Managing Human Resources: Performance Management Models, Theories, and Best Practices

MANAGING HUMAN
RESOUCES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Performance management models...............................................................................................3
Theories of performance management.........................................................................................6
Best Practices for performance management:..............................................................................7
Approaches in Performance Management...................................................................................8
Role of Line Managers.................................................................................................................8
Preparations when providing Work from home facility to employees........................................9
Approaches taken by Tesco.........................................................................................................9
Managing the employee performance........................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is managed by HR department of the organisation. It is managed through
recruiting, selecting and deploying the employees. The resources are managed through
organisation to achieve their goal more effectively.
Tesco is UK based company which deals in groceries in supermarket. The goal of the
organisation is to provide best services to the consumers with effective price. Tesco managing its
staff very carefully. They complete all the basic needs of the employees, so the employees are
always engaged to the organisation.
This report covers the two models of performance management with the merits and
demerits along with the theories. It also includes the approaches and best practices regarding
managing the performance of employee. The roles of line managers are also discussed. In this
report, also discussed that how an organisation prepare its staff at the time of giving work from
home facility and how to manage performance of employees as well as organisation from home.
MAIN BODY
Performance management helps in evaluating and monitoring the performance of
employee. Performance is managed by human resource management, because the organization
wants quality works from employees to increase their productivity.
Performance management models
Performance Management Cycle Model
This model helps the employees and management to achieve the goal of organization
through a well-structured procedure of employee development(Bruskin, and et.al., 2017).
This model works in a cycle which starts with planning and end with rewarding. This cycle
covers four main stages which are as follows:
Planning:
The management team will determine the goals and objectives of the organization. In this
discussion, HR and superiors decide the objectives for the teams as well as for individuals,
including employees duties, specific tasks, targets, actions, behaviours and development
goals(Merinov, Pavlova, and Khayrullina, 2020). The planning stage revolve around setting
performance standards for the employees. In this stage management identified where training
and development programs are needed to strengthen the performance of employees.

Monitoring:
This is ongoing process, which helps in checking the performance of employees. If
monitoring is done once or twice in year then it proves not effective it should be done
continuously. Through monitoring, the HR knows which employee needs training or not.
Reviewing:
If proper monitoring was done, the HR and management knows about the performance of
employees that how was they doing during the whole year. The employee receive feedback from
HR about their performance and if any issues come there then it will be discussed between
employee and employer.
Rewarding:
This is the final stage of Cycle model. After reviewing the performance of employees, the
management and HR gives rewards to those employees who performed extremely well in their
job. After taking rewards, the employees feel motivated and perform their work more efficiently.
Advantages and disadvantages of performance management cycle model are :
Advantages of this model is as follows:
 Employees feel motivated from this model because they get rewards when they perform
better and hard.
 Through this model the manager easily monitor the employees' performance and give
correct feedback to employees about their performance. This model makes uniformity in the performance of employees.
Disadvantages of this model is as follows:
 The model consumes too much time in proceeding the monitoring and reviewing of
employees.
 Employees feel demotivated when the employer does any favouritism and partiality
between employees at the time of distributing rewards.
 Employer feels not good at the time of providing bad or negative feedback to the
employees because the relations get affected with the particular employee.
Performance Management Model (PCER)
This model revolves around PCER (Plan, Coach, Evaluate and Reward). Through this
process, the best activities are utilized to create a performance plan, coach for a prospering