Analysis of Performance Management and Rewards Systems at Woolworths

This report provides an analysis of performance management and rewards systems within Woolworths, focusing on key trends and issues such as periodic reviews and skills management. The report highlights the challenges in the current system, including the struggle to treat performance management as a growth opportunity and the reliance on rating scales. It explores the importance of skills management, particularly the need for management to accurately conduct performance evaluations. The report also examines the adoption of key trends, such as simplifying performance management systems, improving employee experience, and providing coaching and development opportunities. The analysis emphasizes the need for Woolworths to transition from performance ratings to performance improvement, monitor feedback frequency, and ensure employees understand the impact of their performance. The ultimate goal is to improve employee engagement, boost confidence, strengthen relationships, and help employees reach their full potential through effective training, coaching, and rewards.

Running Head: PERFORMANCE MANAGEMENT & REWARDS
0
PERFORMANCE MANAGEMENT & REWARDS

PERFORMACNE MANAGEMENT & REWARDS
1
Table of Contents
Key trends or issues.........................................................................................................................2
Periodic review............................................................................................................................2
Skills.............................................................................................................................................2
Adoption of key trend or issue.........................................................................................................2
Performance management systems strive to simple regarding periodic review..........................2
Bibliography....................................................................................................................................4

PERFORMACNE MANAGEMENT & REWARDS
2
Key trends or issues
Periodic review
Leadership in Woolworths has struggled at high level to get the management and employees to
treat the performance management as the positive opportunity regarding growth. This is one of
the most common problems in the Woolworths performance management system which revolves
around rating scale to evaluate the performance. The challenge is to define every point so
management within the organization can understand that how to apply scale for team and
employee too understand where they stand. This has been researched that many organizations in
Australia has ceased to circulate the annual reviews and treat the assessment of the employees as
the regular process (McElgunn, 2019).
Skills
Management within the Woolworths is by fart with the most important part of the performance
management system and important to entire process success. Management within the
organization is required to acquire the elementary skills to accurately conduct the performance
evaluations for the employees. Training in coaching and development planning has the gape
which is necessary for increasing the chances that management will be capable to measure the
performance and analyze the results of employees accurately (HRMS, 2019).
Adoption of key trend or issue
Performance management systems strive to simple regarding periodic review
It is important for the Woolworths to improve the experience of employees at work. It has been
researched that performance management system should be simple as help to employees to get
success in future. Traditionally performance management data focused on the performance
ratings. Organization like Woolworths should make the transition to measure the performance of
employees to performance improvement it will help to get the positive data with the results.
Organization should evaluate quality and impact of performance management dialogue between
the employees and management. It should give the more opportunities to management to engage
employees and their performance will increase. Management within the organization should

PERFORMACNE MANAGEMENT & REWARDS
3
monitor that how performance check-ins is going and how frequently feedback is delivered
(Valamis, 2020).
Employees within the organization should understand the impact of performance which will
increase the morale and performance of employees. This will give them insight to understand the
management and improve performance through the coaching and support and effective
development of the team. Coaching and development should be designed to improve the
engagement of employees within the work as boost the confidence, strengthening the
relationships, improve the retention, and help them to reach their potential at high level. It will
increase the process of development of employees and provide the environment to improve their
performance. Providing the training regarding work will increase the skills, capabilities and give
the opportunities to build morale through more investing within the professional well-being and
reach to the full potentials. It will lead to increase the adequacies of the performance by effective
correlation between the ratings and actual performance. This will also give them more
opportunities to focus, identify, and adjusting the rewards for good performers (Hearn, 2017).

PERFORMACNE MANAGEMENT & REWARDS
4
Bibliography
Hearn, S., 2017. Performance Management Trends. [Online]
Available at: https://www.clearreview.com/5-performance-management-trends-2018/
[Accessed 13 03 2020].
HRMS, B., 2019. TRENDS AND CHALLENGES IN PERFORMANCE MANAGEMENT.
[Online]
Available at: https://www.beehivesoftware.in/trends-and-challenges-in-performance-
management/
[Accessed 13 03 2020].
McElgunn, T., 2019. Hrmorning. [Online]
Available at: https://www.hrmorning.com/articles/performance-management-trends-2019/
[Accessed 13 03 2020].
Valamis, 2020. Performance Management. [Online]
Available at: https://www.valamis.com/hub/performance-management
[Accessed 13 03 2020].