Developing Individuals, Teams and Organizations: Hamleys Performance

This report examines the importance of effective performance management for Hamleys, a global toy retailer. It delves into various performance improvement methods, including paired comparison, behaviorally anchored rating scales (BARS), and management by objectives (MBO). The report explains why effective performance management is crucial for Hamleys, focusing on how it can improve employee morale and aid in recruiting the best workers. Each approach is evaluated, highlighting its strengths and weaknesses, and ultimately recommends the Management by Objectives approach for Hamleys. This recommendation is based on its efficiency in measuring work engagement by aligning individual and departmental goals, which can significantly improve staff efficiency. The report uses academic references to support its analysis.

Developing Individuals, Teams and Organizations

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
REFERENCES..........................................................................................................................................5

INTRODUCTION
The study is based on evaluating the role of organizational performance and analyzing different
kinds of performance improvement methods. In the sense of Hamley's company, that is a global
toy retail store, all these elements are explained.
MAIN BODY
(a) Explain why effective performance management is so important to Hamleys.
Performance evaluation is a method of ensuring that a series of tasks and results meet the
objectives of the study in an effective manner (Murphy, 2020). In order to process
different tasks, strategic planning can focus on the organizational cultural values, a unit, a
personal, or the processes in place. In the context of Hamleys, a few other key objectives
of performance planning are stated following in such a way:
Contributes to improve morale- Performance reviews offer the perfect environment for
formalizing and recording praise. Feedback, though, is not only about setting goals for
the next section. It will also offer an incentive for a direct boss to accept workers on their
payroll. This plays a critical part in the sense of Hamleys above, in order to raise the
productivity of workers.
Contribute to find the best recruiting workers- All workers has to go through the similar
performance appraisal aspect. The managers can help judge them for promotion, salary
increases or transfer in the same, straightforward manner. Not only can this continue to
guarantee that the best candidate is chosen for advancement, but it will also make the
recruiting process more transparent and fair. This plays an important role in recruiting the
best workers according to their ability and nature with all the reasoning for the above
business.
(b) Evaluation of each approach:

Paired Comparison The combined comparative methodology bases decisions on an
employee's skills relative to his or her peers in selected job skill categories (Yang, Wang
and Zhang, 2019). An employee's assessment would be the amount of their wages, which
is the basis of a subjective ranking.
Strengths-This is beneficial for all organizations for which there is a larger number of
workers and a greater risk of confrontation.
Weakness- In the sense of certain fields where there is a lack of an appropriate level of
reference, this approach does not operate.
Behaviorally Anchored Rating Scale- This approach is used to score results on scales that
are behaviorally grounded measurement. It is an assessment method that aims to combine
the strengths of descriptions, important incidents, and numerical ratings by adding a
quantitative scale of simple tale explanations of good, reasonable, and effective
outcomes.
Strengths- One of the major benefits of such a method is that it is obvious and less
difficult to implement.
Weakness-This method is inefficient and it has to be extended to each form of employee,
resulting in more expenditures.
Management by Objectives- This is a method of policy execution that aims to optimize
the productivity of a company by specifically defining priorities agreed by both
management and employees (Athar and Wang, 2019).
Strengths- This method is beneficial when its targets are set in line with employee
capabilities that contribute to successful performance appraisal.
Weakness- In the sense of certain circumstances in which there is a probability of
improvement, this is not necessary.
It can be outlines, in compliance with the above study of different forms of performance
appraisal methodology, that Hamleys should go with the approach of Management by
Goals since it is an efficient way to measure work engagement. For instance, if the above
organization adopts the appraisal strategy, then it will set goals for each division, such as

the marketing department, and then equate the real outcomes with the expected goals. If
they do so, their staff efficiency will certainly improve.

REFERENCES
Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal, 30(1), pp.13-31.
Yang, J., Xian, K., Wang, P. and Zhang, Y., 2019. A performance evaluation of correspondence
grouping methods for 3D rigid data matching. IEEE transactions on pattern analysis and
machine intelligence.
Athar, S. and Wang, Z., 2019. A comprehensive performance evaluation of image quality
assessment algorithms. Ieee Access, 7, pp.140030-140070.