Performance Appraisal and Talent Management at Five Guys UK - Report

This report provides a comprehensive analysis of performance appraisal and talent management practices, focusing on a case study of Five Guys in the UK. It begins with an introduction that outlines the aim, objectives, scope, limitations, and resources of the research, followed by a detailed Gantt chart and risk register. The report then delves into the ethical considerations of the research. The core of the report examines performance management and its methods, including management by objectives, 360-degree feedback, assessment center method, and behaviorally anchored rating scales (BARS). The report highlights the importance of performance appraisal in employee motivation and organizational success. The study also investigates the challenges faced during the COVID-19 pandemic. Finally, the report concludes with a discussion of the findings and recommendations for improving performance appraisal and talent management strategies within the organization. The report is based on primary research conducted through questionnaires and interviews to collect data from the organization.

PROPOSALS
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TABLE OF CONTENT
TOPIC..............................................................................................................................................3
AIM..................................................................................................................................................3
OBJECTIVES..................................................................................................................................3
SCOPE.............................................................................................................................................3
LIMITATIONS................................................................................................................................4
RESOURCES..................................................................................................................................4
COST...............................................................................................................................................4
GANTT CHART.............................................................................................................................4
RISK REGISTER............................................................................................................................6
ETHICAL ISSUES..........................................................................................................................7
Performance management and its methods.....................................................................................9
References......................................................................................................................................11
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TOPIC
To effectively understand performance appraisal and talent management in an
organization for higher performance. For higher performance feedback and other method of
performance appraisal is being considered(Claus, 2019).
AIM
"To evaluate employee performance appraisal and talent management of workforce. Of:
Five guys."Whose store is located in UK and has 50 employees there .
To impose performance appraisal to increase the motivation among the employees of Five Guys.
OBJECTIVES
 To understanding the importance of talent management and performance appraisal.
 To use appropriate methods for performance appraisal which makes Five Guys the
leading restaurant in UK.
 To overcome the challenges of talent management and performance appraisal in five guys
 To recommend methods and strategies to implement for having better performance
appraisal.
 To implement best method of performance appraisal on the employees to encourage them
towards their work.
SCOPE
The scope of this research is to come in use to make certain of the factor that there is
good understanding which is present (Pandita, and et. al 2018). There is going to be a good
discussion which would be present in research project to make sure that there is higher
outcomes.The main motive of this project is to know the importance of performance appraisal in
the company, although it shows the motivation in the employees as well. This project will not
just help Five Guys but it will be beneficial for other companies as well who want to implement
performance appraisal in their organisation. Besides this, it will be helpful for the employees to
perform their task with full efficiency and enthusiasm. At the end this project will help the
students and other researchers to gain the in-depth knowledge about the performance appraisal.
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This report focuses on providing deep knowledge about performance appraisal which is being
used by the Five guys specially in FG and CG.
LIMITATIONS
There are going to be a lot of limitations as well which are currently present and those are
that there must be effective working and understanding which is present but due to COVID-19
there are a lot of changes which have come in. Understanding the current trends and methods is
very important so that there are going to be right working and good environment which is
existing (Whysall and et.al 2019).The major limitation of this project is that it has used only one
store of Five Guys which is present In UK and also it has taken only 50 employees so that the
collected data may not provide accurate details. Apart from this, sample size of the project is also
too small which the limitation of the project.
RESOURCES
The resource which is required is effective workforce so that there are good internal
working which is good for the performance and reputation. Tools and strategies for evaluation of
the workforce has to be present so that there are right actions and improvement which is
present.The major resources which has used to complete the project the main resources used are
– internet accessibility, phone, some relevant books bought from library and computer.
COST
Requirement of £2,250 would be required for this research to be completed to its best.
Gathering primary data and making sure that there is right interpretation which the research is
having is important therefore use of right economic factor is required (Krishna and et.al2017).
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GANTT CHART
No TASK START END DURATION DEPENDENCIE
S
NOTES
1 Choosing a
topic
16/02/2021 18/02/2021 2 days 0
2 Research on
topic
19/02/2021 11/03/21 3 weeks 1 Exanimate
this article
3 Collection of
data
19/02/2021 11/03/21 3 weeks 2
4 Writing up the
proposal
5/03/2021 02/03/21 3 weeks 1,2,3
5 Create a
questionnaire
27/03/2021 30/03/21 1 week 4 Collecting
data.
6 Conduct
interview
(using the
questionnaire)
31/03/2021 21/04/2021 3 weeks 5
7 Evaluation of
collected data
22/04/2021 27/04/2021 1 week 6 Using
appropriate
tools
8 Writing up
literature
29/04/2021 29/05/2021 4 weeks 7
9 Review and
conclusion
1/06/2021 15/06/2021 2 weeks 8
10 Get feedback
from
lecturer/Superv
isor
17/06/2021 24/06/2021 1 week 4,5,6,7,8,9
11 Finalising and 3/07/2021 17/07/2021 2 weeks 10
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submission
RISK REGISTER
Risk Probability Impact Size Mitigation
measures
Residual risk
Getting the
concert to
conduct
interviewing
2 5 3 Having phone or
zoom meeting.
Restrictions
from the
management
Delays and
difficulties
in obtaining
permits and
collecting
data
1 2 2 Earlier analysis of
the situation
COVID-19
(Lock down)
Facing
difficulty in
gathering
information
due to the
lock down
all the
restaurants
were shut
down so
Five guys
was also
5 5 3 Following
prevention
guidelines e.g.
(Mask and 2 meters
distance)
Possibility of
catching/passin
g the virus
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remained
shut.
Limitation/
Scope
4 3 3 Always plan ahead
and get relevant
information
Not getting
enough
information
from sources
Language
barrier
5 3 2 Translator/
Interpreter
ETHICAL ISSUES
Yes No N/A
The research participants
The research will not involve children under 18 or
adults with known health, mental or social problems
x
The research will not cause physical or psychological
harm to any participant or other person
x
The research will not involve any payment, gift or
inducement being given to anyone
x
The research will not involve any actual or potential
conflict of interest
x
The research will not involve withholding relevant
information or misleading participants
x
The research will not give rise to any potential risk of
harm or distress to myself
x
The research process
I have already obtained permission from a responsible
individual in the chosen organisation in order to carry
out my primary research there and/or to use other data
and facilities in connection with my research1
x
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I will seek and obtain written informed consent from all
participants before conducting interviews or focus
groups
x
I will provide adequate information for participants in a
questionnaire survey so that they can make an informed
decision whether or not to participate
x
I will ensure participant data, including recordings, is
treated confidentially and stored securely during the
research project and is destroyed once my final module
result has been confirmed
x
I will preserve the anonymity of, and information about,
informants unless they give their express permission in
advance
x
I will not name any individuals in my assignment(s)
where this may potentially cause them harm or
problems
x
I will respect the right of participants to withdraw their
co-operation without notice or reason at any stage
x
Use and publication
The findings from my research will be used solely for
the purposes of the assignment(s) on this module and
will not be used for any other purpose without the
written approval of DGHE and the organisation which is
the subject of the research
x
I will not publish my final research or use data collected
during the research project without first gaining the
written consent of DGHE and the organisation where
x
1
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the primary research was conducted
Honesty and integrity
I will act at all times honestly and in such a way as not
to reflect discredit on the college, its staff or students;
and not to cause distress, embarrassment or
unpleasantness to any party whether before, during or
following contact with them
I will not make up my results: all my data will be
collected by me and be presented honestly
x
I will cite sources correctly and not plagiarise other
authors’ work
x
Performance management and its methods
Performance appraisal means the regular review of employees and their job performance.
Performance appraisal enhances the morale of employees and also their skills and achievements.
This is one of the fundamental parts of performance management and talent management.
One of the common issue which is occur in the performance appraisal method is the feedback
from the manager as many employees do not get satisfied with reviews and feedback given by
the manager this lead to conflict in the organisation.
Performance management refers to the procedure which improves the performance of
employees in the organisation and helps the company to attain its desired goal. With the help of
performance management Five guys set individual goal for each and every employee so that to
attain such goal employees put their all efforts, by doing so they can enhance their skill and
knowledge as well(Bruskin and et.al2017). But performance management is not an easy method
it needs continuous navigation then only it can work better and provide desired outcome to the
origination. It is known to be the periodic assessment of the employee’s performance in the
organisation. On the basis of their performance employee will get promotional offers, incentives
and perks.
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On the basis of performance employees get feedback. Feedback can be positive and
negative, but it can only work when the employees take the feedback seriously and work on that.
Majorly performance appraisal is used for salary increment and other rewards as well.
Performance management in five guys will help the company to know the weak areas of
the employees and also the strength of the employees. As every person has different abilities and
strength and as per their strength an d capabilities Five guys assign work to them so that they
can perform all the work enthusiastically.
Method of performance appraisal
Management by objectives
This is one of the popular methods of performance appraisal, in which managers and
employees work together and make plans and strategies and also communicate the goal and
expectation of Five Guys from them. After making the policies and strategies, manager guide the
employees about how to perform the work so that desired outcome can be gathered at the earliest
(DeNisi, and et.al 2017). After guiding the employees about their work managers and
supervisors observe the performance of employees like who is doing their work passionately and
who is not doing and as per the wo0rk employees get promotion and other incentives. So that
they can get motivation and they perform the future task with full enthusiasm.
360- Degree feedback
This is another method which is being used by the organisation to know the performance
of the employees in the organisation. This method is multidimensional performance appraisal
method in which feedback about the employee is being collected from their colleagues,
managers, supervisors, and also from the customers. So that the organisation get to know about
the employee from all the angles. The major objective of this method is to reduce the biasness
and employee also do not feel any kind of discrimination at the workplace. This method helps
the employee about their self appraisal as well. They can know what other think about them, and
how they can make changes in them so that in future they get many chances of growth and
appraisal.
Besides this, 360- degree review done by the managers so they also know about the
weakness of the employees and try to overcome them by providing various training and
development opportunitiesto the employees. This review also helps the management of five
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guys that in future they can provide different task in team as well because they know the quality
and skills of each and every employee.
Assessment centre method
This is one of the oldest method which every organisations uses to review the performance of
their employees. This method brings the clear picture to employees about how other observes
them and what is the impact of their performance of on others. The another advantage of this
method that it is just not states bout the performance of existing employees and also it made
ready to the employees for upcoming opportunities.
Behaviourally Anchored rating
BARS put qualitative and quantitative benefit to the performance appraisal procedure. In
this method employees get rating as per their performance. This method set some clear
objectives and standards for the employees and employees have to accomplish them. As per their
work, they get promotional offers and perks. This method also helps the employees to decrease
the chances of biasness and make sure the employees that they will get fair chances of appraisal.
But there are some drawback of this method as it is very time consuming process and collect
feedback about the employee from the managers and supervisors, which makes the process
lengthy.
Psychological appraisal
This method helps the management to find out the hidden talent of the employees. It also
evaluates the employees future performance on the basis of its past performance. This method
analysis the interpersonal skill, leadership qualities, personality trait and other skills of the
employees which is helpful in the appraisal of the employee.
References
Books and journal
Bruskin and et.al2017. Business performance management models based on the digital
corporation’s paradigm.
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Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3).pp.207-215.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of applied psychology.102(3). p.421.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review.27(3).pp.431-441.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Whysall and et.al 2019. The new talent management challenges of Industry 4.0. Journal of
management development.
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