Human Resource Management Performance Models and Theories

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on performance management models and relevant theories. It begins with an introduction to HRM and its strategic importance within organizations, using Tesco plc as a case study. The report explores various performance appraisal models, including general appraisal, 360-degree appraisal, technological performance appraisal, employee self-assessment, manager performance appraisal, project evaluation review, and sales performance appraisal. Each model is examined in detail, highlighting its advantages and disadvantages for both employers and employees. Furthermore, the report delves into key HRM theories such as scientific management theory, systems management theory, and contingency management theory, illustrating their application and impact on organizational processes. The analysis covers relevant laws and provides insights into how these models and theories can enhance HRM strategies and improve organizational performance. The report emphasizes the importance of effective HRM in achieving organizational goals and objectives.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource management are those strategic approaches which has been used in
making effective management possible within an organization. Such practices makes
competitiveness to be accomplished within market. This has been used in order to improvise
performance through making goals and objectives attained within an organization. This is one of
the most important practices which is used within an organization to enhance various strategies
of management. Also it makes various processes enhanced that covers all over aspects within an
organization. The organization that has been taken in this file is Tesco plc is an British
multinational retailer which makes groceries and general things related to day to day work. It has
its headquarters in Welwyn Garden City, England. In this report various kinds of approach and
theories in relation to management is to be covered in relation to employer and employee. In the
end analysis over various approaches should be explained. Relevant laws regarding an HRM is
covered.
TASK
Performance management models with advantages and disadvantages
Human resource management is that kind of practices which enhances various process of
management in an organization. Through this both employer and employee is been covered and
for this purpose various kinds of theories and models has been used which has been explained as
follows:
General Appraisal: Under this model ongoing communication is been focused upon that
takes place between manager and employee through out the year. In this meetings is been held
during the course of one complete year. These meetings based upon discussion which is based
upon goals and objectives achieved. On the basis of this management provides feedback in the
form of new goals formed. In this management has been making development plans and training
programs conducted for enhancing skills and knowledge of employees through skill
improvement. In relation to Tesco plc following these principals makes organization understand
about what employees needs from them. Further this makes managers of Tesco to enhance there
processes in relation to HRM practices.
Advantages of the performance appraisal in relation to employer and employee

Right Placement: This is one of the most important advantage which makes strength and
weaknesses to be identified. It makes areas and tasks covered by employer that directly impacts
competency achieved. The process used for identifying true potential and interest of employees
by the employer. It make right job given to employee regarding skills and knowledge hold by
employees (Montani 2019).
Assistance to Improve Performance: The advantage makes an employer evaluate processes of
employees in respective manner. Feedback is been used for improving strengths hold by
employees. Manager suggest ideas and method through which strengths is been enhanced which
makes weakness overcome. Such process has helped personal and career developed of
employees.
Acts as a Motivator: Process involves recognizing over rewards through effort and performance.
This boost moral and confidence of an employee's. Manager make potential developed by
making motivation towards employees. Further it enhances performance of employees through
giving them higher salary, higher responsibilities, certificates and other monetary and non-
monetary benefits. Further it makes benefits recognized which helps an employer in motivating
employee.
Disadvantages of the performance appraisal in relation to employer and employee
Time Consuming Process: In this employer holds responsibility over preparing report which is
related to performance of members within an organization. Also this makes every aspect to be
covered of working in an organization. The process includes lot of procedures and is a time
consuming process (Spies 2019).
Inexperienced Evaluators: This makes appraisal done on the basis of skill which makes training
of manager to be done. Through this employees is bale to attaining knowledge over various
aspects within an organization.
Defective Rating or Personal Bias: Managers avoid giving negative remarks or poor ratings as
employees may not always view feedback in a positive manner. The managers try to avoid
possible future conflicts or arguments with employees. Moreover, they also fear non-
cooperation from employees in future.

360-Degree Appraisal: This practices is mainly related over allowing peers in relation to
primary manager, cross-functional manager, direct reports, and other internal and external
stakeholders which make progress to be analysed regarding different kind of work within an
organization. It makes employee's performance and behaviour to be identified regarding team
members. It make strength and weakness identified in proper manner. This helps mangers of
Tesco plc in a way that Haman Resource Management makes improvement possible that
improvise in working environment.
Advantages of 360 degree appraisal in relation to employer and employee
Identification of opportunities: In this main focus is over personal development of an employee.
Through getting such feedback communication and various other silks are improved by an
employee. Further it makes identification of those factors which makes conflict resolved through
importation in performance (Eyoun 2020).
Disadvantage of 360 degree appraisal in relation to employer and employee
Not an honest assessment: In this an employee should not make dishonest opinion regarding his
work or work done by him. Employer should not shoe vengeance of any kind towards employees
regarding personal grudge.
Technological Performance Appraisal: This kind of model helps in achieving of
technical objectives that enhances employee's technical assistance capability. This makes skills
and appraisal done through making employee learn about new technology. Managers of Tesco
plc by using this model makes development of technological knowledge possible. Further it
makes new types of process developed which improves production capacity.
Advantages of Terotechnological performance appraisal in relation to employer and employee
Providing feedback form various perspective: This helps employer to analyse all the factors
which makes can affect processes within an organization. Also employers through this better
assessment spends on daily basis which makes goals achieved.
Disadvantages of Terotechnological performance appraisal in relation to employer and employee
Time consuming: This makes various points covered within in relation over time required for
completing of task. Employer is able to maintain discipline and order. Employee is able to
complete work on time.

Employee Self-Assessment: Such model helps in making employees learn about
mistakes that is been done an employee. Further it also makes these mistake to be identified so
that an employee can improve itself in future. Also the model makes employee improve itself
through understanding flaws. Human resource manager of Tesco plc by using this model makes
employee working more advanced.
Reflect on Weaknesses
As tempting as it is to focus just on the positives, your self-assessment should also
include your weaknesses. A self-assessment is a chance to reflect on where you can improve. Try
to be objective and look at your performance from the perspective of a manager.
Differing Opinions
If you and your manager are on the same page in terms of your assessment, things should
go smoothly during your evaluation. One disadvantage of self-assessments are situations where
your own opinions on your performance differ from those of your manger. If your manager has a
different opinion of your performance, it can feel like you've wasted time doing the self-
assessment. A compelling self-assessment may sway your manager’s opinion, but it may not.
Manager Performance Appraisal: This model is there over making sure that roles of
manager is been enhanced through improving there capability to handle various situation.
Managers makes satisfaction attained upon clients. Managers involve various kinds of process to
be developed within an organization and also responsible to maintain moral of employees. This
involves aspects related to business management. Tesco Plc manager using this model makes
there performance improved which enhances working of organization in positive manner.
Advantages of Manager performance appraisal in relation to employer and employee
Targeted Staff Development: Employees development is been focused upon which makes
responsibility increased. This manly helps employer in making management system which
understands about problem faced by employees (Jana 2020).
Advantages of the performance appraisal in relation to employer and employee
Biases: In this an employer should not favour employee regarding any kind of interest to be
showed upon him. Employee should not show biasses towards other fellow employee.
Project Evaluation Review: This is one of the best way which makes identification of
appropriateness that is been achieved by task enhancement. The model is mainly helps in
reviewing of various parts which has helped in achieving task. This review process increases the

commitment of the workforce and keeps them engaged. Managers of Tesco plc by using this
process makes project completed within time.
Advantages of the performance appraisal in relation to employer and employee
Project Visualization
If you were building a computer, a PERT chart would show how your project is broken down
into activities, such as installing the motherboard and adding hard drives. Your project team sees
all the steps needed to make the computer. Each team member also clearly sees his or her own
activities and responsibilities, whether it's installing a part, connecting wires or adding software.
Disadvantages of Project Visualization in relation to employer and employee
Data Quality
Your PERT chart breaks your project into independent activities. It requires accurate and
consistent data to establish resources, relationships and deadlines. If you hadn't built a computer
before, you might not be able to break down the activities cleanly, and you may have problems
getting precise data for complex projects as well.
Sales Performance Appraisal: This model is based upon sales taking place in market.
This is related upon overall goals and objectives to be achieved. Managers and salesperson
should make arrangements which makes realistic goals achieved. Tesco plc manager using the
model makes sales improved by improving in profit of an organization. The organization through
this develop those strategies which enhances sales management process.
Advantages of the performance appraisal in relation to employer and employee
Career growth: an employer hold responsibility over making sure that appraisal is given on time
which makes planning and development process developed for better growth of employee's
career. For this SWOT can be used.
Disadvantages of Sales performance appraisal in relation to employer and employee
Sampling error: This makes work of employee hampered and helps in drawing of conclusion
over grammatical errors. Employer through this maintains quality of work done (Yi 2017).
Theories of HR management
Scientific Management Theory: This theory has been given by Frederick Taylor. He is
one of the most earliest theorists who provided such theory. According to him management
within an organization should study over various kinds of aspects related to organization in more
effective manner. This theory also covers about those results which makes process enhancement

possible. In this facts and people working should be able to optimize results in positive manner.
This theory is used by Tesco plc by making its process performed in more effective manner and
makes working of employee to be improved.
Systems Management Theory: This makes alternative approach upon planing and
management upon organization possible. Also in this system management theory different
process within in business organization is covered which helps in developing of factors which
can contribute towards positive growth of an organization. Further it makes harmonization of
various functions in proper way. The theory focuses over success gained by an organization and
is dependent upon various elements like synergy, interdependence, and interrelations between
various subsystems. According to this employee are most important part of an organization and
managers should develop system which makes determination of management approaches
possible. This helps Tesco plc in making an its processes to be done in more effective manner.
Also Tesco plc makes system within Tesco enhanced.
Contingency Management Theory: This theory is mainly focused over making various kinds
of management process to be analysed and applied in an organization. This makes several
external and internal factors improved in an organization. In three main things is focused upon
which is the size of an organization, technology being employed, and style of leadership. Ife the
theory applied by Tesco plc it improves specific techniques, leadership quality and orientation of
manager done which makes processes improved. Also it helps Tesco plc in following ways
There is no one specific technique for managing an organization (Miller 2019).
A leader should be quick to identify the particular management style suitable for a particular
situation.
The primary component of Fiedler’s contingency theory is LPC – the least preferred co-worker
scale. LPC is used to assess how well oriented a manager is.
Laws in Human resource management
Laws are one of the most important thing which is required within management process
improved and work in legal manner. Various laws has been explained as follows:
Equality act 2010: The act has bee formed in order to make sure that employees is not been
discriminated within workplace and helps in covering wider range in society. The act has made
major protection provided in relation to discrimination done within society. Also in this mainly
non-discrimination objective is been achieved by strengthening an employee. Further the act is

majorly formed over protecting employee form discrimination of age, disability, gender
reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and
pregnancy and maternity.
Workmen's Compensation Act: The act has been formed in relation to salary that is been
given to employee and various other things which is related to employees within an organization.
This act has lead over making development of all aspect which is related over society. In this
mainly social purpose at no cost to the government, since employers were required to cover
medical costs of injuries on the job is been covered.
Employment right act: The act is mainly focused upon rights that is been given to employees
under employment law. This laws majorly focuses over seeking that written statement is given
before dismissing an employee. In this both employer and employee should be focused more
upon employment provided in proper manner (Hao 2018) . Also it focuses over making proving
statutory right to employees working within an organization. Then it cover Disclosures and
determination in this employees confidential and private information is been protected from third
party. Also there should be notice which is given when an employee is been terminated. In this
act there is protection from unfair dismissal by employee to its employer. In this reason should
be justified for dismissing employees from job. The there are certain basic rights which has to be
protected which is related to health and safety, statutory rights and flexibility in working
Contract law: These are those laws which is focused upon making parties legally bound upon
rights and duties which is part of agreement. Such laws are mainly focused over enforcing
requirements that has been discussed by parties. An contract can be based over goods, service,
money or promise. Main wrong that has been committed is “breach of contract” in which injured
party is been awarded in the form of damages. Various kind of elements are there which makes
an contract valid in the eyes of law. Such laws make all kinds of obligation discussed with
remedies in case an party does not follow obligation.
Health and safety laws: These are the laws that has been formed for keeping in minds safety
and health measures to be followed by an organization in relation to its employees. The main
objective of such law is to protect employees in relation to any kind of health issue taken place in
an organization.

These laws if applied by Tesco plc in its processes makes overall development possible
within an organization. Such laws makes various kind of process to be completed in legal
manner and help organization in dealing over legal issues which can happen in future.
Example of one model in relation to Human resource management
360-Degree Appraisal: This is one of the most effective example that is related to Human
resource management. As it helps in developing of various kinds of process in more effective
manner. (Bringezu 2017)Such practices is mainly related upon making an organization deal over
various kinds of things which is related to primary manager, cross-functional manager, direct
reports, and other internal and external stakeholders. All the process which has been enhanced is
based upon the feedback attain by employees. It makes employee's performance and behaviour
to be identified regarding team members. It make strength and weakness identified in proper
manner. Tesco plc is required to use this in a way that it helps in gaining feedback over
performance shown by an employee which makes advancement possible in more effective
manner.
CONCLUSION
From the above discussion it can be concluded that human resource management is that
kind of practices which helps in improving of various process within an organization. It makes
management through managing of work done by them in more effective manner. Further the file
covers about models related upon making an organization deal over different models which bis
used by an organization like Tesco for boosting capacity of an organization. The theories related
to management is based upon various strategies related to importing management. In the end an
example has been explained about human resource management applied in an organization.

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