This
is also necessary for employees also to know where they stand in the organisation and
how much improvement is required. So giving feedbacks to personnel is one of the major
purpose of performance review and appraisal.
 Measures quality accurately - Every organisation same as Barclays also have to set
mutually acceptable criteria as well as performance standards for employees so that their
working can be compared easily. Because it will assist them in accurate measurement of
personnel’s performance which is essential for respective association to know where it is
heading towards.
1.2 Techniques for carrying out performance appraisal and review
360 degree feedback is the technique utilise by Barclays for carrying out performance
appraisal and review of their employees. It is the process in which staff member's of Barclays plc
receive feedbacks which is confidential and anonymous from the people who are working around
them (Lichtenstein, 2014). Companies mainly utilise 360 degree feedback system in one way of
of the two i.e.,:-
 As an development tool for assisting employees recognize strength as well as weakness
for becoming more effectual.
 As an performance appraisal tool for measuring staff members performance.
Out of these two Barclays is implementing 360 degree feedback system as an
performance appraisal tool for measuring performance of personnels. This process involves
manager, peers and direct reports as well as all these eight to nine people fill the anonymous
feedback form given to them in which questions are covering broad range of workplace
competencies. This form involve question which are measured on the basis of rating scale and
there is also comments column that will be given by ratter.
Utilising 360 degree feedback system as an performance appraisals and review is
common practices. In this it is important for every ratter to give correct rating scales and
comments because it will give direct impact on promotions as well as salary of particular
employees. Furthermore, 360 degree feedback system focus on the competencies and behaviour
of individual instead of basic skills, job needs, performance objectives and so on.
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Such type of things are most suitably addressed by an worker or his/her manager as part of an
annual review as well as performance appraisal and review procedure (Fairlie, 2012). It is
certainly possible and can be advantageous to incorporate 360 feedback into a larger
performance management procedures of Barclays plc, but it must be clear to everyone that how
360 degree feedback process will be use or work.
1.3 Provide a private environment in which to carry out appraisals
Appraisals to individual is given mainly in private environment where one to one meeting
take place. In this two person sit on the table one is employee and another is manager.
Discussion take place maximum for one hour in which all the things related to appraisal will be
discussed. It is important that appraisals will be done privately because in it discussion related to
amount of increment, responsibilities, position and so on will be discussed which should not be
discussed with others because these are private terms and sometime may result in comparison as
well as conflict with each other (Nielsen, 2013). There are several benefits of one-to-one
appraisals explanation of these are as follows :-
 All the appraisals things remain confidential which is necessary if it will disclose them
their may be chances of conflicts between other staff members by comprising.
 With the assistance of one-to-one meeting good performance of individual employee will
be appreciated which is noticed by the manager of Barclays plc. It is important to apprise
employees for their better performance so that they will get motive and do work in more
effective manner.
These are some major benefits of appraisals in private environment through one-to-one
meeting.
1.4 performance reviews and appraisals in accordance with organisational policies and
procedures
In an organisational reviewing performance of employees and appraise them accordingly
is essential it will motivate them and help organisation in attaining goal in effective manner.
Performance appraisals is also known as performance review, performance evaluation or career
development discussion. In this process job or task performance of an individual is evaluated and
analysed and accordingly provide training, appraisal, promotion and so on. It is essential for both
employer and employees. By this employer can plan training and development sessions to
employees and by this employees can identify its weakness and strength, so they can work
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accordingly to reduce its weakness (Dilger, 2013). Barclays plc develop various policies and
procedures which them in conducting performance appraisal and reviews in effective and
appropriate manner. Major purpose behind conducting performance appraisals and reviews
activities in respective company is to clearly define duties and responsibilities to employees,
provide standard of evaluation on which their performance will be analysis. Along with this, staff
able to know various ways through which they improve their performance, help employer in
developing plans and strategies for employees training and reward according to their
performance. By this employer able to motivate employees in achieving goal in effective
manner. Their are various policies and procedures which is develop by Barclays plc are they
scheduled criteria and time duration on which performance of employees will reviews. They also
decide to provide reward, salary increment according to performance of staff. They also develop
policy in which they enhance responsibilities of employees or do promotion according to the
performance of employees. They can also develop training and develop session for employees
according to need and requirement.
1.5 Provide clear, specific and evidence-based feedback sensitively
Training and development are the basic necessity in the development of an organization.
This makes the employee to work effectively within the company. There are two different
aspects viz. training and development. Training is the process of internal development of an
employee. In this process Barclays will provide training to its employees so that they can be
effective in performing their tasks. Another aspect is development in which the employee will
learn from it's past experience. This is i's own internal development and the organization is not
responsible in it (Ackermann, 2012). With the help of these factors, proper feedback is provided
to the company. The feedback is related to the internal performance of the employee. This
feedback is specific, clear and evidence-based. The feedback is given by the employees who are
working with each other. The employees are chosen by the company to give the internal
feedback because they always work together and they know about each other, more than anyone.
Feedback is must in the organization to measure the performance of the employees. This
performance is helpful in appraising the employee. The employee whose performance is
excellent will get the reward from the administration and the employee is below the level should
be motivated enough so that they will work harder in future. This is the biggest method of
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motivation to the employees (Waseem and Zarif, 2012). With the help of this a company can
decrease the rate of employee turnover. This will help the company to increase its market share
and profitability.
2.1 Describe training techniques that can be applied in the workplace
Training and development program is necessary and must have to be conduct by the
manager of Barclays so they can enhance skills as well as their existing and new employees in
effective manner. Their are mainly two type of training techniques which can be applied in the
Barclays explanation of these are as follows :-
On the job training method – This method is most common for providing training in it
employees are place on particular position and after that skills as well as knowledge are given to
them for performing work related to their job role. One of the major advantage of on the job
training is that it is flexible method and can be modified according to requirement. There are
several training methods which can be utilise while providing on the job training :- Job rotation – This is one of the best method for on the job training because in it trainee
get moved from one job to another for gaining knowledge from various job assignment. Coaching – In this method, trainee work under the supervision of particular person who
function as an coach for trainee. Along with this, provide feedbacks time to time so that
trainee get opportunity of expressing their ideas. Job instruction – It is type of method which known as step by step training also because
in job instruction trainer give direction to staff members and if their any mistake then it
will be correct by him/her.
Off the job training method – This is the training method which is applied when training
is provided away from the working field (Fry and Raadschelders, 2013). There are some
techniques which will use by organisation for providing off the job training to their employees :- Business games – As per this off the job training method, trainees are divided into groups
out of which every team have to discuss about several activities that will be related to any
imaginary organisation. This discussion will be related to production, promotion, pricing
and so on. Such activities will give outcomes related to co-operative decision making
process.
 Case Study method – This method related to off the job training will deals with any any
kind of issue confronted by the organisation and will be resolved by an staff members. In
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this situation, opportunity is given to trainee for analysing the case study and identify
different possible solution to it. Case study training method assist in developing analytic
as well as critical thinking of an personnel.
From the above mention training method Barclays is applying on the job training method
for their staff members. So they can get practical knowledge about their job rolls.
2.2 The advantages and disadvantages of learning and development interventions and methods
On the job training method is implementing by the Barclays plc which have several
advantages and disadvantages. Because in this training and development practices is implement
while trainee is work on the work station. Explanation of these are as follows :-
Advantages of on the job training method Disadvantages of on the job training method Flexible method – It is flexible method
of providing training to employees
because as per requirement changes can
be made easily with any problem. Apart
from this, trainees learn things more
faster while working practically on it. Less expensive – There is no
requirement of setting up any different
place for employees training and
development. While working on their
working places training can be
provided. Immediate productivity – Every
organisation want that their employees
will work onboard instead of wasting
their time on bench. In on the job
training method employee work on
working stations and result in
immediate productivity.
 Create disturbance – While providing
training to trainees create disturbance
for other staff members in their actual
working place (Farmer, 2015). Because
discussion among supervisor and other
trainees lead in necessary disturbances.
 Accidents can happens – While
providing on the job training to
employees there is chances of accidents
mostly in manufacturing industries at
the time of dealing with machinery and
other electronic tools. Because new
employees don't have experience and if
they will involve in production process
directly then chances of accident will
increase.
 Low productivity – In on the job
training trainees are asked to join the
project and learn while working on it.
This will result in high cost as well as
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low productivity.
2.3 Explain organisational learning and development policies and resource availability
Learning and development policies of Barclays is framed and linked with their vision as
well as strategy, it reflects a belief in the requirement for developing all permanent as well as
temporary staff members, whether they are employed on full-time or part-time basis. There are
several principles on which these are based explanation are as follows :-
 Barclays think about their staff members as they are assets and cost of the company as
well as manager of the organisation believe that they have to invest in the assets.
 Respective organisation plan their learning and development activities in line with
industry standards and maintaining relationship with related organisational bodies.
 Barclays plc believes that roles as well as responsibility related to learning and
development must be divided or shared among the respective association and their staff
members.
 Same organisation have to make sure that proper process are implemented in learning
and development plan as well as measure the same activity in appropriate manner.
Apart from the policies and procedure there are some resources which is required for
learning and development process within Barclays plc. These are as follows :-
 Proper set up or location where training will be provided to existing and new employees.
Because without proper place it is difficult to arrange all the things in better manner as
per the requirement of training.
 Most important resources is fund because their will be requirement of several things
while training their staff members which cannot be possible without funds availability.
As well as professional will be hired for learning and development session.
2.4 Review individuals’ learning and development needs at regular intervals
Business environment is dynamic in nature several modification take place which can be
in term of technology advancement or in existing polices and procedure. Thus, for staff members
it is not easy to do work without their knowledge and skills (Denhardt and et.al , 2013). So it is
important or necessary for organisation to plan proper training and development program for
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their staff members at regular intervals. Below mention are some requirement of regular intervals
training and development :-
 For enhancing skills and knowledge to work in competitive business environment.
 Improving productivity of business as well as individual development.
 Accomplishing goals and objective in effective manner within required time period.
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs
Learning and development leads to develop opportunity for individual and organisation
both. Explanation of opportunity for individual are as follows :-
 Skills and knowledge of individual will enhance which help them in their own future
development as well as growth.
 Production within organisation will be done in better manner.
Apart from this, there are some opportunities for learning and development opportunities
are as follows :-
 Generating more and more revenue as well as result in growth for business.
 Accomplishing goals and objectives on time.
CONCLUSION
From the above discussion it has been identified that it is necessary for organisation to
provide training and development session to their staff members so they can work in effective
manner and result in accomplishing goals and objectives of company. Along with this there are
mainly two type of training method such as off the job and on the job. Such practices result in
better future opportunities for staff members and enterprise. Thus, company have to invest some
amount in training and development of their employees as well as have to conduct performance
review and appraisal session.
REFRENCES
Books and Journal
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International Journal of Academic Research in Business and Social Sciences. 3(5). p.61.
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Lundsten, L.L., 2015. Student Evaluations in a Business Administration Curriculum-A
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Annual Conference (pp. 169-173). Springer, Cham.
Lichtenstein, J., 2014. Demographic characteristics of business owners. Small Business
Administration Office of Advocacy, Issue Brief,(2).
Fairlie, R.W., 2012. Immigrant entrepreneurs and small business owners, and their access to
financial capital. Small Business Administration, pp.1-46.
Nielsen, T., 2013. Changes in BSc Business Administration and psychology students’ learning
styles over one, two and three years of study. Studies in Educational Evaluation. 39(1).
pp.41-48.
Denhardt, and et.al , 2013. Public administration: An action orientation. Cengage Learning.
Dilger, R.J., 2013. Small Business Administration 7 (a) loan guaranty program. Congressional
Research Service. 41146.
Farmer, D.J., 2015. Public administration in perspective: Theory and practice through multiple
lenses. Routledge.
Ackermann, S. ed., 2012. Are small firms important? Their role and impact. Springer Science &
Business Media.
Waseem, S.N. and Zarif, T., 2012. Factors affecting students’ choice for degree in business
administration. Journal of management and social sciences. 8(1). pp.40-47.
Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and Organization
(RLE: Organizations): A Behavioural Science Approach. Routledge.
Fry, B.R. and Raadschelders, J.C., 2013. Mastering Public Administration: From Max Weber to
Dwight Waldo. CQ Press.
Online
Purposes of Performance Appraisal,2018.[Online].Available
through<https://www.businesstopia.net/human-resource/purposes-performance-appraisal>
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