Evaluation and Analysis of Performance Management Models

This document discusses the evaluation and analysis of performance management models, including their advantages and disadvantages for employees and employers. It also explores the role of line managers in performance management, wellbeing, and health and safety compliance. Additionally, it covers the approaches for managing high levels of performance and remote teams. The document focuses on Burberry as a case study.

PERFORMANCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Evaluation and analysis of performance management models with their advantages and
disadvantages for employee and employer..................................................................................3
Define theories, practices and approaches for managing high level of performance and
approaches for managing remote teams and state the role of line managers in performance
management, wellbeing and health and safety compliance.........................................................6
Performance management of Burberry........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Performance management is a management technique which is used by corporates in
monitoring and identifying the performance of their employees. The aim of this technique is to
create a positive working scenario in which employees can give their best and perform efficiently
for meeting the desired goals and maintain competitiveness in the organisation which will also
enhance the productivity of the organisation (Azis and Azis, 2020). Burberry is a British global
luxury fashion company which offers wide variety of products. The company was founded by
Thomas Burberry in the year 1856 in Basingstoke, United Kingdom. The company operates as
Holding company which manufactures, deigns and distributes apparels and accessories under
their label the Burberry brand. This project is based on the performance management systems
and how it helps to enhance the performance of employees and improve their productivity.
MAIN BODY
Evaluation and analysis of performance management models with their advantages and
disadvantages for employee and employer
Performance management is an integral component of HRM and it deals with the people
and their performance in the organisation. Performance management is a multi-stage process
which involves identification, planning, developing, supporting, appraising and rewarding
employees for their valuable contribution in the achievement of the organisational goals and
objectives within the specific time span.
Performance management model is a continuous and ongoing process between the
employer and employee. This model of performance management helps Burberry in utilizing all
resources effectively by creating an effective plan through which they can also enhance the
overall productivity and proficiency of the business. Some of the performance management
models and their advantages and disadvantages for employer and employee which are followed
by Burberry are explained below:
 Ranking method- Straight ranking method of performance management helps Burberry
in comparing all employees with each other in which all employees are ranked from best
to worst. In this model of performance management each individual employee is a signed
a rank on the basis of their performance in the achievement of organisational goals
(Bellisario and Pavlov, 2018).
Advantages
For employee
Identify potential and competencies- by getting a specific rank based on the
performance in the organisation, employees working with Burberry can identify their skills and
potentials and utilize these skills in performing effectively n the organisation.
For employer

Identifies top rankers- By using the ranking method, it helps management of Burberry
to identify their top ranking employees who are performing well in the organisation for meeting
the desired outputs.
Disadvantages
For employee
May not improve performance- By giving a rank to an employee, Burberry has
observed that this might not improve the performance of the employee as it can also act a
demotivating factor which can create a negative influence on performance of their employees
(Bianchi and Tomaselli, 2015).
For employer
High turnover rates- This model used b Burberry can create a negative influence on the
performance of their employees and this can lead to employee turnover as the business will have
no willing employees.
 Grading method- Grading model of performance management allows manager to
analyze the potential and competencies of employees which involve communication
skills, attention, teamwork and others. This approach of Burberry for performance
management is more subjective and can be more reliable. Under this method different
grades such as excellent, good, satisfactory, poor are defined and employees are graded
according to their performance.
Advantages
For employee
Identification of strengths and weakness- This model of performance management
helps employee working in Burberry to identify their strengths and weakness by getting grades
based on their performance in the organisation.
For employer
Identify training requirements – By using grading method, it helps Burberry to identify
the training requirements of their employees through which they can enhance their skills and
competencies through which they can perform the assigned job roles effectively (Bititci, Cocca
and Ates, 2016).
Disadvantages
For employee
Unhealthy competition- By grading employees on the basis of their performance,
Burberry ae experienced an unhealthy and negative working scenario and increased unhealthy
competition among each other, have created a negative impact on the performance of their
employees.

For employer
Time consuming- This approach used by Burberry is a time consuming method in which
they grade each employee by keeping a track of employee performance and by monitoring their
performances.
 Management by objective- This model of performance management is modern method
which revolves around both employees an employer who jointly sets goals which need to
be accomplished by the organisation within specific span of time. This method involves
mutual goal setting, evaluating progress towards the objective, taking necessary action,
providing valuable feedback and increasing participation (Eaidgah and et.al, 2016). This
process of performance management helps Burberry to appraise and recognize their
employees without any biasness and it also helps in improving employee ability and their
awareness through which they can contribute and perform efficiently with the team. This
model of performance management helps in establishing goals, set individual objective in
relation to organisational goals, review the performance periodically and increase
organisation commitment.
Advantages
For employee
Increased clarity- This model of performance management used by Burberry helps to
give better clarity to employees regarding their assigned job roles and responsibilities and what is
expected by them in the organisation.
For employer
Effective communication- This approach of performance management used by Burberry
helps them to effective communicate and share the desired outcomes of the organisation with the
employees through which they can accomplish desired outcomes effectively.
Disadvantages
For employee
Increased pressure- This mode of performance management can increase the pressure or
burden on the employees of Burberry which can also create a negative influence on the
performance of the employees (George and et.al, 2016).
For employer
Lack of integration- The management of Burberry lacks integration which creates a
barrier for the organisation to work collaboratively and it leads to inability to maintain
cooperation and team work in the company.
 360-degree review- The 360-degree review model is an approach which involves
feedback from several people who interact with each employees and provide feedback by
eliminating biasness in the organisation. This approach gives a better view to the

employee of Burberry regarding their performance and their participation in completion
of the assigned job roles and in accomplishment of desired organisational objective. This
model of performance management helps employer to get feedback regarding their
performance from there superiors, their colleagues and peers (Gerrish, 2016).
Advantages
For employee
Increased self-awareness- This model of performance management helps employees of
Burberry to analyze and identify their strengths and weaknesses through which they can perform
effectively and efficiently in the organisation.
For employer
Gives insight to employee’s work- This approach o performance management helps
Burberry to get an insight of employees work and their performance in the company through
which they can also reward them and provide necessary training which is required to enhance
their performance.
Disadvantages
For employee
Biased opinions- This approach can result into increased biasness and can create an
unhealthy working scenario in Burberry. This will also lead to biased opinion and will affect the
willingness of employees.
For employer
Time consuming process- It is a time consuming process which is used by Burberry thus
as it involves taking reviews and feedbacks rom all employees and sharing opinions of each
other which takes huge time in discussing the feedbacks and performance of each other.
Define theories, practices and approaches for managing high level of performance and
approaches for managing remote teams and state the role of line managers in performance
management, wellbeing and health and safety compliance
Performance management is a tool which focuses on the accountability, transparency and
increases clear understanding of expectations (Heger and et.al, 2017). Performance management
is a technique which ensures different set of activities and outputs through which an organisation
can meet their goals in effective and efficient manner. The main focus of performance
management is on enhancing the performance of employees and of overall organisation through
which organisational productivity can be enhanced.
Theories and Approaches for managing high level of performance
Some of the theories such as goal setting theory, social cognition theory helps and
organisation to enhance the overall performance of their employees.

Goal setting theory help Burberry to lead and guide employees to the right direction
through which they can meet the targets effectively within the specific span of time period.
Social cognition theory of performance management helps Burberry to analyze the
behavioral changes of their employees and motivate them to perform all managerial operations
effectively through which they can meet the desired standards of their performance and
organisation can also get maximum benefit from such motivated and dedicated employees.
There are several approaches or strategies which are opted by Burberry for managing high
level of performance in the organisation, these approaches are explained below:
 Define and share desired goals and objective- By defining and communicating the
performance expectations and goals it helps the management of Burberry to bring clarity
in the organisation for the accomplishment of the desired outcomes (Karim, 2015).
 Provide regular feedback- By offering regular feedback with the help of clearly
communicating and interacting with employees it helps Burberry to improve the
performance of the employees by which they can perform the assigned job role by using
constructive and efficient ideas.
 Peer reviews and opinions- By encouraging employees to share the reviews and the
ideas it will help Burberry to foster effective performance management in the company.
Burberry also uses 360-degree reviews which help them to provide 360-degree analysis
employee performance by discussing reviews with superior colleagues and pedes.
 Recognize an appraisal employee performance- Through recognizing employee
performance and rewarding them for performing efficiently and effectively in completion
of the assigned job role, it helps Burberry to encourage and motivate employees to
willingly participate in managerial activities and share their innovative ideas which will
help in enhancing organizations productivity.
 Conduct regular meeting to discuss output and desired result- By conducting regular
meetings will help Burberry to discuss the actual performance of all employees and
discuss the performance gap on the basis of their desired outcomes and take corrective
measures through which they can enhance their performance and efficiency. By
organizing regular meetings, it will help organisation to discuss the progress in relation to
the achievement of desired outcomes and take corrective and innovative measures which
will help in meeting the targets efficiently and within the specific time span.
Approaches for managing remote teams
Remote team- A remote team is a composition of professionals from different time
zones who belong to different cultures and diverse skill who come together for completion of a
project. Therefore, each team mate is working on a different location and work across time in
space for the achievement of shared organisational goal (Murphy, 2020).
There are several approaches of managing a remote team effectively, some of the
approaches which are opted by Burberry for managing their remote teams are described below:

 Schedule daily check in- Through scheduling daily check ins via emails,
videoconferencing it helps Burberry to establish interaction among all the team members
which will help them in sharing knowledge and progress of the project through which the
completion of the project can be done effectively and efficiently.
 Communicate- As we know lack of communication is a barrier for accomplishment of
organisational objectives. Therefore, for the achievement of organisational objectives of
Burberry, all team members of remote team must interact with each other and discss the
status of the project and share their valuable ideas and opinions which will help in
meeting the targets within this specific span of time.
 Take advantages of Technology- As we know, that the technology is rapidly increasing
and with the help of technological advancement it becomes easier for Burberry to manage
remote teams to interact with each other (Rajnoha and et.al, 2016).
 Define rules of engagement- The work and performance of remote teams can become
more efficient when such teams set an expected performance standard, the company
Burberry also focuses on encouraging all team members to share all valuable information
data which is needed for completing the assigned job role by using constructive ideas.
 Focus on outcomes- By focusing on outputs it helps in increasing engagement in the
organisation and increase empowerment of employees. By focusing on outcomes it will
help Burberry to develop skills and enhance is creativity of their employees.
Role of line managers
Line Manager- Line manager plays a vital role in shaping the health and safety of
employees working in the organisation. These managers create policies for wellbeing, health and
safety and organize provisions for staff members through which they can ensure that the living
standard of employees are improved. The role of line managers of Burberry in performance
management, wellbeing and health and safety compliance are mentioned below:
 Providing leadership from the top management- Line manager of Burberry focuses on
providing valuable guidance and lead their team into right direction which will help
employees in meeting the targets within the desired time span.
 Implementing HR policies and programs- As a line manager of Burberry, they are
responsible to plan policies and programs and implement these policies in the
organisation which will help them to motivate their employees and enhance their
participation in the organisation (Ramulumisi, Schultz and Jordaan, 2015).
 Defining objective clearly- As a line manager of Burberry, it is the basic responsibility
of the manager to set objective and share it with the employees clearly which will help
them to get clarity and they can contribute by performing efficiently in the organisation.
 Routine violation and health and safety culture- Routine violation and health and
safety rules are imposed by line managers in the organisation. These procedures
safeguard the employees and provide them different health benefits through which
Burberry can motivate their employees and make them willingly participate in the
managerial operations of the company.

Performance management of Burberry
Performance management is a continuous process which helps in improving performance
of individuals, teams and of overall organisation by setting standards. The process of
performance management helps an organisation to plan the standards for the achievement of
goals in reviewing and accessing progress and also developing the knowledge regarding the
skills of employees working in the organisation (Sharma, Sharma and Agarwal, 2016). The main
motive of performance management of Burberry is to measure the actual performance with
standard performance through which management can identify performance gaps and take
corrective measure through which they can improve and enhance their performance. Burberry
focuses on the performance of their employees by regularly monitoring their performance and by
providing them regular feedbacks through which they can enhance their performance and
enhance their productivity and competence for performing the managerial activities.
Approaches/ Strategies of Burberry for managing high level performance
As we know performance appraisal is a various stage continuous process which helps in
analyzing the performance and progress in the organisation. There are several approaches and
strategies which are opted by Burberry for managing high level of performance for employees
working in the organisation and for staff working in homes, some of the tactics which were used
by Burberry are explained below:
 Intuitive approach- By using intuitive approach the managers of Burberry appraise the
performance of employees which is based on the perception and external behavior among
the employee and employer. Moreover, this approach is based on feeling or judgements
rather than on facts, data or proof.
 Self-appraisal approach- Self appraisal approach practice by Burberry help them to
appraise the employees based on the common standard format which is set by the
company itself. The process involve employee reviewing their own performance.
Burberry offers an opportunity to their employees to analyze their own performance and
identify their own strength and weakness through which they identify the performance
gap and make constructive approaches which will help them in improving their
performance and contributing in meeting the desired objective within the time period.
 Group approach- Group approach helps Burberry to appraise employees working in a
group and based on the progress the whole team have made for meeting a specific target.
In this method, all the employees are rated by an appraisal group which involve superiors
who have knowledge and have monitor the performance of employees. This also helps
superiors to explain the nature of the subordinate duties and responsibilities (Tantardini
and Kroll, 2015).
 Trait approach- The trait approach of performance management used by Burberry
focuses on appraising employee performance on the basis of different dimensions which
involves personality, honesty, integrity and dependability. The trait theory suggest that
personality of an individual is the composition of different traits which is analyzed by the

managers of Burberry through which they can identify the employee performance and
their willingness in the managerial activities.
Furthermore, Burberry analyze the performance of their employees by regularly monitoring
their performance and keeping a track of their daily assigned activities through which they can
identify the performance gaps and tale corrective measures (West and Blackman, 2015). The
company take corrective measures such as motivate employees, give them regular feedbacks
through which they can provide them a review of their contribution in the accomplishment of the
organisational objectives. Burberry follows different appraisal policies and programs which help
them to identify the strengths and weakness of their employees which can be enhanced for
meeting the targets within deadlines.
CONCLUSION
From the above report, it can be concluded that performance management is an essential
activity which, must be performed by all organisation. As performance management helps an
organisation to monitor, evaluate and improve the performance of employees which will help in
improving overall organisational performance and will contribute in gaining competitive
advantage and maximum profitability and productivity for the business. There are several models
of performance management which helps in enhancing and improving performance of employees
though which they can effectively and efficiently perform all assigned job roles and
responsibilities. The models and theories of performance management also helps an organisation
in encouraging and motivating employees which can minimize employee turnover and potential
and competence of employees can be enhanced.

REFERENCES
Books and journals
Azis, A. M. and Azis, Y., 2020. Foundation and basic information in designing performance
management system. International Journal of Innovations in Business. 2(4). pp.327-349.
Bellisario, A. and Pavlov, A., 2018. Performance management practices in lean manufacturing
organizations: a systematic review of research evidence. Production Planning &
Control. 29(5). pp.367-385.
Bianchi, C. and Tomaselli, S., 2015. A dynamic performance management approach to support
local strategic planning. International Review of Public Administration. 20(4). pp.370-
385.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Eaidgah, Y and et.al., 2016. Visual management, performance management and continuous
improvement: a lean manufacturing approach. International Journal of Lean Six Sigma.
George, R. A and et.al., 2016. Barriers to and enablers of sustainability integration in the
performance management systems of an oil and gas company. Journal of cleaner
production. 136. pp.197-212.
Gerrish, E., 2016. The impact of performance management on performance in public
organizations: A meta‐analysis. Public Administration Review. 76(1). pp.48-66.
Heger, C and et.al., 2017, April. Application performance management: State of the art and
challenges for the future. In Proceedings of the 8th ACM/SPEC on International
Conference on Performance Engineering (pp. 429-432).
Karim, M. O., 2015. Assessing the influential behavioral factors of performance management
system. Journal of Strategy and Performance Management. 3(1). p.4.
Murphy, K. R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal. 30(1). pp.13-31.
Rajnoha, R and et.al., 2016. Business intelligence as a key information and knowledge tool for
strategic business performance management. Economics and management.
Ramulumisi, T. V., Schultz, C. M. and Jordaan, C. J., 2015. Perceived effectiveness of a
performance management system. Journal of Contemporary Management. 12(1). pp.517-
543.
Sharma, N. P., Sharma, T. and Agarwal, M. N., 2016. Measuring employee perception of
performance management system effectiveness: Conceptualization and scale
development. Employee Relations.
Tantardini, M. and Kroll, A., 2015. The role of organizational social capital in performance
management. Public Performance & Management Review. 39(1). pp.83-99.
West, D. and Blackman, D., 2015. Performance management in the public sector. Australian
Journal of Public Administration. 74(1). pp.73-81.