Managing Human Resources: Performance and Remote Teams Report

This report provides a detailed analysis of performance management within the context of human resources, using Tesco as a case study. It begins by defining performance management and evaluating models like goal setting and expectancy theory, outlining their advantages and disadvantages. The report then delves into theories for managing high performance, particularly focusing on remote teams and the application of Tuckman's theory of team development. It explores the role of line managers in performance management, emphasizing the importance of communication, leadership, and employee development. Furthermore, the report examines the preparation and approaches necessary for managing the performance of remote workers. The report emphasizes the significance of clear goal setting, employee motivation, and effective communication strategies for optimizing performance and achieving organizational objectives, with specific reference to Tesco's practices.

Managing Human
Resources

Table of Contents
INTRODUCTION ..........................................................................................................................3
Definition, evaluation, and analysis of performance management models with their
advantages and disadvantages................................................................................................3
Identify theories to manage high levels of performance using managing remote teams and role
of line managers in performance management.......................................................................5
Preparing business and staff for home working demonstrating ability to review and managing
the performance of their people..............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management refers to managing of the people for achieving better
performance. Managing human resources is the functions and activities that a manager performs
for the employees of the organisation. The human resource manager has the roles and
responsibilities of recruiting and selecting the right candidate and see the overall development of
the organisation. Tesco is taken as the base company. Tecso is a multinational company which
specialises in providing groceries and merchandise retailer. This company was found by Jack
Cohen in 1919 in London. They are providing services across the globe having more than 7000
stores. In this report, it covers about the performance management and its models such as goal
setting theory and expectancy theory with their pros and cons. Also it includes theory which are
related to team role such as Tuckman theory which describes the different phases such as
forming, storming, norming, performing and adjourning which a team goes through for working
on a task and the role of line managers in performance management which helps in making the
employees work done with efficiently and effectively. Furthermore, preparation and approaches
are taken for home working staff and managing the performance of people is explained in this
report. In refers to Tesco, performance management helps in evaluating the activities and
functional of the employees which are mentioned below-
Definition, evaluation, and analysis of performance management models with their advantages
and disadvantages
Performance management refers to the process of developing and providing a work
environment in which all the staff members are enable to work and perform to the best of their
capabilities (Adamsen, 2019). This management use traditional tools which helps in creating and
measuring goals and objectives. They also have an aim of defining how effective performance
looks and also measures performance of the developed processes. It can applied to those
workplaces where interaction of people are required. It involves various activities such as
creating clear and define job description for the employees, providing career development
opportunities and effective new employee orientation and many more. Performance management
applied is important as it can have a positive impact in the performance of the employees.
Managers use this tool for adjusting workflow and also helps in decision making for their
employees for achieving the goals and objectives (Analoui, 2017). The all employees of the
organisation will have a clear understanding of expectation as performance management

establishes concrete rules. In context to the selected company, the manager uses various model of
performance management in analysing the performance of every individual that are working the
organisation such Goal setting theory and Expectancy theory. Goal setting theory is given by
Edwin Locke in 1960's which refers to the effects of setting goals on subsequent performance.
Edwin found that a person who set difficult and specific goals tends to perform well rather than
who set easy and general goals. Goals allows a person to provide directions and defines what
needs to be done and how much efforts are required for achieving the goal. Setting of goals and
tasks performance have a direct connection according to the theory in which a specific and
challenging goal along with its feedback allows the person to have a higher and better task
performance. This theory say that clear goals should be realists and challenging which leads to a
greater result and better performance which provide employees feel of pride and motivated and
get themselves ready for achieving the next goal. The goal setting theory consists of five
principles which applied on the organisation for improving the output such as clarity which says
the a goal must be clear and achievable. The employees in Tesco should be aware of their task
which is needed to be achieved in a stipulated time. The goal should be challenging which will
leads employees to discover strategies for meeting targets that helps employees in increasing the
performance. With commitment, the employees have the responsibilities and also aware about
their performance towards the organisation and goals (Badubi, 2017). Feedback has also a vital
role in the organisation where it directly results in the work and behaviour of the employees
which leads in increasing the performance and setting of tough goals requires time for
completion. The organisation also provide training programs for achieving tough goals.
Employees in Tesco set goal of selling products which are not much in demand. The staff
members starts with less number of products for selling so that they could gain confidence and
then sets a higher and difficult target which enable them to work more for it. This theory is used
in increasing the incentives of employees so that they can do their task efficiently and quickly
whereas complex tasks and goals can stimulate riskier behaviour.
Another theory used by manager is expectancy theory which was given by Victor Vroom
of Yale School of Management in 1965 and this theory states that employees motivation and
their behaviour in the workplace depends upon the factors such expectancy, instrumentality and
valence (Chandra, 2018). Expectancy is a belief that if an employee work hard they will achieve
their targets which is set by the manager. The manager expectations are based on the past

experience and the abilities of the employees. Manager of Tesco sets target of each employees
according to their capabilities, experience and the level of difficulty. Instrumentality involves
rewards for performance that an employees have faith for it and it is affected by many factors
such as believing on people who decides who receives what outcome, simplicity of the process
and clarity of relationship between performance and outcomes. In context to Tesco, the
employees believes to what extend a good performance appraisal leads in rewards. Valence
focuses on the value of the positive rewards that create impact on the performance of the
employees. It is an emotional orientation that employees hold with respect to the rewards. The
employees get intrinsic which includes satisfaction and extrinsic rewards such as promotion,
money, benefits etc by the management (Fath and Jorgensen, 2020). Performance management
encompasses the process of managing performance of human resource in organisation. When
expectancy theory is applied in performance management, the aim is to motivate employees to
perform better and it is vital for employees to know their abilities in doing the tasks. In reference
to Tesco, the manager can easily identify the suitable candidate for giving rewards to them which
helps in motivating them and also increase in performance and the rewards can be promotions,
bonuses and so on. This theory focuses on expectation and perception and it is based on the self
interest person to achieve the satisfaction which is an advantage of this theory. Whereas, the
rewards are not directly correlated with the performance and related to responsibilities, effort
which is a disadvantage.
Identify theories to manage high levels of performance using managing remote teams and role of
line managers in performance management
Remote team refers to a group of people work together for a temporary project and these
individuals are working from different time zones, diversities and across the space. It is one of
the challenging thing to manage the people who are working remotely and challenges faces by
the managers are such as lack of communication, setting of schedules, unable to track every
employee's performance and so on. Different types of people came together for work in which
the team goes through different phases (Gupta and Ravindranath, 2018). And these phases were
given by Bruce Tuckman in 1965. He proposed a theory which is known as Tuckman theory
which states that every team goes through 5 different stages of team development and behaviour.
Tuckman theory consists of 5 stages such as forming, storming, norming, performing and
adjourning (Huang and et. al., 2020). This theory helps in understanding of team maturity, their

abilities and developing of relationships among the team mates. In forming stage, people came
together to form a team where they have unclear goals and team mates behaves independently.
People are excited and have high expectation from the formed team and also about the project
The people are unknown to each other and doesn't have trust. The group starts to familiarize
themselves and their roles and responsibilities are given by the leaders. The remote team in
storming stage will give ideas for completing the tasks where managing the ideas given by each
individual may be lead in destruction of the team. The relationship between individuals can be
made or broken in this phase. Performance of team may be poor as the team focuses more on
unproductive things and also create problems when conflict is not able to resolve within the
team. The leader tries to solve the problems of each member and make team members to focus
more on goal which is to be achieved. The third stage is norming stage where the team members
are starting notice and appreciate their team member's strength. Every individual is working
towards achieving of the goal (Janno and Koppel, 2018). The members begin to trust on each
other and each member is working according the roles and responsibilities given to them and the
leader can take step back for developing the team. Furthermore. They also starts to resolve their
problems by their own and respects the leader authority. The behaviour of remote team members
from storming and norming phase can overlap if the new tasks came up. Now the team reaches to
fourth stage which performing stage. In this stage, the team can perform independently and they
have all the knowledge, motivation and competence. The awareness increased in the team about
the task and members are focusing on achieving the goal. The team members feel satisfactory
towards their performance and more attached to other members in the team. The problems occurs
are either prevented or solve by team members itself. The team reached to last stage of team
development where they goes through adjourning stage. The team in this stage feel anxiety and
sad as they have come to an end. And at the same time they also feel satisfactory about their
performance. The team losses its productivity as they becomes less focused. As the work
completed, the team disbands and reassigned to other team (Loewenstein, Saito and Linder,
2020). The remote member may be replaces by new people and the team get back to the forming
or storming stage for development and behaviour procedure. The member working from
different location remotely goes from these stages which helps in development and behaviour of
people and also leads in making the project work successful.

Line managers are considered as front line managers which has the responsibility of
managing employees and resources to achieve the objective of the organisation (Masri and
Jaaron, 2017). They have roles and responsibilities such as recruiting and hiring of candidates for
right position, provide training and development, measuring the performance of individuals and
many more. Their job is to make sure that all employees of the organisation are doing their tasks
in an effective and efficient manner. In reference to Tesco, the line manager plays an important
role in delivering performance and they should have all the skills and posses leadership qualities
such as communication, listening strategies, grievances handling and delegation to improve the
performance of employees. An effective performance management allows employees and team
to understand the goal and helps in determining the how each individual in the organisation can
achieve their goals. A higher performance can be create by planning and developing the
capabilities of employees and organisation. An effective performance management processes
enables line managers to measure the individual and team performance and their productivity.
For a line manager, performance management acts as a tool which helps in managing the teams
and individuals and it is all about the establishing and building culture which enable the
members to take responsibilities for their skills, behaviour and performance. The relationship
line managers and employees is vital as the line manager is responsible for encouraging,
motivating its team members. A successful line manager have the qualities for hiring the right
candidate, define the work expectation to the employee, effective communication with the team
and many more (Mathews and et. al., 2021). Along with this, they also have the responsibilities
duty of care which is legal. The employees in the organisation should abide by health and safety
and employment law and common law duty of care. Tesco managers make sure about safety of
all its employees and take necessary steps to make sure their well-being and health and safety for
their employees. The line manager makes a strategic plan for establishing workplace which
ensure about the well-being and health and safety of the employees by appointing and
developing wellness committees. And this committee has the aim to promote and support
wellness strategies which is related to physical and social environment of the organisation. Legal
laws which ensures the safety of employees in the organisation are applied in all organisation
such as Health and Safety at Work Act 1974 which states that it is the duty of employers to take
responsibilities of health and safety of their employees and the employees have the responsibility
to take care of their own health and safety. Management of Health and Safety at Work

Regulations 1999 says that employers have has to manage the risks in the workplace which is
associated with the risk assessments, providing training to employees for working in risky
environment. Managers to Tesco make sure to provide training to their employees who are
working in manufacturing areas as they contain heavy machinery which is risky for use.
Preparing business and staff for home working demonstrating ability to review and managing the
performance of their people
Employees are working from their home due to pandemic situation. Work from home
refers to the work that is being done remotely and not from the office. The employees working in
office completed their tasks in office itself and due to advanced technologies and digitalisation,
the employees can work from their house with the help of different hardware and software. The
organisation have the access to software ROI which provide insights of digital employee
experience. In context to Tesco, they provide work from home facilities to their employees
which helps the organisation in continuing the work even in pandemic situation. It give
employees an opportunity to balance between work and life and also helps firm in getting work
done. The employees working from home enables them to maintain the productivity to a constant
level as well as supports in being with the family. During work from home, performance
management team focuses more on the productivity of the organisation and it can be improved
by making an individual proactive which makes them motivated and follows the assigned work.
The employees also have the facility to communicate and clear about the deadlines of the
projects (Michalak and Rysavy, 2020). The manager of Tesco set SMART goals that enables
them to set higher goals for employees which allows manager to measure how much work has
done in a stipulated time which helps managers in evaluating and progress of the performance of
employees. Saas platform helps managers in recording of all the daily activities done by
employees which make clear about the performance of the employees which helps in
maintaining the level of performance in the organisation and also make sure that all employees
are able to achieve the goal and objective of the firm. This platform helps in observing the
activities with its both positive and negative performance of the employee. The manager provide
rewards and appraisal to the employees on basis of performance, activities and observation on
this platform. In context to Tesco, the managers always considered four different scenarios such
best case, worst case, momentum case and most likely case for evaluating the performance of
the employees. Along with the scenarios, they also assess three different stages such as depth of

decline, duration of the hit and the time necessary to recover (Rachmawati and Hendayani,
2020). Financial planning in respect to the organisation works closely with during the modelling
exercise to make sure that the contribution from the employees are maximum in all four
scenarios of all three stages so that they identify the key indicator of team performance. During
the pandemic situation, no one was allowed to step outside their homes which leads to drastic fall
of all industries, in this case, Tesco provide services to people by providing them deliveries of
grocery orders and other orders. As the industries shut down, people losses their jobs in which
Tesco provide various types of job to the people which can be done also from home.
CONCLUSION
From the above discussion, it can be concluded human resources helps organisation
hiring the right candidate and its performance management is used for evaluating the
performance of the employees with the help of different elements. In this report, it includes
analysis of performance management with its models such as goal setting theory which helps in
setting of goals which are achievable by the people and expectancy theory says that staff
behaviour depends upon on certain factors such as expectancy, instrumentality and valence that
motivates them to work, along with these model's advantages and disadvantages. It also includes
theory of team role such as Tuckman theory which helps in analysing the behaviour and
evaluating the capabilities of team members. The team goes through different phases such as
forming, storming, norming, performing and adjourning and also helps in determining the
performance of remote teams that are working. Roles of line manager in performance
management with respect to legal, well-being and health and safety is explained. And at last, it
include analysis of performance of staff that are working remotely.

REFERENCES
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