Performance Management Strategies and Analysis for David Jones

This report critically analyzes performance management practices, focusing on the case of David Jones, a major Australian retail store. The introduction defines performance management as a crucial process for achieving company goals and competitive advantage, emphasizing its role in evaluating employee contributions and ensuring organizational success. The report details various approaches used to measure employee performance, including comparative, attribute, behavioral, result, and quality approaches, and assesses their advantages and disadvantages. It highlights how David Jones employs these strategies to evaluate its workforce and enhance productivity. The report concludes that effective performance management is fundamental for companies to outperform competitors, and suggests that managers can develop strategies like comparative, behavioral, and quality approaches to improve performance. The report also emphasizes the importance of maintaining quality to attract customers. The report provides a comprehensive overview of these strategies and their impact on organizational success, making it a valuable resource for understanding performance management principles.

Performance
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Critical analysis of the practice and performance management..................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Performance management is an effective process in which manager and its employees
work together in order to monitor and review overall performance in order to evaluating overall
contribution in appropriate manner. It is an effective activity to ensure about company goals and
objectives. Basically it is based on the overall performance of the business in appropriate manner
so that they easily attain its targets effectively. Performance management is a back bone of the
company that aid in achieving the competitive advantage from its rival in appropriate manner. It
define job description in evaluating recruitment plan of the employees (Parmenter, 2015).
Performance management is essential process of the company because it aid in achieving
competitive advantage in the marketplace and also measure the overall productivity of the
company. Present report is based on David Jones, it is one of the biggest relation store at
Australia. They provide quality products to its customers and get higher satisfaction by them.
This company define their skilled employees who work on their organization to achieve higher
success in appropriate manner. This report is include various approaches to measure the
performance of the employees.
TASK
Every organization measure the overall performance of the work as well as its employees
to evaluate the actual process in order to achieve competitive advantage in the marketplace
(Scullion and Collings, 2011). The management of the company recruit skilled and experience
employees in their workforce because they perform their duty in appropriate manner and also
provide effective and better end results. The employee performance is highly depend of the
various factors which are as follows:
 Based on work environment in the business.
 Mentioned work profile of the employees.
 Compensation of the work.
 Defining bonus system.
 Evaluating satisfaction of the job of an employee.
 Measuring company policies which is used by the manager.
 Effective technologies.
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All these factors are used in the business organization in order to measuring the employee
performance on the working area (Mills and Smith, 2011). These all play vital role in the
business in order to determining the employee productivity and also mentioned the
organizational development in appropriate manner.
Along with this, David Jones use various approaches to measure the employee
performance in effective manner. For this they define some effective strategies which are as
follows:
 Comparative approach
 Attribute approach
 Behavioural approach
 Result approach
 Quality approach
All these approaches are differ from each other which aid in measuring the employee
performance and also evaluate their contribution on the success of the company.
Comparative approach on measuring performance: Comparative approach is an essential
element which enable an organisation to make differentiation between two or more employees
by providing them rank. Individual are going to be ranked according to performance from higher
to lower level. There are various number of approaches are determine which enable in using
comparative approach: forced distribution technique, paired comparison, graphic rating scale.
This process will support to an organisation in relation to improve the performance of
lower level and providing reward to such personalities which belong to higher level (Approaches
for measuring performance of employees, 2017). Along with this, management also become able
to recruit and hire new employees in an organisation.
David Jones have to apply this tool in their retail business so that they can easily rank
their employees according to higher to lower performance. Although, for motivating others,
organisation provide higher reward and salaries to such employees whom belong to high level
ranks. David Jones have similar job position and thus, managers have to take all of their
employees in account. This will support them in providing ranking to their employees according
to their capability and working pattern. A major drawback of this approach is to increase bias in
an entity due to based on high performance judgements. But this tool is not appropriate and
suitable for such firms which have large number of employees. Although by proper strategy plan,
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management become able to reduce conflicts chances from workplace as well. Motivation factor
is perks and salaries which might create issue between different number of employees.
Attribute approach of measuring performance: Another major thing for which management
have to work is based on different attributes on the basis of various parameters. Employees have
to rated according to performance criteria or on some specific parameters.
 Problem solving
 Judgement and creativity
 Teamwork
 Communication
 Innovation
David Jones have to measure the capability of their employees and align them according
to these parameters. This is helpful in taking decision and dividing them according to their
working pattern. Graphic rating system is one of the most appropriate and suitable technique
which have to use by an organisation to rating their employees highest to lower level. If an
individual have problem solving skills and lack of communication skills then management rank
them according to that. David Jones can use these parameters in business and make appropriate
comparison between all of their employees (Performance Management, 2017). A major
disadvantage of this factor is to evaluate the best and worst performance personality. This might
affect a individual ego as well. Thus, management of reference entity have to use suitable steps
and work according to that to use this attribute approach of measuring performance.
Behavioural approach of measuring performance: It is the oldest technique by which
performance of employees is measured. It is done through BARS [Behavioural Anchored Rating
Scale] method in which five to ten scales are involved. As per this method, every employees will
got ranked as per their performance. That person who are performing in better manner, will get
high rank and vice versa.
On the other hand, second option is also available here that is Behavioural Observation
Scale which is a updated version of BARS technique. It is a best method in today environment
because it provides specific or detailed information about employees' behaviour or performance.
It provides reliable and accurate data about workforce by which manager become able to take
effective and successful decision. Its main disadvantage is that it collects information in bulk
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which is not possible for management to remember that and sometimes managers can give high
rating to those person who are favourite.
Result approach of measuring performance: This strategy is very simple that having straight-
forward concept. It is used by the David Jones give rate to their employee as per their
performance results at the workplace. For this company use Balance Scorecard to define the
results of employee performance (Moutinho, 2011). The main focus of its techniques on its
financial, customers, internal operation and learning growth of the company. Another step is also
use the company to evaluate the employee performance and which is Productivity Measurement
and Evaluation system. This method is more effective to motivating employees for perform their
task in appropriate manner and also tries to enhance their productivity level by getting feedback.
It include the four step first one is identifying the organisation objectives that they wand to
achieve in appropriate time period. Second one is evaluating that how to define the objectives.
The third one is related to effectiveness which consider in measuring the performance of the
workers. Last one define feedback which is provided by the top level authority to the employees.
By using all these step David Jones measuring the overall productivity of the employees in
appropriate manner.
One the main and best advantage of using result approach to measure performance of
employees is that its helps in converting this strategy into the operation. It also define the
external environment that include the job, customers and learning and growth of the employees.
But the disadvantage of this approaches is that it fails on focusing the human resources elements
which negatively affect the employee performance.
Quality approach of measuring performance: This strategy define the customers demand and
expectation and also increasing their satisfaction level in appropriate manner. In this it also
eliminate all the errors in their process in order to achieve continuous improvement. This
approach is related to the person on system factors. And also define feedback on regular basis
which is related to the personal and professional characteristics of the employee from their
manager and also resolve all the issues of the performance (Moynihan and Pandey, 2010).
Basically it is based on the continuous performance of the employees and provide effective
guidance to improve overall productivity of the company. There are some effective advantage of
this approaches which carried in appropriate manner:
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 It aid in measuring the actual performance of employees and system that used in the
business.
 Through effective team work it aid in solving the problems in appropriate manner.
 Use effective and multiple tools and techniques to measuring the overall performance of
the employees.
 Include both internal and external factors to identify the actual workforce performance.
All these benefits are more effective to measure the employee performance in order to
achieve higher success in appropriate manner.
All these approaches are more important for the David Jones to evaluate as well as
measure the workers performance and define the actual contribution in the organization success.
There are some important advantage and benefits of measuring this approaches in performance
which are as follows:
Business organization use all the strategies in a once time to measure the overall performance of
the employees. These all affect positively on employees mind which assist in motivating its
workers in order to perform their task in appropriate manner. It define the overall strength and
weakness of the employee in order to improve their skills in appropriate manner. Through using
all the approaches employee effectively aware about all the goals and target of the company so
that they perform their work on that basis (López-Nicolás and Meroño-Cerdán, 2011). Along
with this employee performance also improve the communication process between all the
employees and its manager because they discussed about their job and duties in order to make
healthy and positive work environment in appropriate manner. In today's environment many
changes in trends take place so that David Jones formulate new and advanced technology to
measure employees productivity as well as its performance in appropriate manner.
Critical analysis of the practice and performance management
As per this approaches company observe that all the approaches are more effective to
measure the overall productivity in effective manner so that they achieve effective end results in
appropriate time period. But in all the strategies David Jones used Result approach of measuring
the performance. By using this strategy company easily evaluate employee performance and also
measure their overall productivity ion appropriate manner (Gruman and Saks, 2011). By using
this method the company measure their employee productivity and give rate on the basis of their
work performance at the workplace. It define the effective motivation of the employee by
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providing their feedback so that they identify their weakness and strength as well. David Jones
can use all the approaches together so that they ca easily measure overall performance of the
company and get better end results. All these are impact positively on the company performance
which aid in achieving all the goals and objectives in appropriate manner.
CONCLUSION
As per above mentioned report it has been concluded that it is fundamental for company
to manage performance of their workers in an effective manner. This will assist them to take
benefits from their competitors at marketplace. For above stated purpose, manager of company
can develop some strategies also. In this report there is description of all those strategies. Such as
comparative, behavioural, quality and so forth. Along with this, it is must for firm to maintain
quality of their items as it aids to attract many customers towards them. Superior can analyse
their strategies to determine its effectiveness. David Jones apply these approaches to evaluating
as well as measuring overall productivity of the employee and company so that they take place in
competitive market.
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REFERENCES
Books and journals
Arzu Akyuz, G. and Erman Erkan, T., 2010. Supply chain performance measurement: a
literature review. International Journal of Production Research. 48(17). pp.5137-5155.
Flynn, B. B., Huo, B. and Zhao, X., 2010. The impact of supply chain integration on
performance: A contingency and configuration approach. Journal of operations
management. 28(1). pp.58-71.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Mills, A. M. and Smith, T. A., 2011. Knowledge management and organizational performance: a
decomposed view. Journal of knowledge management. 15(1). pp.156-171.
Moutinho, L. ed., 2011. Strategic management in tourism. Cabi.
Moynihan, D. P. and Pandey, S. K., 2010. The big question for performance management: Why
do managers use performance information?. Journal of public administration research
and theory. 20(4). pp.849-866.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Yang, M. G. M., Hong, P. and Modi, S. B., 2011. Impact of lean manufacturing and
environmental management on business performance: An empirical study of
manufacturing firms. International Journal of Production Economics. 129(2). pp.251-
261.
Online
Approaches for measuring performance of employees. 2017. [Online]. Available
through.<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>. [Accessed on 29th September 2017].
Performance Management. 2017. [Online]. Available
through.<http://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm>.
[Accessed on 29th September 2017].
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